Pay Transparency in Production: Why We Show Rates and Selection Reasons

Pay transparency is no longer optional in many of the states where Assignment Desk operates. A wave of new legislation requires employers and staffing platforms to disclose compensation ranges, and in some cases, the criteria used to make hiring decisions. Here is what these laws require, how they apply to freelance production crew, and why Assignment Desk goes further than the law demands.

The Pay Transparency Landscape

California SB 1162

California's pay transparency law, effective January 2023, requires employers with 15 or more employees to include pay scales in job postings. For staffing agencies, this means the pay range for a position must be disclosed to applicants upon request and in the posting itself. California is the largest production market in the country, and this law directly affects how crew staffing platforms operate in the state.

New York Wage Theft Prevention Act (WTPA)

New York requires employers to provide written notice of pay rates at the time of hire, and New York City's own salary transparency law (effective November 2022) requires pay ranges in job postings. New York is the second-largest production market, and crew working in the state are covered by these protections.

Colorado Equal Pay for Equal Work Act

Colorado was the first state to require pay ranges in job postings (2021). The law applies to any position that could be performed in Colorado or reports to a Colorado supervisor, which captures remote and traveling crew members working on productions in the state.

Washington and Illinois

Washington's pay transparency law (effective 2023) and Illinois's Equal Pay Act amendments impose similar requirements: pay ranges in postings, pay scale disclosures upon request, and prohibitions on retaliation against workers who discuss compensation.

What These Laws Require

Across all of these statutes, the core requirements are consistent:

• Pay ranges in job postings — If you are advertising a position (or a gig), you must include the pay range.
• Disclosure upon request — If a candidate asks what a position pays, you must tell them.
• No retaliation — Workers cannot be penalized for asking about pay or discussing their compensation with others.
• Record keeping — Employers must maintain records of pay scales and job descriptions.

How Assignment Desk Exceeds Requirements

Compliance is the floor, not the ceiling. Assignment Desk exceeds every pay transparency requirement currently on the books, and here is how:

Rates on Every Offer

When a coordinator extends an offer to a crew member through Assignment Desk, the rate is displayed on the offer itself — no ambiguity, no "competitive pay," no "depends on experience." The crew member sees the exact day rate or hourly rate before they accept. This applies to every offer in every market, not just the states that require it.

Selection Reasons for Non-Selected Crew

This is where we go significantly beyond what any current law requires. When a crew member is considered for a gig but not selected, we provide the reason. Not a form letter — the actual factors that influenced the decision: another crew member had a closer proximity, a stronger equipment match, a prior relationship with the coordinator, or a higher rating.

Why do we do this? Because if you apply for a gig and someone else gets it, you should know why. That information is the difference between feeling helpless and feeling empowered. It turns rejection into actionable feedback.

Published Rate Structures

Assignment Desk publishes its rate structures and fee models on the Transparency page. Crew members can see how rates are calculated, what the platform fee is, and what they will take home. No hidden deductions, no surprise fees after the fact.

Why This Matters for Crew

In an industry where freelancers have historically had very little leverage or information, pay transparency changes the power dynamic. When you know what a gig pays before you apply, you can make informed decisions about how to spend your time. When you know why you were not selected, you can take specific steps to improve your position for the next opportunity.

Many platforms in the production industry still operate as if pay transparency laws do not apply to them — posting gigs with "DOE" (Depends on Experience) rates, providing no feedback on selection decisions, and keeping their fee structures opaque. Whether or not they are technically compliant, they are certainly not serving their crew members' interests.

The Future of Pay Transparency

The trend is clear: more states are adopting pay transparency laws, and federal legislation is being discussed. The EU's Pay Transparency Directive (2023) will require all EU member states to implement similar rules by 2026. For platforms that operate across multiple jurisdictions, the practical reality is that the highest standard becomes the de facto standard everywhere.

Assignment Desk has already built its systems to exceed the most stringent requirements. We believe pay transparency is not a compliance burden — it is a competitive advantage. When crew members trust that they are being treated fairly, they are more engaged, more loyal, and more likely to do their best work.

View the full details on our Transparency page, or explore current gig listings to see pay transparency in action.