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PC 394

Para enmendar los artículos 4 y 7 de la Ley 16-2017, conocida como “Ley para la Equidad Salarial de Puerto Rico”, a los fines de requerir que la publicación de puestos de empleo incluya la información sobre rangos salariales, promover que las denominaciones de los puestos de trabajo sean neutros con respecto al género contribuyendo en la lucha en contra del discrimen y el derecho a la equidad salarial, disponer el requisito de capacitación de los patronos, y para otros fines relacionados.

2025-2028 Session

Requires posting salary ranges, promotes gender-neutral job titles, and mandates employer training to boost wage transparency and curb discrimination.

Referido a Comisión(es)
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Bill Summary · PC 394

Summary of Bill PC 394 (Para enmendar los artículos 4 y 7 de la Ley 16-2017)

Overview

PC 394 proposes amendments to Law 16-2017, known as the “Ley para la Equidad Salarial de Puerto Rico.” The main objectives are to improve transparency and equity in hiring practices by requiring job postings to include salary ranges, promoting gender-neutral job titles, and establishing an employer training requirement, among other related purposes designed to combat discrimination and advance wage equity.

What the bill would do (Key Provisions)

  • Amend Article 4: Require that every published job posting include the salary range for the position.
  • Amend Article 7: Promote the use of gender-neutral job titles in job postings and related employment communications.
  • Employer Training Requirement: Impose a training obligation on employers (details on scope, duration, and topics are not provided in the summary).
  • Additional related purposes: The measures aim to strengthen anti-discrimination protections and advance wage equity in Puerto Rico’s labor market.

Who would be affected

  • Employers operating in Puerto Rico (private and potentially public sectors, depending on how the law is interpreted or later amended).
  • Human Resources and recruiting personnel responsible for creating and posting job advertisements.
  • Job seekers and current employees who may benefit from greater wage transparency and more inclusive job titles.

Procedural and timeline aspects

  • Introduced (Radicado): March 10, 2025.
  • First Reading: March 13, 2025.
  • Referenced to Committee(s): March 13, 2025 (exact committees not specified in the provided text).

Relationship to existing law

  • The bill would amend two articles of Law 16-2017 (Ley para la Equidad Salarial de Puerto Rico), specifically Articles 4 and 7.

Potential impact (high-level)

  • Positive effects: Increased transparency in compensation, potential reduction of gender-based wage disparities, and more inclusive and neutral job titles that may reduce gendered barriers in hiring.
  • Compliance considerations: Employers would need processes to ensure salary ranges are published in postings and to implement the required training, which could involve administrative and training costs.
  • Implementation details: The summary does not specify definitions, enforcement mechanisms, penalties, or the precise scope of the training program; those would be clarified if the bill advances and is further refined through committee work.

Next steps for readers

  • Monitor committee hearings and potential amendments as PC 394 progresses.
  • If enacted, prepare for changes in recruiting practices, including updating job posting templates to include salary ranges and reviewing job title conventions for gender neutrality.

Compiled from official sources — confirm details with the bill’s official record.

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