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Effective Jan. 1, 2023, suppliers of Stanford University must comply with California law regarding pay transparency, which includes the following requirements for California employers: 

  • Employers with 15 or more employees must include the pay scale, defined as the “salary or hourly wage range that the employer reasonably expects to pay for the position,” in any job posting. If the employer uses a third party to publish or post a job, they must provide the pay scale to that third party, who must include it in the posting.
  • Upon request, provide the pay scale for the position in which a current employee is employed.
  • Maintain records of job title and wage history for each employee for the duration of employment and three years after the end of employment. The state’s labor commissioner is authorized to request these records to “determine if there is still a pattern of wage discrepancy.”
  • Employers with 100 or more employees must comply with expanded pay data reporting requirements beginning May 2023.
  • Employers with 100 or more employees hired through labor contractors must also submit a separate pay data report covering those employees beginning May 2023.

Stanford or other companies that suppliers work with may provide a suggested pay rate or pay range for a position, but ultimately the supplier’s organization is responsible for complying with this law. 

Suppliers must also provide the necessary information that Stanford needs to comply with its annual pay data reporting obligations for employees hired through the supplier. 

Please contact @email for any questions or concerns. For more information, see CA Pay Equity Resources and Senate Bill 1162. Suppliers should also refer to Do Business With Stanford to ensure they are complying with all pertinent university policies as well as federal, state, and local regulations. 

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