N.Y.C. Admin. Code § 12-208.1: § 12-208.1 Pay equity analysis.

a.

Pay equity analysis report. The department of citywide administrative services, in collaboration with relevant agencies and stakeholders, shall issue 3 pay equity reports, to be provided to the mayor and the speaker of the council and made available to the public, according to the following schedule:

1. No more than 180 days after the effective date of the local law that added this section, the department of citywide administrative services shall issue a request for proposals for a pay equity analysis of the city government workforce, which shall include the creation and execution of a system to conduct such analysis;

2. Within 30 days of a contract for such analysis being entered into by the department of citywide administrative services, the commissioner of citywide administrative services shall provide to the speaker of the council a detailed written framework of the project timeline for such analysis, including relevant milestones and implementation deadlines; and

3. The first pay equity analysis report shall be due no later than 2 years after such project timeline has been provided to the speaker pursuant to paragraph 2 of this subdivision. The second and third pay equity analysis reports shall be due 1 year and 2 years, respectively, after the first report has been published. Each such report shall include:

(a) A list of all civil service title codes selected pursuant to subparagraph (d) of this paragraph;

(b) For each such civil service title code, the following information:

(1) Number of current employees;

(2) Racial, ethnic, and gender compositions of current employees; and

(3) Minimum and maximum salary;

(c) A description of the pay equity analysis system developed by the contractor to evaluate for pay disparities within titles;

(d) An analysis of a minimum of 30 civil service tiles and a maximum of 60 civil service titles based on data for the fiscal year in which a contract was entered into by the department of citywide administrative services pursuant to this subdivision. Such civil service titles shall have at minimum 100 employees and include the 15 civil service titles that have the greatest deviation from the gender demographic found in the city. Such civil service titles shall include the 15 civil service titles that have the greatest deviation from the racial or ethnic demographic found in the city. The department of citywide administrative services may include up to 30 additional civil service titles. Such analysis shall include:

(1) Collecting and reviewing relevant background information and documents;

(2) Determining the criteria and a statistical methodology for analyzing such collected job information and completing a pay equity job title evaluation of selected titles;

(3) Evaluating pay equity for job titles identified pursuant to subparagraph (d) of this paragraph, in accordance with such defined criteria and methodology; and

(4) Preparing an initial report of findings, including recommendations for eliminating any pay disparity identified, taking into account time, cost, and alternative approaches;

(e) If applicable, an estimate of the appropriations necessary to equalize pay disparities identified within evaluated titles.

b. All methodologies used in the pay equity analysis required by this section shall be made available to the public. The department shall submit a copy of each pay equity analysis report required pursuant to this section to each bargaining unit.

c. The department of citywide administrative services shall ensure that pay and employment equity data outlined in section 12-208 is provided to the contractor, in addition to any additional information necessary to conduct such analysis.

d. Upon commencement of an individual’s employment of any individual in a title for which a pay equity report prepared pursuant to this section has been published, and at least annually thereafter, the department of citywide administrative services shall provide to each employee a written statement to inform the employee of their job title, wage rate, and how the wage is calculated and the job evaluation system used for such title.

e.

Collective bargaining agreements. To the extent they are covered by a collective bargaining agreement, the wages, hours and working conditions for all employees represented by an exclusive representative certified pursuant to chapter 3 of title 12 shall be governed solely by the collective bargaining agreement executed by the parties.

(L.L. 2023/027, 2/21/2023, eff. 6/21/2023)