The salary ranges are largely meaningless though? Equity compensation for good tech roles is like half or more. Also, levels.fyi has most salary information you could need.
Equity compensation has meaningful value for a small minority of roles (i.e: at liquid companies) so for the majority of job seekers, salary is the compensation.
And for the most part, even if it's a lot of money, I can't pay my bills with RSUs or options. I may be willing to accept a bit lower cash salary if the equity numbers are huge, but I still need cash in my bank account to pay for things that is above some number per month.
It also depends a lot on the person. Like, I totally refuse equities as a compensation and thus would not consider any job with a salary under my minimum, even if the equities would bring the total compensation to an extremely high value.
Yea, not unless they're giving 150k+ in fairly stable equity. Like, I'd take a pay cut in raw salary if they were matching it in 1-3 year RSUs for a public stock.
> Compensation and Benefits to Disclose. Employers must include in each job posting (1) the rate of
compensation (or a range thereof), including salary and hourly, piece, or day rate compensation; (2) a general
description of any bonuses, commissions, or other compensation; and (3) a general description of all benefits
the employer is offering for the position. Benefits that must be generally described include health care,
retirement benefits, paid days off, and any tax-reportable benefits, but not minor “perks” like use of an on-site
gym or employee discounts. At a minimum, employers must describe the nature of these benefits and what they
provide, not specific details or dollar values — such as listing that the job comes with “health insurance,” without
needing to detail premium costs or coverage specifics — and cannot use an open-ended phrase such as “etc.,”
or “and more,” rather than provide the required “general description of all of the benefits
> a general description of any bonuses, commissions, or other compensation
By my reading, that just means that they have to disclose that equity compensation is available, not the amount of that equity compensation. Contrast that with "the rate of compensation (or a range thereof), including salary and hourly, piece, or day rate compensation," which actually requires a number.
> It is the intent of the general assembly to pass legislation that
helps to close the pay gap in Colorado and ensure that employees with
similar job duties are paid the same wage rate regardless of sex, or sex plus
another protected status.
where "wage rate" is:
> FOR AN EMPLOYEE PAID ON AN HOURLY BASIS, THE HOURLY
COMPENSATION PAID TO THE EMPLOYEE PLUS THE VALUE PER HOUR OF ALL
OTHER COMPENSATION AND BENEFITS RECEIVED BY THE EMPLOYEE FROM
THE EMPLOYER; AND
> (b) FOR AN EMPLOYEE PAID ON A SALARY BASIS, THE TOTAL OF ALL
COMPENSATION AND BENEFITS RECEIVED BY THE EMPLOYEE FROM THE
EMPLOYER.
Any judge is going to look at the intent in order to help resolve ambiguity in interpretation.
If stock option compensation need only be advertised as "we offer stock options" then my uninformed impression is that that would negate the intent of the bill.
Contact a Colorado lawyer for actual meaningful advice.
