When I was a kid, my mother instilled in me two topics of conversation that were considered taboo in our house. In addition to the classic rule of never discussing religion or politics, we were also forbidden from talking about money or grades. Those were off-limits topics at home.

It was bad enough to ask what something cost (my mom viewed that as rude), but the cardinal sin was asking someone how much they made. That was completely unacceptable.

This mindset was so deeply ingrained in me that I remember struggling when I first entered the workforce. During discussions about work projects, I’d feel slightly embarrassed when the conversation turned to expenses or anticipated profits. It seems silly now, but I blame my mother.

Massachusetts' New Pay Transparency Law
A new law, set to go into effect this October, requires companies to include a salary range when advertising a job opening. It also mandates that companies provide the salary range when offering a promotion to a current employee. Additionally, employees can request information about the pay range for people holding the same position within the company.

The new law applies to companies with 25 or more employees. Companies that fail to comply will face fines. Businesses with 100 or more employees will also be required to track salaries and publish the data in a state report.

The goal of wage transparency is to ensure that individuals are paid equally for the same job, regardless of sex, race, or other factors.

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