Support Pay Transparency Legislation for Michigan Job Postings

I am writing as a Michigan constituent to urge you to sponsor legislation requiring pay transparency in job postings, modeled closely on Colorado’s Equal Pay for Equal Work Act (EPEWA) — widely regarded as one of the most effective pay transparency laws in the country. I propose Michigan adopt the following core requirements, drawn directly from Colorado’s framework: ∙ All employers with at least one Michigan-based employee must include a specific compensation range (salary or hourly) in every job posting, internal and external. Vague terms such as “competitive pay” or “depending on experience” would not satisfy this requirement. ∙ Each posting must also include a general description of benefits — such as health insurance, retirement plans, bonuses, and paid time off — and an application deadline or closing date. ∙ Internal job opportunities must be announced to all Michigan employees on the same day and before any hiring decision is made, ensuring equitable access to advancement. ∙ Within 30 days of filling a position, employers must notify employees who will work regularly with the selected candidate of the hire and the candidate’s new title. ∙ Employers may not seek or rely on an applicant’s prior salary history when determining compensation. ∙ Employees may freely discuss wages without fear of retaliation. ∙ Employers must maintain records of job descriptions and wage histories for the duration of employment and two years beyond. ∙ Violations would be subject to civil penalties ranging from $500 to $10,000 per violation, consistent with Colorado’s enforcement model. These measures reduce gender and racial pay gaps, empower workers to negotiate fairly, and help employers attract better-matched candidates. Colorado’s experience shows this is achievable without excessive burden on business. I respectfully ask that you introduce or co-sponsor this legislation in the upcoming session. Thank you for your continued service to Michigan.