Sentences with phrase «past salary history»

Act 16 prohibits employers from inquiring into an applicant's past salary history, unless the applicant volunteered such information or a salary was already negotiated with the applicant and set forth in an offer letter, in which case an employer can inquire or confirm salary history.

Don't allow your past salary history to dissuade you from declaring what you think you are worth this time around.

However, always be honest about your past salary history and other job offers that are on the table.

A new employment law in Massachusetts made it illegal for employers to ask a candidate about past salary history.

By allowing employers to base a prospective employee's earnings on her past salary history, the law has indirectly allowed employers to perpetuate the wage gap.

Not exact matches

Prospective employees would not be prohibited from voluntarily disclosing wage history and an employer may only confirm past salaries after a salary negotiation has started.

The findings from the second annual TransUnion (NYSE: TRU) survey found that more than half of consumers who checked their score in the past 30 days falsely identified salary (58 percent), employment history (56 percent), and age (52 percent) as factors included in a credit score.

Employers will typically pay a new employee somewhere in the range of 10 - 15 % more than the person's last salary, which is why knowing what you've made over your past employment history is of such interest to them.

Letting the employer base their offer on your past salary history.Your salary history is no one's business and employers are perfectly capable of figuring out what your work would be worth to them without needing to know what you've been paid previously.

Of course, employers who inquire into salary history generally claim that they need to know what you've earned in the past because it helps them figure out how much you should be earning now, or so that they can screen out candidates who are earning far more than the position pays and presumably won't want to take a pay cut.

If there is a specific request for salary history, respond by providing your expected salary range (not your current salary or past salary), such as «$ 60,000 to $ 65,000, not including benefits.»

Depending on the circumstances of the request, and input from the past or current employee, the company might release salary history, job title history, and whether the company would rehire the employee.

A salary history is a document that presents an employee's past earnings.

The salary history question enables employees to underpay women and minorities because employers use a potential employee's past wage to determine what salary to offer.

The National Conference of State Legislators indicates that at least 21 states have proposed legislation during the past year that would prohibit salary history questions.

A salary history (which is different from a salary requirement) includes information on what you have earned in past jobs.

Other information often requested is your driver's license number, educational background (institution attended, dates attended, degree earned, etc.), past employment history including the name of former employers, dates of employment and starting and ending salary.

On the salary history page, you could include the past one, two, or three jobs you have held.

Hirewise verifies the accuracy of employment history in our employment screening background checks with emphasis placed on past performance, employment periods, positions held, salary, rehire eligibility, and reasons for leaving.

One of the most common ways applicants deceive prospective employers is by stretching the truth regarding their past employment history, including salary earned, time of service, and job titles.

Don't lie or exaggerate about any of your previous salaries, but if you feel you've been underpaid in the past, make sure you make a case for a higher salary — both in your cover letter and in your salary history.

A hiring manager asked me for my salary history and said that in the past she was not able to hire candidates because they overstated their salary history.

Women who refuse earn 1.8 percent less than those who reveal their salary history, while men who keep their past salary under wraps see a salary increase of 1.2 percent.

Women who refuse to give their salary history during job interviews earn 1.8 percent less than those who reveal past pay, according to PayScale's latest report, Is Asking for Salary History... Hisalary history during job interviews earn 1.8 percent less than those who reveal past pay, according to PayScale's latest report, Is Asking for Salary History... Hhistory during job interviews earn 1.8 percent less than those who reveal past pay, according to PayScale's latest report, Is Asking for Salary History... HiSalary History... HHistory... HistoryHistory?

A federal resume format is very different from a corporate resume and must include additional information such as salary history and past supervisors names and phone numbers.

Here's to the day when the salary history tap dance is a thing of the past as is the gender pay gap.

Non-supervisor references I'm applying for a job and they have asked me to bring to my interview: a job history (with addresses, names of supervisors & salaries) and a list of three «Business / work references & # who are NOT past supervisors.

As well as your salary history for past employment and your expectations regarding future compensation.

However, contrary to reports calling the FTC's action an official endorsement, a recent blog on the FTC web site, «The Fair Credit Reporting Act & Social Media: What Businesses Should Know,» indicates that Internet background checks using social media information simply must follow the same FCRA rules that apply to the more traditional information — employment and salary history, criminal records, and credit reports — that FCRA compliant background screening firms and employers have used in the past.

However, contrary to reports calling the FTC's action an official endorsement, a June 2011 blog on the FTC website, «The Fair Credit Reporting Act & Social Media: What Businesses Should Know,» indicated that Internet background checks using social media information simply must follow the same FCRA rules that apply to the more traditional information — employment and salary history, criminal records, and credit reports — that FCRA compliant background screening firms and employers have used in the past.

In June 2017, Oregon Governor Kate Brown signed into law the Oregon Equal Pay Act of 2017 (HB 2005) which will prohibit employers from screening job applicants based on past or current salary history or seeking information about past or current salary history from job applicants before making them an offer of employment that includes an amount of compensation.