A technician from New York it’s going viral upon learning that the position he held was online and that the company was offering up to $90,000 more per year, thanks to a new pay transparency law in the city.

Kimberly Nguyen, 25, is a contract user experience writer for Citigroup and says he learned of the gap when the company posted a job posting, with the same title as his current position, on LinkedIn. Since the company is hiring in New York, which requires salary ranges on job postings, he found that the new employee’s expected salary would be $32,000 to $90,000 more than his current salary. .

So she applied for the job.

The woman wrote on Twitter on Tuesday: “My company just posted a job on LinkedIn for what I’m currently doing (so we’re hiring another UX writer) and now, thanks to pay transparency laws, I see that they intend to pay this person $32,000 to $90,000 more than they are currently paying me, so I applied.

Different pay scales for the same position

Nguyen said CNBC do it that he earns $85,000 a year as an entrepreneur at Citi and that he was told that upon hiring, the position could become a full-time position. Citi’s LinkedIn post lists the full-time UX opener, which requires five to eight years of experience, and offers a salary of $117,200 to $175,800 per year. On Wednesday, the post said the company was no longer accepting applications.

A Citi spokesperson told CNBC Make It that the company pays Photon, a contractor service, a market-competitive rate for its services, however, Photon negotiates the rate of pay with the individual. Photon did not return a request for comment from CNBC Make It.

The Citi spokesperson adds that the company has included pay scales in all U.S. job postings since mid-October. The company came under fire in November, when the New York City law went into effect, for including certain jobs with a salary range of $0 million to $2 million.

Nguyen says he’s been discussing his salary at work and asking for a raise “for months.”

He also tried to get a competitive offer to negotiate a raise, he wrote on Twitter, but was told Citi didn’t have the budget to raise his contract salary. After that discussion, Nguyen says the potential company started seeing layoffs and ended up rescinding his job offer.

After seeing the job posting on Tuesday, Nguyen says he posted the link in a group chat with his fellow UX writers, prompting an emergency meeting at work with HR.

Nguyen tells CNBC Make It that he was told that “Citi says they have no control over contractor salaries.”

“As an entrepreneur, I’m in a pretty vulnerable position,” he adds. “The conversion of full-time employees stands before me as a reward that I’m not really sure is guaranteed.”

Talk about your salary!

Nguyen closed his Twitter feed saying he’s officially on the job market for a new UX writing job, either remotely or in New York, and expects to earn over $125,000 given his skills. and the market. He is also a poet and has written several books.

She says the new pay transparency laws “have been life changing. I do not apply for positions with low advertised salaries.

Nguyen says she didn’t expect her tweet to resonate with so many people and hopes it will lead to more transparency and accountability on pay equity.

“I am very happy that a dialogue is opening up. I’m glad companies are feeling more pressure, but nobody wins if we’re all fired,” Nguyen wrote on Twitter. Instead, he encourages people to call on their elected officials to pass transparency laws in their Finally, he added: “Talk about your salary!

Employers should avoid similar situations by being proactive in making market adjustments for workers who may be underpaid and communicating their compensation strategy to employees, says Ruth Thomas, pay equity strategist at Payscale.

“It’s important not only to pay employees fairly, but also to explain why their compensation is fair,” she says. “Open communication about compensation is one of the most critical aspects of employee engagement.”

As for who might fill Nguyen’s position, Thomas adds, “The first thing to do is talk to your manager or HR and have a discussion about your compensation. It’s also to your advantage to present numbers that show you know your worth and have assessed the market in which you operate.”

This article It was originally published in English by Jennifer Liu for our sister network CNBC.com. For more on CNBC, head here.

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