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States that have enacted some form of ban for private employers are California, Connecticut, Delaware, Hawaii, Massachusetts, Oregon and Vermont.
An increasing number of state and local governments, such as in Massachusetts, Hawaii, and New York City, have adopted laws that ban employers from requesting salary history information from job applicants.
A salary history ban prohibits employers from asking applicants about their current or past salaries, benefits, or other compensation. In some states with salary history bans, employers are allowed to seek salary history information after making a conditional offer of employment with a specified salary.
State-wide California's ban prohibits private and public employers from seeking a candidate's pay history. Even if an employer already has that information or an applicant volunteers it, it still can't be used in determining a new hire's pay.
Some advertisements for jobs stipulate that candidates must disclose a salary history, a current salary, or a salary expectation in order to be considered for the job. If you choose to apply anyway, stipulate in your cover letter that your salary expectation is the market value of the job.
(A range of cities and counties also have laws in place. Washington, D.C., and Montgomery County, Md., ban local government agencies from asking applicants about salary history.)
To reduce pay discrimination, Virginia will stop asking for applicants' salary history.
When crafting a salary advance letter, keep it brief, polite and to the point. Insert the date, and address your letter to the proper person, such as the department director or your supervisor. In the first paragraph, identify your reason for requesting a salary advance.
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