Bill > HB2321

This bill, known as the Ghost Job Postings Prevention Act, aims to increase transparency in job advertising by requiring employers to provide specific details in publicly advertised job postings, such as whether the position is for an existing, anticipated, or new role, an estimated timeframe for filling the position, the intended hire and start dates, salary range, the percentage of salary based on incentives or bonuses, how many times the position has been posted in the last year, and the extent to which artificial intelligence (AI) will be used in hiring. It also mandates that filled job postings be removed within two weeks and that employers notify third-party job boards to remove them, and requires employers to inform interviewed applicants about their status and the estimated timeline for a hiring decision. Furthermore, the bill prohibits "ghost job postings," which are defined as listings with false or misleading information, for jobs that don't exist, posted without consent, posted too far in advance of hiring, or maintained indefinitely without hiring intent, and restricts the use of applicant data for data mining or selling, requiring it to be deleted after one year. The Department of Labor and Industry will enforce these provisions, with penalties ranging from $1,000 to $5,000 per violation, and up to $25,000 per applicant for data mining or selling, though it exempts employers with fewer than 50 employees.