Think Tank: What Fashion Employers Can Do to Help Safeguard Against Legal Woes

Being an employer in the fashion world isn’t easy, that’s for sure. In a commercial landscape in which “see you in court” is an all too frequent refrain, legal exposure is a constant concern for fashion houses, manufacturers and retailers alike. But this worry can be reduced if employers in the space avail themselves of a handful of safeguards that can significantly lower the risk of costly and time-consuming workplace litigation. Here are five simple steps that can be taken to prevent potential employee-related problems — avoidable ones that attorneys nevertheless see time and time again. Say No to Salary Inquiries Unfortunately, there continues to be a divide between what men and women are paid. In an effort to narrow the gap, a number of state and local legislators, including those in fashion hot spots like California and New York City, have moved to ban questions about a job candidate’s salary history. The thinking behind the laws goes like this: when employers rely on an applicant’s past earnings to determine compensation going forward, wage inequality is perpetuated. Therefore, many employers are now prohibited from asking would-be employees what they were paid at prior jobs so that salary conversations are merit- and qualifications-based. Disobeying

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