We hope your Christmas was merry, your Hannukah was happy, and your Boxing Day was … boxy? This might be the single least busy week of the year business-wise — hey, we all needed a little R&R — but it’ll go by fast.  So let’s enjoy the slower pace even as we think ahead to next year.

Oh, Santa forgot to eat all of his cookies, so let’s enjoy those too.

Pay transparency: How new laws affect recruiting in 2023.

Good company: Gulp is soaking up microplastics in laundry.

Chipotle: They know your “water” cup is full of lemonade.

(Source: Shutterstock)

Some business trends got endless press in 2022 — such as the Great Resignation, inflation, and quiet quitting — but one flew relatively under the radar: laws across the U.S. that impact how businesses discuss and disclose salaries.

Can an employer ask a candidate about their pay history? Can employees tell coworkers how much they make? And must an employer list pay ranges on job postings? It depends where you live! Let’s break this down…

Asking About Candidates’ Pay History

Employers might want to think twice before asking job applicants about their most recent salary. Twenty-one states and an equal number of municipalities have adopted salary history bans.

However, the extent of these bans can vary. For example, a state with a pay history ban could still allow employers to ask for candidates’ desired salary ranges.

On the flip side, Wisconsin and Michigan actually ban local salary history bans. Who knew?

Posting Salary Ranges

Eleven states and New York City currently have pay transparency laws requiring employers to provide salary ranges upfront. All but two of those were passed in 2019 or later, so this is a trend we can expect to spread.

Nevertheless, these laws can be vaguely worded and based on “good faith,” and some employers have advertised extremely broad ranges.

Employee Wage Conversations

This one isn’t a new law, but it’s gaining recent attention. Under 1965’s Executive Order 11246, employees have the right to inquire about, discuss, or disclose their own pay or that of other employees or applicants.

So basically, yes, employees can gab away about what they make, and no, employers can’t do anything about it. This right is subject to certain limited exceptions.

Adapting to Pay Transparency Laws

Some of these rules are straightforward; others are vague and sure to evolve. Here are four steps to help you prepare your business:

• • Conduct a salary audit on filled and open positions to ensure they are fair and competitive.

• • Review all current job postings — and templates — to ensure they include the required information (e.g., minimum and max pay).

• • Clearly communicate your policies to employees and candidates to ensure that everyone’s on the same page. Your HR team should be prepared to answer questions openly and honestly.

• • As always, in-house counsel can help ensure you’re in compliance. (If you don’t have a lawyer on staff, maybe it’s time to post a job listing for one?)

(Source: Gulp)

Microplastics are everywhere, from our planet’s oceans to our own blood. It’s natural to want to do something about it, but most of us are bogged down by work, kids, or even just the laundry.

Fortunately, Gulp creator Adam Root, a former Dyson product designer, has gotten the laundry part covered.

Compatible with any make and model of washing machine, Gulp is an external filter that removes up to 90% of microfibers from each load. About 700,000 plastic-packing microfibers are released into the ocean after every machine wash, so this little product — which is DIY-installable — actually could make a big difference.

Gulp swallowed more than 10 times its Kickstarter goal and is now available to preorder. The $250 retail price isn’t cheap, but if you have the spare cash, it’s more than worth saving a few sea turtles.

(Source: Chipotle)

Some of us never got used to paying extra for guacamole at Chipotle and perhaps felt justified in sneaking a free drink. Hey, the lemonade dispenser button is right next to the water button … who’s going to know?

Turns out, Chipotle was wise to us all along. Earlier this year, they marketed this knowledge with a big cup of humor — by selling a $28 ”Water” Cup Candle, which just so happened to be yellow and smell like lemonade.

“If you’ve ‘accidentally’ filled your water cup with lemonade before, this candle is for you,” the company wrote on Instagram. (The candle debuted on Chipotle Goods, where you can buy branded merchandise.)

The gentle ribbing was surely appreciated by countless Chipotle fans who’ll cease their thieving ways and even tip after paying extra for guac.

(Source: Twitter)

“I think about opportunity more than minimum wage. I would rather give people an opportunity to avail themselves of leadership positions and positions that are a long-term career, and I think by offering this kind of thing you are attracting a higher caliber of person who is not going to stand for a minimum wage.” 

— Steve Ellis, founder of Chipotle

Written by Skye Schooley and Dan Ketchum.