The Federal Trade Commission’s (FTC)

The Consumer Protection laws are upheld by the Federal Trade Commission to counteract fraud, deception, and unfair business practices. Additionally, the Commission enforces federal antitrust laws with the goal of preventing anticompetitive mergers and other business activities that could result in higher prices, limited choices, or reduced innovation.

This antitrust enforcement encourages buyers to approach transactions with caution and preparation, leading some companies to proactively submit HSR paperwork before finalizing acquisition deals. On the regulatory front, more streamlined and permissive agencies like the FDA provide certain firms, especially those involved in gene-edited therapies, immunotherapies, mRNA technology, and innovative diagnostics and drug delivery systems, with additional advantages to present to potential buyers.

Inflation Reduction Act (IRA)

One of the critical factors driving M&A activities in 2024 is the steady influence of the Inflation Reduction Act (IRA) and the broader economic context in the U.S. The IRA, which shaped business activity for biotechnology in 2023, is significant for the industry due to how the law will influence future federal regulation and drug pricing. Higher interest rates will also play a role, particularly for smaller firms that may struggle to compete and become targets for acquisition by larger entities.

AI and Machine Learning

Another significant trend influencing M&A activity in biotech is the rise of AI and machine learning usage. Although AI has helped reduce time and costs while increasing the accuracy and speed of tools and platforms, regulatory concerns still exist around the technology. AI’s impact on drug discovery is still largely unknown, and while it is an important consideration in 2024, the details surrounding its use in biotech remain murky.

Cell and Gene Therapies

Cell and gene therapies are currently a hot area of biotech, and deals in this area involve companies able to ramp up production, even without proprietary technology. Internal manufacturing capabilities that can support clinical development and eventual commercialization will also influence M&A activity this year.

Conclusion

Overall, biotech M&A activity is set to continue at a healthy pace in 2024, driven by several factors influencing the industry. As biotechnology companies navigate an ever-changing landscape, they must remain aware of these trends.

About Astrix

For biotech companies seeking to take advantage of these trends and consolidate their position in the market, an effective hiring strategy will be critical. Astrix is a specialized staffing partner solely focused on the life science industry. We are committed to supporting the industry’s hiring needs and helping our clients navigate the ever-changing landscape of the biotech sector.

We offer a range of services that support biotech companies in their search for top talent. With an extensive network of experienced professionals in the life sciences sector, our recruiters possess the expertise and resources necessary to identify and place candidates with the skills and experience needed to succeed in the field.

Contact us to learn how we can help you with your hiring goals!

The post Biotechnology M&A in 2024: What to expect appeared first on Astrix.

In 2024, several states are set to increase their minimum wage rates. This is due to scheduled increases or lawmakers having indexed the minimum wage to inflation, using the Consumer Price Index as their gauge. Among the states with scheduled increases in 2024 are California, Illinois, Massachusetts, Michigan, and Virginia. These states have been gradually increasing their minimum wages in recent years and will continue to do so.

Understanding Minimum Wage Laws

Minimum wage laws set the lowest amount that employers can pay their employees per hour of work. These laws are designed to protect workers from exploitation and ensure a basic standard of living. Employers to stay informed about the minimum wage rates applicable in their jurisdiction, as these rates may vary at the federal, state, and local levels.

Federal Minimum Wage:

The federal minimum wage is the lowest hourly rate an employer can pay most employees, as mandated by the Fair Labor Standards Act (FLSA). Since 2009, the federal minimum wage is $7.25 an hour.

State Minimum Wage:

In addition to the federal minimum wage, each state has the authority to establish its own minimum wage laws. State-level regulations can vary significantly, with many jurisdictions setting minimum wages higher than the federal standard to account for differences in the cost of living. In recent years, a significant trend has emerged as multiple states actively work towards achieving a $15 minimum wage. To attain this goal, some states have adopted a strategy of implementing scheduled annual increases to steadily progress towards the desired threshold.

States with New Minimum Wage Increases In 2024

Effective Jan 1, 2024

Alaska, Arizona, California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Maine, Maryland, Michigan, Minnesota, Missouri, Montana, Nebraska, New Jersey, New York, Ohio, Rhode Island, South Dakota, Vermont, Washington, and Washington DC.

States with additional guidance:

• Minnesota & New Jersey:
  • Minnesota: $10.85 for large ($500k+ annual gross revenue), and $8.63 for small (less than $500K annual gross revenue).
  • New Jersey: $15.13 for businesses with 6 or more employees and $13.73 and businesses with fewer than 6 and seasonal employees.
• New York:
• New York City, Westchester, and Long Island minimum wage is set at $16.

Effective After January 1, 2024

• Florida: For employers with 6 or more employees.
  • Scheduled annual increases of $1 every September 30th until it reaches $15 on September 30, 2026.
• Nevada: (starting July 1, 2024, minimum wage will rise to $12 for all employers regardless of health benefits offered)
• Oregon: (starting July 1st, 2024, $15.45 for employers in Portland Metro, and $13.20 for nonurban counties.
  • Standard employer minimum wage will be adjusted annually based on any increase to the Us City average Consumer Price Index for all urban consumers).
• Washington: (Effective July 1, 2024, the District’s Minimum Wage and Living Wage will increase to $17.50)

Conclusion

As several states across the United States implement increases in their minimum wage rates in 2024, it is important for employers to understand and comply with these laws. Whether these adjustments are scheduled increments or linked to the Consumer Price Index, staying informed is key.

By staying informed, communicating transparently with employees, and regularly reviewing and updating policies, employers can create a workplace that values fair compensation and adheres to legal standards.

Additional Reading

State Minimum Wage Laws: Department of Labor

About Astrix

At Astrix, we understand the unique needs of life science companies and provide customized staffing solutions to meet their hiring goals. With our specialized service, proprietary data sets, and comprehensive approach, we ensure that our clients have the right staff in place at the right time.

Contact us today to learn more about our customizable staffing services.

This blog post is for informational purposes only and should not be used as a substitute for legal advice. Consult with your legal counsel to ensure your company’s policies and practices align with the updated laws and regulations.

The post State Minimum Wage Increases Going Into Effect In 2024 appeared first on Astrix.

Virginia

The Speak Out Act was enacted on October 1, 2023; Virginia employers face new restrictions on using nondisclosure, confidentiality, and nondisparagement agreements concerning sexual harassment claims. Virginia’s House Bill 1895 amends existing legislation that already covers sexual assault, signaling a heightened focus on addressing workplace harassment.

Limitations and Scope:

The prohibition outlined in the Virginia House Bill specifically targets provisions in nondisclosure or confidentiality agreements that pertain to sexual harassment claims. The law does not extend to other types of claims or disputes, allowing employers to maintain legitimate confidentiality requirements for non-harassment-related matters. This law exclusively pertains to prospective and current employees; it does not extend to independent contractors or other non-employment relationships.

Virginia joins several states with similar laws, including California, New Jersey, New York, and Washington.

Maryland

Limitations on Noncompete Agreements

Senate Bill 591 went into effect October 1, 2023, placing restrictions on noncompete agreements. Maryland employers are prohibited from imposing noncompete, conflict of interest, or similar agreements on employees earning 150 percent of the minimum wage. This translates to $19.88 per hour (calculated as 150 percent of the minimum wage of $13.25 per hour) or an estimated annual income of around $41,350.

It represents a notable increase from the previous threshold of $15 per hour or roughly $31,200 annually. The adjustment ensures that the threshold will automatically increase alongside any future increments in the minimum wage.

This change aims to protect low-wage workers from being unfairly restrained in their employment opportunities. By limiting the application of noncompete agreements based on income, Maryland seeks to promote greater workforce mobility and job market competitiveness, particularly for those in lower-income brackets.

Exemptions

The law explicitly excludes the restriction or limitation of nonsolicitation agreements concerning client lists and other client information.

Fair Wage Act of 2023

Maryland also recently enacted the Fair Wage Act of 2023, effective January 1, 2024, which increases the minimum wage from $13.25 to $15 per hour. This adjustment in the minimum wage will also raise the salary threshold for non-compete laws from $19.88 to $22.50 per hour, equating to an annual income of approximately $46,800. While the threshold is tied to minimum wage employees, it still applies to exempt salaried employees if they earn below the designated threshold ($41,350 in 2023 and $46,800 in 2024).

Exceptions:

For employees under the age of 18, employers may pay employees 85% of the state minimum wage.

Impact of the Fair Wage Act

Employers with 15 or more employees raise the minimum wage from $13.25 an hour to:

• $14.00 an hour beginning on January 1, 2024.
• $15.00 an hour from January 1, 2025, and beyond.

Employers with 15 or fewer employees raise the minimum wage from $12.80 an hour to:

• $13.40 an hour beginning on January 1, 2024.
• $14.00 an hour beginning on January 1, 2025.
• $14.60 an hour beginning on January 1, 2026.
• $15.00 an hour from July 1, 2026, and beyond.

Conclusion

As the legal landscape surrounding employment agreements continues to shift, employers must stay informed and proactive in navigating these changes. Maryland’s restrictions on noncompete agreements and Virginia’s heightened focus on addressing workplace harassment represent significant milestones in the ongoing effort to balance protecting business interests and fostering a fair and equitable work environment. Employers and employees alike should be aware of these changes and seek legal guidance when necessary to ensure compliance and fair treatment in the workplace.

About Astrix

Astrix is a specialized scientific and IT staffing partner focused on life sciences. Our customized solutions are designed to meet your requirements, giving you complete control over your hiring process. We tailor our solutions to fit the needs of each company, ensuring that every requirement and preference is considered. This approach enables us to provide solutions that meet your immediate needs and anticipate future developments, ensuring you always have a competent and compliant workforce.

Utilizing contractors through Astrix provides a flexible and scalable workforce solution. This agility allows your business to adapt quickly to market changes, meet fluctuating demands, and engage specialized talent when needed, all without the administrative hassle of managing compliance intricacies.

Contact us today to learn more about our service offerings and how we can help you streamline your hiring process.

Disclaimer: The purpose of this information is solely to provide general knowledge and should not be construed as legal advice. Consult with your legal counsel to ensure your policies comply with current laws and regulations.

The post 2023 Legal Updates For Employment Agreements in Maryland and Virginia appeared first on Astrix.

Read part 1 and 2 of this series:

• A Guide to State Pay Transparency Laws for Employers Part 1
• A Guide to State Pay Transparency Laws for Employers Part 2

The Latest States on Board:

As the momentum for pay transparency grows, it’s crucial for employers to stay informed about the latest changes in state regulations. In this guide, we’ll discuss the updated and new states that have joined the movement, outlawing pay history questions and contributing to the broader effort to reshape compensation practices.

Illinois Pay Transparency Law – Public Act 103-0539

• Effective Date: January 1, 2025
• Coverage: Statewide

Employers Defined:

• Employers encompass individuals, organizations, and governmental entities with employees in Illinois.

Who is Affected:

• Employers with a workforce of 15 or more employees, whether the positions are performed partially or entirely in Illinois or are situated outside of Illinois but report to an Illinois-based supervisor, office, or work site.

Employer Requirements:

• Employers with 15 or more employees must include pay scale and benefits information in their job postings.
• Compliance is achieved by linking to a publicly accessible webpage containing this data.
• Current employees should be notified of promotion opportunities within 14 days of external job postings, with exceptions for specific positions within the Illinois workforce.

Use of Third Parties for Job Postings:

• When employers utilize third parties to advertise job openings, they must share the pay scale and benefits information or a hyperlink to it.
• The third party is responsible for including this data in the job posting.
• The third party bears the responsibility for compliance unless they can demonstrate that the employer failed to provide the necessary details.

Anti-Retaliation Measures:

• Employers are prohibited from obstructing or retaliating against employees who exercise their rights under this Act, including discussing wages or assisting others.
• Contracts or waivers preventing the sharing of wage, salary, benefits, or compensation information are not allowed.
• Exceptions exist for HR employees, supervisors, or individuals with access to wage details, who must obtain written consent before disclosing such information.

Recordkeeping:

• Employers must maintain records of pay scales, benefits, and job postings for each position, retaining these records for at least five years.

Excluded Factors for Pay Differences:

• Payment disparities due to seniority, merit, or productivity-based systems are not considered.
• Differentials based on factors other than sex, race, or any elements deemed unlawful under the Illinois Human Rights Act are not covered.

Key Notes:

• Employers are not obliged to post job listings but can fulfill the benefits requirement by maintaining an accessible webpage description.
• Employers and employment agencies can inquire about wage expectations, but they must disclose pay scale and benefits upon request, except when postings are available.

Penalties:

• Violations of this law may result in penalties ranging from $250 to $10,000, contingent on the number of offenses and job posting status.

Hawaii Pay Transparency & Equal Pay Law – SB1057 SD2 HD2 CD1

• Effective Date: January 1, 2024
• Coverage: Statewide

Who is Affected:

• Employers with 50 or more employees.

Employer Requirements:

• Specific job postings must include an hourly rate or salary range that “reasonably reflects” the anticipated compensation.

Equal Pay Measures:

• Prohibits employers from engaging in wage discrimination based on state-established protected categories for substantially similar work within the same establishment

Excluded Factors for Pay Differences:

• Pay differentials resulting from seniority, merit, or systems assessing earnings by quantity or quality of production are not subject to regulation.
• Bona fide occupational qualifications are excluded.
• Wage disparities based on permissible factors outside the protected categories outlined in section 378-2(a)(1) are not governed by this law.

Exceptions to the Legislation:

• This law does not apply to internal promotions or transfers within the same employer.
• It is not applicable to public job postings with compensation determined through collective bargaining.

Michigan Salary History Ban – Executive Directive 2019-10

• Effective Date: January 8, 2019
• Coverage: Statewide

Who is affected:

• State departments and autonomous agencies under the oversight of the governor, in accordance with Article V, Section 8 of the Michigan Constitution of 1963.

Prohibited Actions:

• Employers cannot inquire about a job applicant’s current or past salaries unless a conditional offer of employment is extended, accompanied by a proposed compensation explanation.
• Contacting current or previous employers or accessing public records to determine an applicant’s salary history is strictly prohibited.
• Employers with pre-existing job applicant compensation details cannot use this information in employment decisions unless mandated by law or a collective bargaining agreement.

Required Steps:

• Employers must take reasonable precautions to prevent the unintentional discovery of salary history while collecting other applicant information.
• Any inadvertently obtained salary history information must not influence employment decisions.

Important Notes:

• Employers are permitted to request and verify a job applicant’s current or previous compensation information before presenting a conditional offer of employment, provided the applicant voluntarily provides the data or when verification is legally required.
• The directive does not diminish any rights granted under a collective bargaining agreement or override any applicable laws.

Minnesota – Salary History Ban – SF 2909

Section 56. Minnesota Statutes 2022, 443.24 Subd. 8.

• Effective Date: January 1, 2024
• Coverage: Statewide

Who is affected:

• Employers, employment agencies, and labor organizations conducting business in Minnesota.

Prohibited Actions by Employers:

• Employers are prohibited from investigating, considering, or requesting the disclosure of an applicant’s pay history for determining wages, salary, earnings, benefits, or other compensation.

Exceptions to the Requirement:

• The prohibition against inquiring into the compensation history of an applicant does not apply if the applicant’s pay is a matter of public record under federal or state law, unless the employer accessed those records to determine the applicant’s compensation.
• Salary history may be considered if voluntarily disclosed by applicants without being asked, encouraged, or prompted by the employer, employment agency, or labor organization.

Other Key Notes:

• Employers may provide information about the pay and benefits for a job position, and they can inquire about applicants’ expectations or requests regarding pay and benefits.

New York Pay Transparency Law – Senate Bill S9427A

• Effective Date: April 1, 2024
• Coverage: Statewide

Who is affected:

• Any employer, employment agency, employee, or agent thereof advertising a job, promotion, or transfer opportunity to be performed, at least in part, in the state of New York is affected.

Employer Requirements:

• Job advertisements, promotions, or transfer opportunities intended for performance in New York must disclose the compensation or a compensation range for the respective position.
• The job description, if available, should also be included.
• Advertisements for positions with commission-based pay must comply by providing a written general statement indicating that compensation is commission-based.
• Employers are prohibited from denying interviews, hiring, promotions, employment, or retaliating against applicants or current employees for exercising their rights under the law.

Exclusions:

• Excludes advertisements for temporary employment at temporary staffing firms.

Penalties:

• Employers in violation of the law are subjected to a civil fine totaling $1,000 for the first violation, $2,000 for the second, and $3,000 for the third or any further violations.

Washington Pay Transparency Law – Senate Bill 5761

• Effective Date: January 1, 2023
• Coverage: Statewide

Who is affected:

• Applies exclusively to employers with 15 or more employees.

Employer Requirements:

• Employers must include in each job posting the wage scale or salary range and a general description of benefits and other compensation for potential hires.
• The term “posting” encompasses any solicitation for job applicants, whether made directly by an employer, indirectly through a third party, or electronically or in printed form, specifying qualifications for desired applicants.
• Upon request, when an employee is offered an internal transfer or promotion, the employer must provide the wage scale or salary range for the new position.

Exclusions:

• Excludes advertisements for temporary employment at temporary staffing firms.

Non-compliance Notes:

• Job applicants and employees have the right to seek remedies under Sections 49.58.060 and 49.58.070 for violations, with wage recovery and interest calculated from the date the wages were due.

Stay Informed, Stay Compliant:

Navigating the intricate web of state pay transparency laws is a challenging task for employers. However, staying informed about the regulations in your state and beyond is crucial for maintaining compliance.

About Astrix

Astrix is the unrivaled market leader in creating and delivering innovative strategies, solutions, and people to the life science community. Through world-class people, processes, and technology, we work with clients to fundamentally improve business and scientific outcomes and the quality of life everywhere.

Founded by scientists to solve the unique challenges of the life science community, Astrix offers a growing array of strategic, technical, and staffing services designed to deliver value to clients across their organizations.

Contact us to learn how our staffing and consulting services can help!

Disclaimer

This information is purely for educational purposes and is not intended to be used as legal advice. Please consult your legal counsel for any questions related to your business practices and policies related to applicable laws.

The post A Guide to State Pay Transparency Laws for Employers Part 3 appeared first on Astrix.

There are several reasons why life science companies may need to hire temporary staff. In this blog, we will explore the top reasons and the benefits that come with hiring temporary life science staff.

1.  When experiencing natural ebbs and flows.

One of the most common reasons to hire temporary staff in the life sciences industry is to deal with natural ebbs and flows. During peak periods such as the research cycle, there may be a sudden surge in workload that exceeds the capacity of your current team. On the other hand, during quieter periods, maintaining a large permanent staff can lead to underutilization of resources.

Hiring temporary staff can supplement your existing workforce during peak times and help ensure that projects are completed on time. At the same time, companies can help control their costs by scaling back during quieter periods without jeopardizing productivity levels.

2.  To test new roles and skill sets.

Another reason to hire temporary staff is to test new roles and skill sets. It is crucial for life science companies to stay competitive in an ever-changing industry. Bringing in temporary staff can offer a trial period to test out the skills of new roles before making the position permanent. This “try before you buy” approach helps ensure the right talent is being brought into the right position, minimizing staffing redundancies and saving money in the long run.

3.  When you need to hire quickly.

In the life sciences industry, there are times when a sudden demand arises, and additional hands are needed fast. Working with a staffing agency is a cost-effective and efficient way of finding the right candidate while freeing up internal resources to focus on other pressing matters.

4.  To bring a fresh perspective.

Temporary staff can bring a fresh perspective to a life science company. Temps, although temporary, can be experienced, knowledgeable, and bring a wealth of expertise and ideas to a project. This added dimension can help life science companies keep their innovation edge and stay ahead of the competition.

5.  To avoid employee burnout.

The demanding nature of the life sciences industry can lead to employee burnout. Hiring a temp during difficult periods or busy cycles can help alleviate the workload, enabling current employees to take some time off. A break will help them rest, recharge, and return to work more energized.

Conclusion

Hiring temporary staff can benefit life science companies in numerous ways, including handling fluctuating workloads, testing new roles and skill sets, enhancing innovation, rapidly filling positions, and preventing burnout. By employing the right temporary talent, companies can increase productivity levels, save money, and maintain a competitive edge in a constantly evolving industry.

About Astrix

At Astrix, we understand the unique needs of life science companies and provide customized staffing solutions to meet their hiring goals. With our specialized service, proprietary data sets, and comprehensive approach, we ensure that our clients have the right staff in place at the right time.

Contact us today to learn more about our customizable staffing services.

The post When to hire temporary staff in life sciences appeared first on Astrix.

Structure of NIH

The NIH is a federal agency under the  United States Department of Health and Human Services. It comprises 27 different Institutes and Centers (ICs), each focusing on a specific area of medical research, such as cancer, heart disease, or infectious diseases. These institutes and centers are collectively called ICs, providing funding opportunities for researchers whose work aligns with their specific mission.

What NIH Looks For

NIH aims to fund research to contribute to knowledge advancements and scientific breakthroughs. They seek research projects that align with their mission to improve human health and promote scientific discovery.

One of the first things to understand about the NIH is that many different types of grant programs are available, each with its own set of eligibility requirements. 80% of the NIH budget supports investigators in over 2,500 universities, medical schools, and other research organizations worldwide. To determine which IC may be interested in your research, the NIH has an easy-to-use Matchmaker tool in RePORTER, which helps find an NIH program official responsible for that area of research.

Who is eligible

To be eligible for NIH grants, organizations and individuals must meet certain criteria based on the specific grant program they are applying for. It is important to note that while the principal investigator typically writes and conceives the application, the applicant institution is recognized as the recipient for most grant types. Eligibility information for each funding opportunity can typically be found in Section III of the grant’s documentation.

Types of Grant Programs

NIH offers a wide variety of grant programs to support research across a range of scientific fields. Some of the most commonly used grant programs include:

• Research Grants (R-series): These grants support a wide range of scientific research projects, including basic, translational, and clinical research.
• Career Development Awards (K-series): These grants support the career development of investigators at different stages of their career.
• Research Training and Fellowship Awards (T32, F31, F32): These grants support the training of researchers at different stages of their careers.
• Center Grants (P-series): These grants support the establishment of research centers that focus on particular scientific fields.
• Resource Grants (various series): provides access to resource and research related support.
• Trans-NIH Programs: supports broad programs that are trans-NIH.

Types of Grant Applications

When submitting a grant application to the NIH, it is important to understand the different types of available applications.

These include:

• New applications: first time submissions.
• Renewal applications: ongoing projects that need additional funding.
• Revision applications: used to change the scope or direction of a project.
• Resubmission applications: for projects that were previously rejected.

Insight: Each type of application has its specific requirements, such as deadlines and submission formats, so it is crucial to carefully review the documentation for each grant program to determine the appropriate application type.

Other Key Factors NIH Looks For

In addition to these basic requirements, the NIH looks for a few key factors when considering grant proposals. NIH prioritizes proposals that are of high scientific caliber and significantly advance the field of study in question. Other factors that may be considered include the feasibility of the proposed research and the quality of the principal investigator’s track record in conducting similar research.

Conclusion

Understanding the structure and approach of the NIH is essential for anyone interested in pursuing grant funding for medical research. By learning about the various grant programs, eligibility requirements, and types of grant applications, researchers and organizations can best position themselves to receive funding from this critical organization.

About Astrix

Astrix has been providing services to branches of the federal government, along with various municipal and state governments, in the United States for over two decades.

We are a company of scientists with technical training and specific expertise and hands-on experience in life science environments. We utilize our Strategic Consulting, Application & Platform Services, and Scientific & IT Staffing teams to consistently provide high-value staffing, scientific and technical solutions to analytical laboratory programs within United States governmental agencies.

Contact us to learn more about how we can support your organization.

Resources

• How to apply guide
• Types of applications
• Grant Process Information

The post NIH Grants and Funding: What You Need to Know to Secure Funding for Your Research Project appeared first on Astrix.

1.    Leverage Staffing Companies

Staffing companies specialize in sourcing, vetting, and managing talent, which can be a time-consuming and costly process to manage in-house. By outsourcing recruitment to these experts, companies can access a pool of highly qualified candidates while minimizing recruitment costs. For instance, a pharmaceutical company might outsource hiring research scientists to a staffing firm specializing in life sciences with deep industry knowledge and a broad network of professionals.

Astrix’s scientific and technical staffing division specializes in exclusively working with life science companies with their hiring needs. For over 28 years, we have supported our clients with staffing needs in various industries and positions from pharmaceutical, biotech, medical device, and more.

2.    Adopt Flexible Contract Models

Outsourcing allows life science companies to adopt flexible contract models, adjusting the scale of their workforce based on project demands. This flexibility can lead to substantial cost savings by ensuring companies only pay for the resources they need when they need them.

3.    Capitalize on Specialized Services

Outsourcing enables life science companies to tap into specialized services without investing in developing these capabilities in-house. Whether it’s clinical trial management, data analysis, or regulatory compliance, outsourcing these functions to specialized service providers can result in cost-efficient solutions.

4.    Outsourcing Laboratory Informatics and Implementation

Lab informatics platforms, such as LIMS and ELNs, have become essential tools to efficiently manage complex life science workflows and data while ensuring compliance and streamlining processes. However, implementing these systems can be challenging and costly if managed in-house. That’s where outsourcing becomes a critical component in the successful deployment and ongoing management of lab informatics requirements. By outsourcing to qualified and experienced providers, organizations can leverage specialized knowledge and the necessary resource commitment to optimize their lab informatics platform at a lower cost without the requirement of hiring additional staff or investing in infrastructure.

Outsourcing also eliminates the need for companies to invest heavily in the training and development of in-house teams for such specialized systems. Moreover, they can benefit from the ongoing maintenance and support provided by these service providers, ensuring the systems run efficiently and securely, which can significantly reduce operational costs.

5.    Streamline Operations

Outsourcing can help life science companies streamline their operations, eliminating redundancies and improving efficiency. For example, recruiting and training employees can be time-consuming and expensive. However, by outsourcing, companies can effectively reduce hiring, training, salaries, and employee benefits costs. Moreover, this approach offers increased flexibility in managing the workforce, allowing for timely adjustments to meet the demands of the market.

This reduces overhead expenses and enables companies to produce more quickly, allowing them to meet tight deadlines without compromising quality. Companies can also benefit from outsourcing partners’ advanced expertise and resources, ensuring that operations are conducted under strict cGMP/GLP regulations and quality standards.

Benefits of Strategic Outsourcing for Life Sciences

Outsourcing offers numerous potential benefits for life science companies, including improved scalability, increased efficiency, and access to a broader talent pool. Companies can also capitalize on the cost savings associated with outsourcing processes such as recruitment, laboratory informatics implementation, and production needs. Furthermore, specialists in the field can provide valuable insights into industry trends and regulatory changes, enabling companies to stay ahead of the competition. Ultimately, strategic outsourcing can reduce overhead costs while providing life science companies with the resources and expertise necessary for success.

When done correctly, outsourcing offers excellent potential for improving operational efficiency and cost savings in the life sciences industry. By leveraging these five effective methods discussed above, companies can optimize their operations without sacrificing quality or efficiency – and achieve their desired success. For more information on how Astrix can help you leverage outsourcing, contact us today!

The post Outsourcing in Life Sciences: A Strategic Approach to Cost Reduction appeared first on Astrix.

Understanding the Purpose:

Workplace drug testing serves various purposes, including promoting employee safety, preventing drug-related accidents, ensuring productivity, and maintaining a drug-free work environment.

Voluntary and Mandatory State Laws For Drug Testing

Voluntary drug testing laws authorize employers to test certain employees for drugs with their consent. Mandatory state laws require employers to have a legitimate reason to conduct a drug test, and the employee must consent before the test is conducted.

Types of Drug Tests:

• Several types of drug tests are commonly used, including urine, saliva, hair, blood, and breath alcohol tests. A drug test panel describes the drugs included in the drug test, which may contain one or several drugs.
• Drugs included in a panel may depend on the following:
• Applicable state law requirements or limitations.
• Federal regulations.
• Type of work performed by those being tested.
• Drug test method (lab-based vs. rapid-result).
• In some cases, corporate policy or culture.
• Each test has its advantages and limitations regarding detection period and accuracy. Employers typically choose the testing method based on the specific needs of their industry, legal requirements, and the nature of their workforce.

Federal Laws and Regulations:

Drug-Free Workplace Act of 1988: This federal law requires certain federal contractors and grantees to maintain a drug-free workplace. Employers covered under this act must implement a written drug-free policy, provide employee education, and offer assistance programs for employees struggling with substance abuse.

Department of Transportation (DOT) Regulations: 49 CFR Part 40 – Procedures for Transportation Workplace Drug and Alcohol Testing Programs. The DOT has specific drug testing regulations for safety-sensitive employees in transportation industries, including aviation, trucking, railroads, public transit, and maritime. These regulations include pre-employment, random, post-accident, reasonable suspicion, return-to-duty, and follow-up drug testing.

State-Specific Laws:

One of the most significant challenges in navigating workplace drug testing laws lies in the variations between states. Each state has the authority to establish its rules and regulations, which can significantly impact drug testing practices. Some states have comprehensive drug-testing statutes, while others have limited or no specific laws, relying on general employment and privacy laws instead.

Key aspects that may differ between states include:

• Permissible Testing Circumstances: States may have different rules regarding when employers can conduct drug tests, such as pre-employment, random, post-accident, or reasonable suspicion testing.
• Written Policies: Some states require employers to have a written drug testing policy in place before conducting any tests.
• Employee Protections: Certain states provide protections for employees who test positive for drugs, such as requiring employers to offer rehabilitation programs or other forms of support.
• ADA and Accommodations: The Americans with Disabilities Act (ADA) prohibits discrimination against individuals with disabilities. Employers should be aware of their obligations to accommodate employees who are undergoing treatment for substance abuse.
• Medical and Recreational Marijuana: With the increasing legalization of medical and recreational marijuana, some states have enacted protections for employees who use marijuana outside of work hours. Employers should be aware of these protections and adjust their drug testing policies accordingly.
• Employee Education:Providing employees with comprehensive information about drug testing policies, procedures, and the potential consequences can help foster a drug-free workplace culture.

Employee Rights:

Employees have certain rights when it comes to workplace drug testing. These include the right to privacy, the right to be free from discrimination based on disability or medical conditions, and the right to due process. It is essential for employees to understand their rights and be aware of any applicable state-specific laws that protect them.

States that have legalized medicinal marijuana – what it means for employers 

The workplace is changing rapidly in light of marijuana legalization, and employers must stay up to date on the applicable laws. Employers who don’t adapt their drug testing policies to comply with local law may face costly repercussions – including allegations of discrimination or other violations. Drug testing for marijuana use should be done only when necessary and consistent with applicable state laws.

Where permitted by state law, employers should ensure that any drug testing they conduct is job-related and consistent with business necessity. Employers should also regularly review their substance abuse policies to ensure they reflect current legal realities, particularly as changes occur in state law. Employment decisions based on an individual’s status as a medical marijuana user or recreational user should be carefully considered before implementation. When in doubt, employers should consult with counsel to ensure compliance.

Marijuana Legalization Map Updated June 2023

Staying Informed:

It’s crucial for employers to stay up to date with the latest changes in drug testing laws and regulations at both the state and federal levels. Consult with legal counsel, monitor official government websites, join industry associations, and subscribe to relevant newsletters to ensure your company remains compliant with all applicable laws.

Remember, this overview serves as a general guide, and it’s essential to consult with legal counsel to ensure your specific workplace drug testing policies comply with the most current laws and regulations.

Additional Resources:

• SAMHSA – Drug Testing Resources.
• Current Consulting Group – Expert Drug Testing Industry Consultants.
• Quest – Employment Drug Testing and Screening.
• FMCSA – DOT drug and alcohol testing rules.

About Astrix

Astrix is a specialized staffing partner for companies and candidates in the life science industry. With over two decades of experience, we are experts in finding the best talent for our client’s needs and matching the right role for each candidate.

We are passionate about providing outstanding customer service and working with our clients and candidates to create long-term relationships that will lead to successful outcomes for years. Our team of experienced recruiters has the industry know-how and skillset necessary to ensure your recruitment process is smooth, efficient, and, most importantly, stress-free.

Disclaimer:

The purpose of this information is solely to provide general knowledge and should not be construed as legal advice. Consult with your legal counsel to ensure your specific workplace drug testing policies comply with the most current laws and regulations.

The post 2023 Workplace Drug Testing Laws Employers Should Know About appeared first on Astrix.

What Are The Benefits Of Behavioral Interviews?

The benefit of a Behavioral Interview is that it allows candidates to demonstrate their capabilities through past experiences rather than relying solely on their resumes and cover letters. By taking the time to ask meaningful questions, you’ll get an accurate picture of each candidate’s background and expertise to determine who is best suited for the job.

How To Conduct A Behavioral Interview

You’ll want to ask questions about technical and soft skills such as communication and problem-solving. Make sure your questions are open-ended and allow the candidate to provide details about their experience. You may also want to include questions about how they handled challenging situations or overcame obstacles.

It can be helpful to develop a list of important qualities for the job before conducting the interview. This will ensure that all of the questions you ask during the interview are relevant to the position.

Some examples of qualities that might be important for a life sciences position include:

• Analytical skills.
• Attention to detail.
• Problem-solving skills.
• Communication skills.

Using STAR Method To Gauge Candidate Responses

The STAR method refers to Situation, Task, Action, and Result. This method allows you to better understand how the candidate has handled different situations in their past experiences.

• Situation:Ask the candidate to explain a specific situation they were part of in their previous roles.
• Task:Have them explain what tasks they had to complete.
• Action:Which actions did they take to resolve the problem?
• Result:What results were achieved as a result of their efforts?

By evaluating their responses with the STAR method, you’ll gain insight into how the candidate approaches different challenges and can determine if they are well-suited for the job.

Questions About Analytical Skills

Analytical skills refer to a person’s ability to collect and evaluate information and identify patterns and trends. By asking thought-provoking questions, you’ll gain insight into the candidate’s problem-solving skills and how they would approach difficult situations. This can help you make informed decisions when it comes to hiring for life sciences positions.

Interview questions that focus on analytical skills could include:

• Tell me about a time or situation when you needed more information to solve the problem. What did you do?
• Describe a time when you had to make an important decision at work. What approach did you take?
• How do you choose between two courses of action?
• Walk me through how you would troubleshoot X problem.

Example Question And Answer

Question: Tell me about a time or situation when you didn’t have enough information to solve the problem. What did you do?

 Situation: In my previous role, I was tasked with troubleshooting a hardware issue. Unfortunately, I didn’t have enough information to diagnose the problem.

• Task: To get more information, I consulted with our technical support team and researched online resources for possible solutions.
• Action: Then, I tested different potential solutions on equipment simulators until I found one that worked.
• Result: Ultimately, I successfully resolved the issue, which led to a cost-effective solution for the client.

Questions About Attention To Detail

Organizations need employees who can pay close attention to detail and ensure accuracy when working with complex information. Those with this skill can identify small discrepancies or problems in data or processes, helping organizations stay on track and avoid costly mistakes.

Questions related to attention to detail could include:

• How do you go about organizing your daily tasks at work? What tools and technologies did you use?
• What methods do you use to check for quality under time constraints? What tools did you use?
• Describe when you found an error that your manager or senior leadership made. How did you approach the situation, and what was the outcome?

Example Question And Answer

Question: How do you go about organizing your daily tasks at work? What tools and technologies did you use?

• Situation:In my last role, I was required to develop detailed project plans and manage several complex projects simultaneously.
• Task:To achieve this, I had to maintain an organized list of tasks and prioritize them according to deadlines and importance.
• Action:To track these tasks, I used a combination of online tools such as Asana and Trello to maintain my project plans. I also used Microsoft Excel to develop detailed spreadsheets that tracked all the projects I was working on.
• Result:This allowed me to always stay on top of my work and ensure that all deadlines were met. It also helped me identify any potential issues in advance so that they could be addressed quickly.

Questions About Problem-Solving Skills

Employees who have strong problem-solving skills can think critically and come up with creative solutions to difficult challenges. By asking questions related to problem-solving abilities, you’ll understand how the candidate would approach problems and make decisions in their future role.

Interview questions that focus on problem-solving skills could include:

• Describe a situation at work when you faced a problem you could not solve. What did you do?
• How do you go about troubleshooting problems?
• Tell me about a project where you had to manage or work with a cross-functional team.

Example Question And Answer

Question: Tell me about a project where you had to manage or work with a cross-functional team.

• Situation: At my previous company, a large client asked us to undertake a major project requiring collaboration across multiple departments.
• Task: As a senior in my department, I was asked to manage communication between my department and other department leaders to ensure all aspects of the project stayed on schedule.
• Action: I established regular communication protocols for each team, created check-in points to monitor progress, and set up tracking systems to measure success.
• Result: Our team successfully delivered the project on time, meeting our client’s expectations. Additionally, we identified areas of improvement in our processes that could be used in future projects.

Questions About Communication Skills

Good communication skills are essential for any successful organization. Interview questions that focus on the candidate’s communication abilities can help you determine if they can work effectively in a team and interact professionally with clients or customers.

Interview questions that focus on communication skills could include:

• Describe a situation where you had to communicate complex information in an understandable way to clients or colleagues.
• Tell me about a time you faced conflict at work and how you addressed it.
• How would you describe yourself? How would your colleagues describe you?

Example Question And Answer

Question: Describe a situation where you had to communicate complex information in an understandable way to clients or colleagues.

• Situation: At my last company, a client requested detailed information about a new product that our team was working on. They needed this information to show their leadership what we were working on and ensure the project was progressing.
• Task: As a lead on the research project, I was responsible for providing this information in an understandable way so that our client and their leadership could make informed decisions.
• Action: I used a combination of skills, such as report writing and presentation skills, to develop a clear report that included any questions they had asked during our conversations. In addition, I also provided visuals to help explain the data in an easy-to-understand format.
• Result: My approach allowed our client to relay our progress to their leadership without confusion. This resulted in mutual understanding and a smoother collaboration between our two companies. By providing accurate information and using skills such as report writing and presentation skills, I was able to create an effective way of communicating complex information.

Conclusion

Behavioral interviews provide a great opportunity to assess the skills and qualifications of a candidate. By asking questions focusing on past behavior, you can gain valuable insight into how they have handled real-world situations in their past roles. Additionally, asking questions about problem-solving and communication skills will give you an understanding of how the candidate would approach problems and make decisions in their future role.

How Astrix Can Help

Astrix utilizes behavioral interview questions as a key pre-screening tool to identify and select the most qualified talent for various positions. By delving into candidates’ past experiences and actions, Astrix ensures a thorough assessment of their skills, qualifications, and overall suitability for specific roles.

Our thorough pre-screening process involves assessing candidates’ past behaviors, decision-making strategies, and real-world experiences in their respective fields. This comprehensive approach helps employers save time and resources by narrowing the pool of applicants to only high-quality candidates equipped with the right skill set and potential. By leveraging our vast network and resources, Astrix can also provide additional insights into candidates’ backgrounds, helping businesses make informed decisions when it comes to hiring.

The post Conducting Behavioral Interviews: A Comprehensive Guide for Employers appeared first on Astrix.

Nevada

• Type: Salary History Ban
• Location: Statewide
• Law: SB293 went into effect in 2021.
• Requirements: Employers cannot ask applicants about their pay history and may not discriminate against those who do not provide such information. Employers must supply a wage or salary range to interviewees for positions and give the wage or salary range in some cases of an internal promotion or transfer. However, employers can inquire about an applicant’s desired pay expectations.
• Employers Affected: All employers and employment agencies.

New Jersey

• Type: Salary History Ban
• Location: Statewide
• Law: EXECUTIVE ORDER NO. 1 went into effect in 2018.
• Requirements: State entities are prohibited from inquiring about current or previous salary history unless an offer of employment has been made. State entities can request and verify an applicant’s current or prior compensation if the applicant volunteers this information or if required by federal, state, or local law. An applicant’s compensation history cannot be considered in any employment decisions.
• Employers Affected: State entities.

New York

• Type: Salary History Ban
• Location: Statewide
• Law: Local Law 67 went into effect in 2017, and Senate Bill S6549 went into effect in 2020 regarding inquiries into salary history.
• Requirements: Employers may not inquire into the salary history of applicants or employees.
• If an employer wishes to confirm an applicant or employee’s pay history, they may only do so if the individual volunteers this information in response to an offer of employment that includes a wage or salary higher than the employer originally offered.
• Employers Affected: All employers.

New York City, Ithaca, & Westchester County, New York

• Location: New York State Localities
• Law: Amendment to the New York City Human Rights law into effect in late 2022 regarding salary transparency.
• Requirements: Employers in New York State localities with four or more employees must include the minimum and maximum salary or hourly wage for each job, promotion, and opportunity transfer in all job postings.
• Exemptions:

• • In New York City: Jobs that will not or cannot be performed in the city.
  • Ithaca: ads for temporary jobs at temporary agencies.
  • Westchester County: Any job done, wholly or partly, in the county – even if it can be done remotely, office-based, OR field work – falls under this rule. The only exception is advertisements for temporary jobs with companies like “Help Wanted” or businesses with similar signs posted up.

North Carolina

• Type: Salary History Ban
• Location: Statewide
• Law: Executive Order 93 went into effect in 2019.
• Requirements: State agencies may not request salary history from applicants or rely on this information when setting compensation.
• Employers Affected: State Agencies

Oregon

• Type: Salary History Ban
• Location: Statewide
• Law: Oregon Equal Pay Act of 2017 was enacted in 2017.
• Requirements: Employers may not inquire into an applicant’s salary history until after an offer of employment has been made and may not use prior salary history to set pay unless applicants are current employees moving into a new position at the current employer.
• Employers Affected: Employers with one or more employees.

Pennsylvania

• Type: Salary History Ban
• Location: Statewide
• Law: Executive Order: 2018-18-03 – Equal Pay for Employees of the Commonwealth went into effect in 2018.
• Requirements: State agencies may not inquire about an applicant’s current or past salary history during the hiring process, and all job advertisements must disclose the pay scale and range.
• Employers Affected: State Agencies.

Rhode Island

• Type: Salary History Ban
• Location: Statewide
• Law: S 0270 SUBSTITUTE Agoes into effect in 2023.
• Requirements: Employers may not inquire into salary history or use this information when considering an applicant for employment and pay. Employers must provide a pay range for positions.
• Employers Affected: All employers.

Vermont

• Type: Salary History Ban
• Location: Statewide
• Law: 294 (Act 126) went into effect in 2018.
• Requirements: Employers may not inquire into an applicant’s pay history. However, they may confirm this information after an offer has been made and if the applicant voluntarily discloses the information.
• Employers Affected: All employers.

Virginia

• Type: Salary History Ban
• Location: Statewide
• Law: HB 416, effective 2022.
• Requirements: Salary history questions may not be included in applications.
• Employers Affected: All employers.

Washington

• Type: Salary History Ban and Salary Transparency
• Location: Statewide
• Law: HB 1696 effective 2019.
• Requirements: Employers may not inquire into salary history but can confirm this information if voluntarily disclosed by the applicant or after an offer has been made. Employers with 15 or more employees must provide the minimum salary for the position if requested by the applicant and after the offer has been made.
• Employers Affected: All employers.

States That Have Prohibited Salary History Bans

• Michigan
• Wisconsin

States with no pay transparency laws

• Alaska
• Arizona
• Arkansas
• Florida
• Idaho
• Indiana
• Iowa
• Kansas
• Minnesota
• Montana
• Nebraska
• New Mexico
• North Dakota
• Oklahoma
• South Dakota
• Tennessee
• Texas
• West Virginia
• Wyoming

What Employers Need to Know

Employers need to familiarize themselves with their respective state’s current pay transparency policy before implementing any type of disclosure rules within their organization. Employers should also ensure they comply with federal anti-discrimination regulations regarding employee compensation decisions and consider conducting an internal audit of current employee compensation practices if needed. Finally, organizations should establish clear communication protocols so that employees know which types of conversations are appropriate when discussing salary information internally amongst colleagues or externally with job applicants or recruiters.

Conclusion:

Pay transparency laws are becoming increasingly common across the United States to promote pay transparency, foster equity in salary practices, and reduce salary disparities between genders, races, and other categories. It is essential for businesses operating in states with these types of regulations to understand what they entail and take steps necessary to remain compliant —or risk facing serious financial penalties or lawsuits designed to protect workers’ rights. By taking proactive measures now, employers can avoid costly legal issues down the road.

About Astrix

Astrix is the unrivaled market leader in creating and delivering innovative strategies, solutions, and people to the life science community. Through world-class people, processes, and technology, we work with clients to fundamentally improve business and scientific outcomes and the quality of life everywhere.

Founded by scientists to solve the unique challenges of the life science community, Astrix offers a growing array of strategic, technical, and staffing services designed to deliver value to clients across their organizations.

Disclaimer

This information is purely for educational purposes and is not intended to be used as legal advice. Please consult your legal counsel for any questions related to your business practices and policies related to applicable laws.

The post Guide to State Pay Transparency Laws for Employers Part 2 appeared first on Astrix.

Background on Pay Transparency Laws

Pay transparency is becoming increasingly important as more states and jurisdictions are adopting laws requiring employers to disclose salaries and prohibiting inquiries into salary history. These laws aim to decrease wage inequality and prevent employers from discriminating against job candidates or employees who inquire about or discuss salary.

Two federal laws forbid employers from discriminating against employees or applicants who discuss salary, including Executive Order 11246, which applies to federal contractors, and the National Labor Relations Act (NRLA), which applies to most businesses.

States with Statewide Pay and Salary Transparency Laws As of 2022

Alabama

• Type: Salary History Ban
• Location: Statewide
• Law: Clarke-Figures Equal Pay Act (the “Act”) went into effect September 1, 2019.
• Requirements: Employers may not retaliate against or decline to interview, hire, promote, or employ any applicants if they refuse to provide their salary history.
• Employers Affected: All employers.

California

• Type: Salary history ban and salary disclosure
• Location: Statewide
• Law: Equal Pay Act became law in 2016.
• Requirements: Employers must provide salary ranges and may not request salary history. Employers in San Fransisco may not ask for salary history or use it to determine pay.
• Employers Affected: All employers.
• Recent Legalization updates: Senate Bill 1162 becomes effective Jan 1, 2023, and requires employers with 15 or more employees to disclose the salary range in all job postings and provide a pay scale for an employee’s current role upon request.

Colorado

• Type: Salary disclosure
• Location: Statewide
• Law: Equal Pay for Equal Work Act became effective in 2021.
• Requirements: All employers looking to hire in Colorado must now disclose their hourly or salary compensation, benefits, and other forms of payment in their job postings. This law applies to any employer with at least one employee in Colorado, as well as those posting remote work roles that could be filled by a Coloradoan.
• Employers Affected: Employers with at least one employee in Colorado and multi-state employers where the role could be filled in Colorado.

Connecticut

• Type: Salary Disclosure
• Location: Statewide
• Law: An Act Concerning the Disclosure of Salary Range for a Vacant Position went into effect Oct 1, 2021.
• Requirements: Employers must provide salary wage ranges for a position earliest upon the applicant’s request or before or when an offer is made. Employers may not fail or refuse to provide wage range information for the position upon hiring the employee, changing the employee’s position, or upon the employee’s first request.
• Employers Affected: Per the law, an employer is defined as “any individual, corporation, limited liability company, firm, partnership, voluntary association, joint stock association, the state and any political subdivision thereof and any public corporation within the state using the services of one or more employees for pay.”

Delaware

• Type: Salary History Ban
• Location: Statewide
• Law: House Bill 1 went into effect in December 2017.
• Requirements: Screen applicants based on salary history or inquire about the applicant’s salary history from the applicant or their current or former employers. Once an offer of employment and terms of compensation has been extended and accepted, employers are permitted to access this information to confirm salary history.
• Employers Affected: Employers and employer’s agents.

District of Columbia

• Type: Salary History Ban
• Location: District-wide
• Law: District Personnel Instruction No. 11-92 went into effect in November 2017.
• Requirements: Prohibits district government agencies from inquiring into a candidate’s salary history unless the candidate brings it up after an offer of employment has been made.
• Employers Affected: District government agencies.

Hawaii

• Type: Salary History Ban
• Location: Statewide
• Law: B. 2351went into effect in January 2019.
• Requirements: Employers may not inquire into applicants’ salary history or rely on the salary history when determining compensation during the hiring process.
• Employers Affected: Per the Act, employers are defined as an employer, employment agency, employee, or agent thereof.

Illinois

• Type: Salary History Ban
• Location: Statewide
• Law: 101-0177 went into effect in January 2019 and was updated in September 2019.
• Requirements: Employers may not inquire into the compensation history of candidates but are permitted to discuss salary expectations.

• In 2018, Chicago issued an order that prohibited city departments from asking about applicant salary histories.
• Employers Affected: All employers.

Maine

• Type: Salary History Ban
• Location: Statewide
• Law: LD278, an amendment to the Maine Human Rights Act, went into effect in 2019.
• Requirements: Employers may not inquire about candidates’ current or previous salary history directly or indirectly through an employment agency. However, if a prospective employee chooses to disclose their wage history independent of any requests or prompting by the employer or employment agency, the employer or agency is permitted to confirm this information before an offer of employment is made.

• Employers also cannot prohibit employees from sharing their own wages or asking into or disclosing information about another employee’s compensation.
• Employers Affected: All employers.

Maryland

• Type: Salary History Ban
• Location: Statewide
• Law: House Bill 123 went into effect in 2020.
• Requirements: Upon request, employers must provide applicants with the wage range for the position they applied for. Employers may not retaliate or refuse to interview, hire, or employ applicants if they do not provide salary history or requested salary information for the position they applied for.

• Employers also cannot prohibit employees from sharing their own wages or asking for or disclosing information about another employee’s compensation.

• Employers Affected: All employers.

Massachusetts

• Type: Salary History Ban
• Location: Statewide
• Law: Equal Pay Act (MEPA) went into effect in 2018.
• Requirements: Employers may not request salary history or screen candidates based on that information. However, if the applicant voluntarily provides this information or an offer of employment has been extended, they may confirm their prior wage history.
• Employers Affected: All employers.

States That Have Prohibited Salary History Bans

• Michigan
• Wisconsin

States with no pay transparency laws

• Alaska
• Arizona
• Arkansas
• Florida
• Idaho
• Indiana
• Iowa
• Kansas
• Minnesota
• Montana
• Nebraska
• New Mexico
• North Dakota
• Oklahoma
• South Dakota
• Tennessee
• Texas
• West Virginia
• Wyoming

What Employers Need to Know

Employers need to familiarize themselves with their respective state’s current pay transparency policy before implementing any type of disclosure rules within their organization. Employers should also ensure they comply with federal anti-discrimination regulations regarding employee compensation decisions and consider conducting an internal audit of current employee compensation practices if needed. Finally, organizations should establish clear communication protocols so that employees know which types of conversations are appropriate when discussing salary information internally amongst colleagues or externally with job applicants or recruiters.

Conclusion:

Pay transparency laws are becoming increasingly common across the United States to promote pay transparency, foster equity in salary practices, and reduce salary disparities between genders, races, and other categories. It is essential for businesses operating in states with these types of regulations to understand what they entail and take steps necessary to remain compliant —or risk facing serious financial penalties or lawsuits designed to protect workers’ rights. By taking proactive measures now, employers can avoid costly legal issues down the road.

About Astrix

Astrix is the unrivaled market leader in creating and delivering innovative strategies, solutions, and people to the life science community. Through world-class people, processes, and technology, we work with clients to fundamentally improve business and scientific outcomes and the quality of life everywhere.

Founded by scientists to solve the unique challenges of the life science community, Astrix offers a growing array of strategic, technical, and staffing services designed to deliver value to clients across their organizations.

Disclaimer

This information is purely for educational purposes and is not intended to be used as legal advice. Please consult your legal counsel for any questions related to your business practices and policies related to applicable laws.

​​

The post Astrix Scientific Staffing Blog – A Guide to State Pay Transparency Laws for Employers Part 1 appeared first on Astrix.

They seemed equally enthused about the opportunity, and you follow up with them for the next steps and wait for their response. Days go by, no email responses, and they are not answering your calls.

What happened? You have been ghosted.

What is candidate ghosting?

In the recruiting process, ghosting happens when a candidate suddenly stops responding to communication without any explanation. Ghosting can be hard to understand and frustrating as it doesn’t provide closure. However, there are ways of dealing with candidate ghosting during a recruiting process.

According to people analytics company, Visier, 84% of candidates have ghosted an employer or potential employer in the past 18 months. Why do candidates ghost, and what can employers do to prevent this from happening in the future?

Why are candidates ghosting?

Candidates might ghost due to a variety of reasons. Data from Lighthouse Research & Advisory states the three main reasons candidate ghost employers are:

1. They were no longer interested in the role/company after learning more.
2. They accepted another job.
3. A complicated and long hiring process.

No matter the reason, candidate ghosting can be frustrating and time-consuming for employers. Recruiting and HR teams spend time and resources researching potential candidates, only to find out that those candidates have gone dark when it’s time to take the next step in the hiring process.

What can employers do to prevent candidate ghosting?

Employers can take steps to prevent candidate ghosting and ensure that their recruiting process runs smoothly.

1. Keep up with candidate communication:A study by greenhouse found that 58% of candidates expected to hear back from employers within 1 week or less after their initial application.

• • Respond promptly, within 24 hours of receiving an email or candidate call, as candidates who experience delays in communication may be more likely to become disengaged during the recruitment process.

2. Offer transparency: Provide clear information about the candidate’s job details, company culture, and expectations throughout the recruitment process so they know what to expect if hired.

• • Additionally, ensure your team communicates openly and honestly with candidates about any potential delays or changes in the timeline due to unforeseen circumstances such as onboarding freezes or internal hiring processes. This helps build trust between employers and job seekers.

3. Be flexible: Offer flexible candidate interview dates and times when possible so that candidates do not feel pressured to take time off from work or other commitments.
4. Streamline your hiring process: According to the 2022 talent access report from SHRM, it takes 54 days to fill non-executive roles on average. 45% of job seekers statedthat they have ghosted when the hiring process takes too long.

• • Employers need to focus on speeding up the candidate screening and interviewing process by avoiding unnecessary steps or tasks.

Candidate ghosting is common during the recruiting process, but it can be prevented with proper candidate communication and an efficient hiring process. Employers need to provide timely communication, transparency, and flexibility throughout the recruitment process to foster relationships with candidates and reduce candidate ghosting.

Key Takeaways:

• Candidate ghosting happens when a candidate suddenly stops responding to communication without any explanation.
• The three main reasons candidates ghost employers are: they were no longer interested in the role/company after learning more, they accepted another job, or a lengthy hiring process.
• Employers can prevent candidate ghosting by keeping up with candidate communication, offering transparency, being flexible, and streamlining the hiring process.
• Providing timely communication, transparency, and flexibility throughout the recruitment process will help foster relationships with candidates and reduce candidate ghosting.

Conclusion

The recruiting process can be complex, but candidate ghosting doesn’t have to be an issue. Employers should focus on making sure they provide timely communication, transparency, and flexibility during the recruitment process to build strong candidate relationships and prevent candidate ghosting. Your team should look for ways to make your job postings more attractive and streamline the hiring process so that it is quick and efficient for you and your potential candidate. With these measures implemented, employers can ensure an effective recruiting process without worrying about being ghosted.

About Astrix

Astrix is the unrivaled market leader in creating and delivering innovative strategies, solutions, and people to the life science community. Through world-class people, processes, and technology, we work with clients to fundamentally improve business and scientific outcomes and the quality of life everywhere.

Founded by scientists to solve the unique challenges of the life science community, Astrix offers a growing array of strategic, technical, and staffing services designed to deliver value to clients across their organizations.

The post How To Prevent Candidate Ghosting appeared first on Astrix.

When writing job descriptions, there are seemingly little-known techniques that can turn your job postings into irresistible magnets for the right candidates. If you’re seeking quality over quantity and prefer to hire for longevity, then these four insider tips can shorten the interval between getting the attention of – and obtaining —the talent who’ll happily choose your organization.

1.    Organizational Attractiveness

Just as people emit pheromones that attract others to them, organizations can attract desirable candidates by broadcasting aspects of their culture that will resonate. The best candidates are looking for more than a paycheck with a specific number; they are looking for a cultural fit. No company is for everybody, so it pays to re-interview your best employees about what turned their heads and to put those elements at the top of your job description. The candidates you’re looking to attract will decipher these terms and be drawn to your company culture more quickly than the salary and benefits package alone.

2.    Your Organization’s Mission

People want to join organizations that align with their mission and values. In an era when professionals can change jobs with minimal disruption to their lives and lifestyle, their decision to stick and stay can be based on—and even reinforced by—their agreement with their employer’s mission and role in their respective industry. Once your organizational culture has attracted the attention of your desired candidate, you can solidify their interest by describing their role in accomplishing the organization’s mission AND, by extension, the organization’s impact on the industry and society.

3.    Make the First Impression Count

There is a lot of competition for top talent, and you never get a second chance to make that critical first impression, so make yours count. Candidates actively or even passively looking for jobs review and receive multiple opportunities daily. Job descriptions must withstand a go-no-go scan to ensure you are capturing their attention right away. With the correct job description, candidates should be able to immediately see the hallmarks of your organizational culture and determine that they can dedicate their daylight hours to your mission’s success.

Pro tip: Don’t blow the deal by speed-bumping the compensation details. For the right candidate, the compensation merely needs to be in broad alignment with their expectations. 

• This is because, lately, more of the intangibles are turning candidates’ heads than a relative few bucks here and there. These intangibles include location, lifestyle, and management style. If you have a good story to tell about these, the money can be incidental. If you have a weak story to tell, money won’t make a difference.

4.    Share the Recipe for Success

Finally, and this is key, the most effective job descriptions spell out the ingredients of the candidate’s future success in the role. Rather than being a wish list or a laundry list of expectations, writing the qualifications in terms of how the role will enable success for your organization and the benefits the candidate will obtain in the role will entice and engage the right candidate.

Writing the roles and responsibilities in a way that is not exhaustive but instead easy to comprehend will convey that, for the right candidate, this will be refreshingly challenging and benefit their professional and personal goals in the long run.

Optimism about the desired candidate’s ability to take the responsibilities in their stride will convey that your organization is reasonable about expectations. The candidate will feel well-supported—which is the final piece of the puzzle for many people: the sense that they are working with an organization that understands their role, function, value, and abilities to enjoy a good work-life balance. 

Expert Insider Tip

There is an art to the science of creating job descriptions, so it can be smart to have them written by your creative or marketing team. Job descriptions are selling your organization to superstars whom you want to join your organization. Marketing professionals accustomed to selling your services and products are an often-overlooked resource. They can make a real difference in conveying intangible attributes of your culture, mission, and career opportunities.

Follow these four strategies, ask your team to polish or revamp your job descriptions, and you stand an improved chance of attracting and engaging candidates who will be happier, more effective, and real game changers to your organization’s success.

How Astrix can help

Recruiting and hiring quality scientific staff is challenging and time-consuming for organizations. A key part of this challenge is finding ways to make your job descriptions compelling and appealing to the right candidates.

You are not alone. However, if you work with the right staffing partner, there is a way to make this easier.

At Astrix, we specialize in finding and placing top scientific talent with the right organizations. We have a deep understanding of the scientific job market and what motivates candidates to make a move. We can help you write compelling job descriptions that will capture the attention of the right candidates.

In addition, we can manage your entire recruiting and hiring process from start to finish so that you can focus on your core business.

About Astrix

Astrix is the unrivaled market leader in creating and delivering innovative strategies, solutions, and people to the life science community. Through world-class people, processes, and technology, we work with clients to fundamentally improve business and scientific outcomes and the quality of life everywhere.

Founded by scientists to solve the unique challenges of the life science community, Astrix offers a growing array of strategic, technical, and staffing services designed to deliver value to clients across their organizations.

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