<story><title>Microsoft will include pay ranges in all U.S. job postings</title><url>https://www.forbes.com/sites/jenamcgregor/2022/06/09/microsoft-announces-it-will-include-pay-ranges-in-all-us-job-postings-experts-predict-it-will-be-the-first-of-many/</url></story><parent_chain><item><author>drewcon</author><text>I’m not sure why the company is responsible at an individual level for what’s going on in the Bay Area. They can’t tell you how to manage and interact with the expenses of your life.&lt;p&gt;If you’re mad at anyone, walk down to city hall and tell them to build more housing.</text></item><item><author>kodah</author><text>I&amp;#x27;m leaving my company because it took so much &amp;quot;upwards pressure&amp;quot; to make this happen. Literally hundreds of people screaming in a townhall that the companies wages were so low that housing was eating up most of their paycheck while mandating a return to work from the top. This is in the Bay Area. I do think there&amp;#x27;s something to be said about a company that does not tend to the needs of its flock proactively.</text></item><item><author>another_poster</author><text>Individual states’ pay transparency laws are already applying upwards pressure on salaries across the country.&lt;p&gt;My company has multiple groups in different states including Colorado, and in anticipation of needing to post salary ranges for our open positions in Colorado, my group (with no positions in Colorado) preemptively bumped up everyone’s salaries to the midpoint of their pay bands to avoid anyone becoming frustrated if they learned they were in the bottom half. Despite the preemptive adjustments, a colleague of mine became angry and quit when they found out their salary wasn’t at the very top of their position’s pay range.&lt;p&gt;So pay transparency laws are having a big impact—not only in the obvious cases of candidates negotiating salaries in the states that passed the pay transparency laws, but also for average employees in other states who didn’t even need to do anything except learn how much their labor was worth.</text></item></parent_chain><comment><author>cogman10</author><text>You say this as if companies don&amp;#x27;t chose where to have their offices and their attendance policies.&lt;p&gt;If a company places it&amp;#x27;s headquarters in a HCOL area and requires everyone come in 5 days a week, then yes, they have a responsibility to pay a salary high enough that their employees can survive there.&lt;p&gt;If employers don&amp;#x27;t like the fact that COL is too high, THEY can go ahead and march on city hall to advocate for political action.  Companies have a MUCH larger sway with local politicians than the average employee does.  That, or they can increase the salary or change the attendance policies.</text></comment>
<story><title>Microsoft will include pay ranges in all U.S. job postings</title><url>https://www.forbes.com/sites/jenamcgregor/2022/06/09/microsoft-announces-it-will-include-pay-ranges-in-all-us-job-postings-experts-predict-it-will-be-the-first-of-many/</url></story><parent_chain><item><author>drewcon</author><text>I’m not sure why the company is responsible at an individual level for what’s going on in the Bay Area. They can’t tell you how to manage and interact with the expenses of your life.&lt;p&gt;If you’re mad at anyone, walk down to city hall and tell them to build more housing.</text></item><item><author>kodah</author><text>I&amp;#x27;m leaving my company because it took so much &amp;quot;upwards pressure&amp;quot; to make this happen. Literally hundreds of people screaming in a townhall that the companies wages were so low that housing was eating up most of their paycheck while mandating a return to work from the top. This is in the Bay Area. I do think there&amp;#x27;s something to be said about a company that does not tend to the needs of its flock proactively.</text></item><item><author>another_poster</author><text>Individual states’ pay transparency laws are already applying upwards pressure on salaries across the country.&lt;p&gt;My company has multiple groups in different states including Colorado, and in anticipation of needing to post salary ranges for our open positions in Colorado, my group (with no positions in Colorado) preemptively bumped up everyone’s salaries to the midpoint of their pay bands to avoid anyone becoming frustrated if they learned they were in the bottom half. Despite the preemptive adjustments, a colleague of mine became angry and quit when they found out their salary wasn’t at the very top of their position’s pay range.&lt;p&gt;So pay transparency laws are having a big impact—not only in the obvious cases of candidates negotiating salaries in the states that passed the pay transparency laws, but also for average employees in other states who didn’t even need to do anything except learn how much their labor was worth.</text></item></parent_chain><comment><author>chrsig</author><text>Because the company chooses to have a policy that mandates employees live within a viable commute radius of an office located in the city.  I don&amp;#x27;t know why companies can&amp;#x27;t just take responsibility for their decisions.&lt;p&gt;Or the company can walk down to city hall and tell them to build more housing, because they&amp;#x27;re unable or unwilling to pay enough for people to live in a viable radius.&lt;p&gt;Or the company can relocate or establish a satellite office in a lower cost of living area.&lt;p&gt;Or the company can pay people commensurately with the cost of living in the area.&lt;p&gt;Or the company can deal with the inevitable attrition of their workforce as it happens, all the while denying that they have any agency and deflect blame onto individuals.</text></comment>