Employers who just last year revised their application forms to eliminate initial questions about past arrests and convictions, now have to revise them again to remove questions regarding current and past salary. On Jan. 23, 2017, Philadelphia’s mayor signed a wage equity ordinance (the Ordinance) which prohibits, among other things, employers from asking job applicants about prior wages or wage history. The goal of the law is to address the gender pay gap, as the Ordinance asserts that women workers in Pennsylvania earn 79 cents for every dollar a man earns.  Although Massachusetts has passed similar legislation that prohibits inquiries into a job applicant’s wage history, Philadelphia is the first city to do so. The law is slated to go into effect on May 23, 2017.

The Wage Equity Law

Prohibitions and Definitions

The Ordinance, which amends Philadelphia’s Fair Practice Ordinance, principally prohibits employers from relying on an applicant’s wage history to determine “the wages for such individual of any stage in the employment process.” It defines “employer” as “any person who does business in the City of Philadelphia through employees or who employs one or more employees exclusive of parents, spouse, life partner or children, including public agency or authority; any agency, authority or other instrumentality of the Commonwealth; and the City, its departments, boards and commissions.” To “inquire” means “to ask a job applicant in writing or otherwise.” The term “wages” is broadly defined to include wages, commissions, and fringe benefits.

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