What if employment ads told you how much each job pays?

It’s already the law in New York, and workers urged Connecticut lawmakers to make the change locally on Tuesday.

But business groups warned that the proposal could actually backfire on job applicants.

Vickie Theodorodis, of Norwalk, just graduated from the University of Connecticut.

“I don’t need a job right now, but I’m looking,” she said.

Theodorodis said that job hunting would be a lot easier if employment ads listed the salary up front.

“Just to go through all the interview and then something that you’re not really looking for in the first place. I would say, to kind of know what you’re getting into ahead of time,” she said.

Ramon Zuniga, of Stratford, agreed.

“You want to make money, no?” he said “To me, it’s very important for the people to ask how much you want to pay.”

On Tuesday, workers and labor unions pushed for a new law requiring job ads to list a salary range and benefits.

New York, California and a handful of other states already require it. In Connecticut, employers only have to reveal the salary if you ask or they offer you a job.

Connecticut AFL-CIO President Ed Hawthorne told lawmakers that women and minorities make 17 cents less on the dollar than men.

“This would empower applicants, negotiate compensation, promote open dialogue and help close that wage gap,” he said.

But employers said the law could actually cost job applicants money, by taking away their flexibility to negotiate salary.

“Requiring the disclosure of salary ranges for all vacant positions eliminates an employer’s ability to adjust a position to suit a candidate based on a variety of factors,” said Paul Amarone, with the Connecticut Business and Industry Association.

Others said the change could drive businesses out of the state.

“Requiring public disclosure of wage ranges will put Connecticut businesses at a competitive disadvantage, by exposing internal compensation strategies to competitors,” said Brooke Foley with the Insurance Association of Connecticut.

But Theodorodis doesn’t buy it.

“I think they should be transparent, because if they’re picking someone with less experience and then lowering the salary for them, it’s kind of just like, why should I apply if you’re going to pick someone lower?” she said. “At that point, it’s like, pick the better candidate.”

Business groups defeated a similar proposal two years ago. This time, the General Assembly’s Labor and Public Employees Committee has until March 25 to vote on the bill.

Even if this bill does pass, critics said some companies get around the law by posting vague, massively wide salary ranges.

You can submit written testimony HERE.