Connecticut’s largest labor federation is pushing legislation that would require employers to disclose salary ranges in job postings.
But at least one of its own affiliates appears to believe the rule is for everyone else.
The Connecticut AFL-CIO testified in support of HB 5387, legislation that would require employers to include salary ranges and benefit information in public and internal job advertisements. The organization argues the policy would promote fairness in hiring by giving applicants clearer information about compensation.
The AFL-CIO was also the only union to submit testimony supporting the proposal before the Labor and Public Employees Committee.
Yet the transparency standard the organization is asking lawmakers to impose on employers appears absent from at least one job posting within its own network.
A recent recruitment advertisement from AFSCME Council 4, an AFL-CIO – affiliated union representing thousands of Connecticut public employees, advertises a position responsible for negotiating union contracts, handling grievance arbitration cases, organizing members, and representing workers in administrative hearings.
The posting outlines a lengthy list of responsibilities and qualifications. Applicants must have at least five years of labor relations experience and maintain a Connecticut law license.
What the posting does not include is a salary range.
Adding another wrinkle, the Connecticut AFL-CIO itself shared the job posting on its social media accounts, promoting a listing that lacks the very salary transparency the federation is urging lawmakers to mandate for employers statewide
Under HB 5387, employers would be required to disclose the wages or wage range and a general description of benefits in job postings. The bill would also require employers to provide employees with the wage range for their position annually and would allow applicants or employees to pursue legal action if the requirements are not met.
In testimony to lawmakers, Connecticut AFL-CIO President Ed Hawthorne argued the measure would help address pay disparities by giving applicants better information during the hiring process.
“A recent report by the National Women’s Law Center found that women in the United States who work full time, year-round are typically paid only 81 cents for every dollar paid to men,” Hawthorne wrote.
Business groups, however, warned the proposal could create new compliance burdens and expose employers to litigation.
The Connecticut Business and Industry Association (CBIA) said the bill expands existing wage transparency requirements while introducing rigid mandates and new legal risks for employers.
CBIA Senior Policy Director Paul Amarone testified that the proposal could create complications for employers that advertise positions before finalizing compensation structures or that hire candidates at different salary levels depending on experience.
The bill also increases liability exposure by allowing applicants or employees to file lawsuits and seek statutory damages between $1,000 and $10,000, along with punitive damages and attorney fees. CBIA warned that even minor discrepancies in job postings or disputes over benefit descriptions could trigger costly litigation. For small businesses in particular, Amarone said the risk of lawsuits could be significant even if employers ultimately prevail.
Despite those concerns, the Labor and Public Employees Committee voted the bill out of committee on a bipartisan basis, advancing it to the next stage of the legislative process.
If the measure ultimately becomes law, Connecticut employers could soon face penalties for failing to disclose salary ranges in job postings.
One question remains.
If salary transparency is essential for employers across Connecticut, should the organizations advocating the rule start by applying it to their own job listings?
