New York City Joins Growing Trend in Mandating Salary Disclosure in Job Postings

Jonathan A. Segal is a partner at Duane Morris LLP in the Employment, Labor, Benefits and Immigration Practice Group. He is also the managing principal of the Duane Morris Institute. The Duane Morris Institute provides training for human resource professionals, in-house counsel, benefits administrators and managers at Duane Morris, at client sites and by way of webinar on myriad employment, labor, benefits and immigration matters. Previously a litigator, Jonathan’s practice now focuses almost entirely on helping employers meet their business objectives or missions by minimizing legal risk, maximizing compliance and focusing on relationship with business objectives or mission and legal requirements or restrictions. Particular areas of practice include: Counseling, strategic planning, leadership training, and developing policies about, among other things: sexual and other unlawful harassment; gender and other pay equity; FLSA/wage and hour compliance; reductions in force; diversity and inclusion (with emphasis on implicit bias); social media; performance development and management; talent acquisition; ADA and FMLA issues; violence in the workplace; impaired professionals; employment policies and handbooks; and technology and privacy. Agreements, for example: business protection agreements (such as non-competes), confidentiality agreements, employment agreements, independent contractor agreements and recruiter agreements. Investigations, for example: providing counseling and training and conducting both privileged and non-privileged investigation of EEO and other matters. Traditional labor, for example: union prevention programs, union election campaigns, collective bargaining, contract interpretation and management rights training. Privileged audits, for example: climate surveys (harassment); wage and hour compliance; gender and other pay equity; union susceptibility; and diversity and inclusion (unconscious and systemic barriers). Administrative charges, for example: charges of discrimination, harassment, retaliation and failure to accommodate, as well as wage and hour charges before federal, state and local commissions and agencies. Acquisitions, for example, employment and cultural due diligence. Working with Alex Halper, Jonathan is the Chair of the Pennsylvania Chamber’s Legislative Committee. Jonathan leads the group in providing counseling on pending legislation and in participating in drafting proposed legislation. He was selected by his peers for recognition of his professional excellence in the 28th Edition of The Best Lawyers in America© (August 2021) for his work in: Employment Law - Individuals Employment Law - Management Jonathan’s passions include hands-on animal rescue, Holocaust remembrance and psychology. On the fun side, Jonathan remains mad about AMC’s Mad Men and is fortunate to have Bruce Springsteen as his virtual workout partner. Even so, Nina Simone is Jonathan’s favorite musical artist.

Eve I. Klein serves as Chair of Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group and serves as the firm’s employment counsel. Ms. Klein has over 30 years of experience representing businesses in all aspects of employment law, management labor relations and employment-related litigation. Ms. Klein has extensive experience advising clients about their rights and obligations regarding the complex and frequently changing federal, state and local laws and regulations which affect the workplace. Ms. Klein counsels clients on day-to-day workplace matters, in mergers and acquisitions and in protecting company good will and proprietary information. Clients rely on Ms. Klein for her practical advice and negotiation skills to avoid or resolve disputes without litigation whenever possible and for her vigorous defense of their position when litigation proves necessary. Ms. Klein regularly handles complex labor and employment litigation brought by current and former employees and labor unions, in state or federal court and before administrative agencies. Ms. Klein advises and defends employers in connection with issues and claims involving the employment discrimination statutes, disability accommodation obligations (both employment and public accommodation), family and medical leave laws, employee recruitment and work eligibility rules, plant closing restrictions, wage and hour rules and employee benefits. Ms. Klein frequently defends employers in wage and hour class action litigation. She also helps businesses draft employment agreements, including those with restrictive covenants, and has a wealth of experience litigating issues relating to the enforceability of restrictive covenants. Ms. Klein has significant experience in the representation of employers in labor relations under the National Labor Relations Act and the Taylor law, including in union representation and decertification elections and unfair labor practice proceedings. For clients that are unionized, Ms. Klein represents them in collective bargaining and grievance arbitration. Ms. Klein has handled collective bargaining for clients in a variety of different sectors. She has successfully represented unionized employers in hundreds of arbitration proceedings. Ms. Klein also represents employers in labor litigation, which runs the gamut from enjoining unlawful picketing activity, enforcing employer rights in connection with agreements to arbitrate and defending employers in withdrawal liability proceedings brought by multi-employer pension funds. Ms. Klein also serves as editor of the practice group’s client alerts regarding employment and labor law developments. She is a frequent speaker on employment and labor issues for clients, business groups and educational institutions. Ms. Klein has been recognized as one of the top 100 leading women lawyers in New York City in Crain’s 2018 Legal List, in Best Lawyers in America since 2005 and frequently in New York Super Lawyers for labor and employment law since 2006. Ms. Klein is a 1985 graduate of Cornell Law School and a graduate, with distinction, of Cornell University’s School of Industrial and Labor Relations.

Jenna M. Decker counsels employers on best practices for a broad range of workplace issues, providing tailored recommendations to meet the needs of employers across diverse industries and markets. Drawing on her experience at all stages of litigation, including federal trial and appellate experience, Ms. Decker works closely with clients to develop practical risk mitigation solutions. Ms. Decker develops and advises on workplace policies and implementation. With an emphasis on strong workplace culture, Ms. Decker counsels employers on best practices for managing leave and accommodation requests, scheduling and pay practices, discipline and performance management, complaint investigations, COVID-19 workplace safety, reductions in force and more. Employers look to Ms. Decker to conduct engaging, effective workplace trainings, including management coaching and compliance-focused workforce training sessions. Ms. Decker regularly drafts agreements for all types of workplace relationships, such as restrictive covenants, incentive compensation plans, and independent contractor agreements. She also conducts workplace investigations and frequently represents employers in proceedings before federal, state, and city agencies and in federal and state court, including defending class and complex litigation matters. She has defended employers from claims arising under federal laws such as Title VII, ADA (Titles I and III), ADEA, ERISA, FMLA, FLSA, NLRA, and the Defend Trade Secrets Act, and under state and city laws such as the New York Human Right Law, New York City Human Rights Law, New York Labor Law, and Pennsylvania Human Relations Act. Ms. Decker is a 2017 graduate of the University of Pittsburgh School of Law, where she was co-executive editor of the Journal of Technology Law and Policy, and a graduate of the State University of New York at Buffalo.