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A new law that went into effect this week requires most California employers to disclose salaries on job listings.

The law affects every company with more than 15 employees looking to fill a job that could be performed from the state of California. It covers hourly and temporary work, all the way up to openings for highly-paid technology executives.

That means it’s now possible to know the salaries top tech companies pay their workers. For example:

Notably, these salary listings do not include any bonuses or equity grants, which many tech companies use to attract and retain employees.

California is the latest and biggest state to enact a pay transparency law, joining Colorado and New York City, which had previously passed similar policies. But more than 20% of Fortune 500 companies are based in California, including leaders in technology and media, and advocates hope that California’s new law will be the tipping point that turns posting salary information into standard practice.

In the U.S., there are now 13 cities and states which require employers to share salary information, covering about one in four workers in the U.S., according to Payscale, a software firm focusing on salary comparison.

California’s pay transparency law is intended to reduce gender and race pay gaps and help minorities and women better compete in the labor market. For example, people can compare their current pay with job listings with the same job title and see if they’re being underpaid.

Women earn about 83 cents for every dollar a man earns, according to the U.S. Census.

“You’re going to need a lot of different elements in place in order for men and women to get paid the same for the same amount of work and the same experience,” said Monique Limón, the California state senator who sponsored the new law. “And one of those is transparency around salary ranges.”

But the new disclosures under the law might not tell the whole story of what a job pays. Companies can choose to display wide pay ranges, violating the spirit of the law, and the law doesn’t require companies to reveal bonuses or equity compensation.

The law could also penalize ambitious workers who are gunning for more money because of their experience or skills, the California Chamber of Commerce said last year when opposing the bill. Some employers might be wary of posting pay to prevent bidding wars for top talent.

In a comment to CNBC, a Meta spokesperson said, “To ensure fairness and eliminate bias in our compensation systems, we regularly conduct pay equity analysis, and our latest analysis confirms that we continue to have pay equity across genders globally and by race in the US for people in similar jobs.” The firm also noted that it generally pays full-time employees in equity as well as cash.

Apple and Google did not immediately return requests for comment.

The new law

There are two primary components to California Senate Bill No. 1162, which was passed in September and went into effect on Jan. 1.

First is the pay transparency component on job listings, which applies to any company with more than 15 employees if the job could be done in California.

The second part requires companies with more than 100 employees to submit a pay data report to the state of California with detailed salary information broken down by race, sex, and job category. Companies have to provide a similar report on the federal level, but California now requires more details.

Employers are required to maintain detailed records of each job title and its wage history, and California’s Labor Commissioner can inspect those records. California can enforce the law through fines and can investigate violations. The reports won’t be published publicly under the new law.

California state Sen. Limón said that the bill helps narrow pay gaps by giving information to people so they can negotiate their pay better or determine if they are being underpaid for their experience and skills. It will also help the state check to make sure companies are following existing equal pay laws.

“The reason this is important is that we are not able to address problems that we cannot see,” Limón said.

Limón also hopes that the requirement will help California companies recruit the best talent and compete against other states which don’t require employers to post salaries. Ultimately, she says, helping making sure women and people of color are getting paid equally will help California’s economy.

Pay transparency laws could cause competition among companies that need to compete for the best talent. Some companies could even choose to post salary ranges on job listings where it’s not required.

“The consequence is not just for an individual, there are economic consequences for the state for people being underpaid,” Limón said. “That means that their earning power and how they’re able to contribute to this economy in California, whether it’s through a sales market, a housing market, through investment, is limited, because they are not being paid equitably.”

Loopholes

The new law doesn’t require employers to post total compensation, meaning that companies can leave out information about stock grants and bonuses, offering a highly incomplete picture for some highly paid jobs.

For high-paying jobs in the technology industry, equity compensation in the form of restricted stock units can make up a large percentage of an employee’s take-home pay. In industries like finance, bonuses make up a big portion of annual pay.

“Especially for tech employees, ultimately people want to know how much they’re getting in total compensation,” said Zuhayeer Musa, co-founder of Levels.fyi, a firm focused on recruiting and coaching for technology workers. “Sometimes stock compensation can be more than 50% of your actual total comp.”

Musa said that stock from big tech companies is basically liquid because it can be immediately sold on the stock market.

The new law also allows companies to provide wide ranges for pay, sometimes ranging over $100,000 or more between the lowest salary and the highest salary for a position. That seemingly violates the spirit of the law, but companies say that the ranges are realistic because base pay can vary widely based on skills, qualifications, experience, and location.

Companies may be open to hiring candidates with a range of experience — starting from entry-level to a more senior person — for a particular opening, said Lulu Seikaly, senior corporate attorney at Payscale.

Seikaly said she recommends clients should post job listings with a specific seniority level to narrow the potential pay range.

“When we talk to customers, and they ask what do you think is a good faith range, we tell them that’s a business decision, but the way we would do it, especially from the legal side, if you post by levels, that’s going to cover you a lot more than posting one wide range,” Seikaly said.

Some California companies are not listing salaries for jobs clearly intended to be performed in other states, but advocates hope California’s new law could spark more salary disclosures around the country. After all, a job listing with an explicit starting salary or range is likely to attract more candidates than one with unclear pay.

“I was telling some folks this morning that pay transparency right now is kind of the exception,” Seikaly said. “Give it five to 10 years, I think it’ll end up being the norm.”

Gender pay gap remains despite more women entering the work force

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Coinbase CEO says banks are fighting stablecoin rewards with ‘boogeyman’ issues

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Coinbase CEO says banks are fighting stablecoin rewards with 'boogeyman' issues

Big crypto vs. big bank battle: Here's what to know

Coinbase CEO Brian Armstrong and other crypto executives took to Capitol Hill this week as part of a regulatory showdown between the industry and banks with potentially trillions at stake.

Banking advocacy groups are urging lawmakers to prohibit crypto exchanges like Coinbase from offering customers rewards that are structured like interest payments banks offer.

“I’m not sure why the banks would want to bring that up again at this point, but they should have to compete on a level playing field in crypto,” Armstrong told CNBC on Wednesday.

Coinbase currently offers a 4.1% reward for those holding USDC stablecoin. Kraken offers a 5.5% on USDC holdings.

Under the recently passed GENIUS Act, customers can’t earn interest on stablecoins, but exchanges can offer rewards.

Bank advocacy groups are warning that allowing the rewards will lead to a rush of customers yanking funds from community banks and putting them into stablecoins or other crypto.

“If people are pulling their deposits out of their bank accounts and transferring them into stablecoin investments, you are effectively neutering, to some degree, the ability of the banks to continue to lend into the real economy and to support and fuel the economic growth,” said John Court, executive vice president at the Bank Policy Institute, an advocacy group representing banks.

The Treasury Borrowing Advisory Committee estimated that $6.6 trillion could go from deposits to stablecoins in an April report.

Armstrong called the argument a “boogeyman.”

“The real reason that they’re bringing this up as an issue is that they’re trying to protect the $180 billion that they made on their payment business,” he said. “This is something that big banks are funding behind the scenes. It’s not small banks whatsoever.”

Following a meeting with Senate Republicans on Wednesday, JPMorgan Chase CEO Jamie Dimon said the subject of stablecoin rewards did not come up, but that regulators need to be thoughtful about any regulations.

“We’re not against crypto,” he said.

The American Bankers Association and state association asked in an August 12 letter for lawmakers to “close this loophole and protect the financial system.”

Crypto groups hit back several days later in their own letter to lawmakers, saying that preventing exchanges from offering rewards “would tilt the playing field in favor of legacy institutions, particularly larger banks, that routinely fail to deliver competitive returns and deprive consumers of meaningful choice.”

While senators have released several drafts of the market structure bill, changes to crypto exchanges offering rewards are still being worked out.

Sen. Cynthia Lummis, R-Wyo., who is working on the bill with Banking Chair Tim Scott, R-S.C., said she believes the issue is settled.

“The issue was heavily litigated in the GENIUS Act, and I am supportive of the compromise achieved by the banks and the digital asset industry,” she said in a statement to CNBC. “I do not think this issue should be reopened.”

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Microsoft to spend $4 billion on second Wisconsin data center

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Microsoft to spend  billion on second Wisconsin data center

Microsoft’s first data center in Mount Pleasant, Wisconsin.

Microsoft

RACINE, Wis. — Microsoft said Thursday that it will allocate $4 billion to build a second data center in Wisconsin. The first one will come online in early 2026, with the software company spending $3.3 billion on it.

The first Wisconsin data center, in nearby Mount Pleasant, will house hundreds of thousands of Nvidia Blackwell GB200 graphics processing units that are capable of handling artificial intelligence models, Brad Smith, Microsoft’s president and vice chair, said at a town hall meeting.

Cloud infrastructure providers are racing to build capacity to meet the needs of companies that want to run AI models. More than 700 million people use OpenAI’s ChatGPT, which draws on Microsoft’s Azure cloud, and software providers from Adobe to Salesforce have been adding AI feature enhancements to woo customers.

Microsoft plans to match the amount of energy it consumes from fossil fuel sources with carbon-free energy it will contribute to the grid, said Smith, who spent part of his childhood in Mount Pleasant.

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“I just want you to know we are doing everything we can, and I believe we’re succeeding, in managing this issue well, so that you all don’t have to pay more for electricity because of our presence,” he said.

A solar farm that’s under construction 150 miles northwest of the data centers will contribute 250 megawatts of power. The two put together might require more than 900 megawatts, Smith said.

The initial data center is built on land where Foxconn originally planned to built a manufacturing plant. It will use as much 2.8 million gallons of water per year, while Foxconn was permitted to consume over 7 million per day, Smith said.

“It will deliver 10x the performance of the world’s fastest supercomputer today, enabling AI training and inference workloads at a level never before seen,” Microsoft CEO Satya Nadella wrote in an X post.

The second data center will be a similar scale as the first and will enter operation in 2027 or after that, Smith said.

“We did pause to think through exactly what we would build for phase two, how we would build it,” he said.

Wisconsin will be home to the largest number of GPUs under one roof, said the state’s Democratic governor, Tony Evers.

Earlier this week, Smith told reporters that the company has allocated $15.5 billion for additional infrastructure spending in the U.K. through 2028. Separately, Amsterdam’s Nebius Group said last week that Microsoft has agreed to spend up to $19.4 billion over five years to rent AI data center capacity.

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NBA star Kevin Durant can’t unlock his Coinbase bitcoin account. His agent is thrilled

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NBA star Kevin Durant can't unlock his Coinbase bitcoin account. His agent is thrilled

Kevin Durant #35 of the Phoenix Suns looks on during the second half against the Houston Rockets at PHX Arena on March 30, 2025 in Phoenix, Arizona.

Chris Coduto | Getty Images

NBA superstar Kevin Durant can’t find the password to his Coinbase account, which holds bitcoin that he began buying in earnest when he was playing for the Golden State Warriors in 2016. His agent couldn’t be happier.

Durant’s predicament has “only benefited” the hoopster, agent Rich Kleiman said.

“We’ve yet to be able to track down his Coinbase account info, so we’ve never sold anything, and this bitcoin is just through the roof,” Kleiman said Tuesday at CNBC’s Game Plan conference in Los Angeles.
“It’s just a process we haven’t been able to figure out, but Bitcoin keeps going up … so, I mean, it’s only benefited us,” he said.

Durant, who will play for the Houston Rockets this upcoming season, began snapping up bitcoin around 2016, after the U.S. Olympic team legend and Kleiman attended a dinner where his then-teammates kept discussing the cryptocurrency.

“I just heard the word ‘bitcoin’ 25 times this evening, and the next day, we started investing in bitcoin,” Kleiman said. The agent did not say how much bitcoin Durant bought.

Bitcoin sold for between about $360 and $1,000 back in 2016, according to CoinGecko. The leading cryptocurrency is now trading at almost $116,000, or more than 11,000% above its highest price the year Durant was buying.

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Bitcoin since 2020

Durant has been unable to access his Coinbase account for “a few years” due to a “user error on our end,” Kleiman told CNBC on Wednesday.

“We’ve already been working directly with the Coinbase team on Kevin’s account recovery, which is why it was easy for me to make a joke about it on stage,” Kleiman said.

Kleiman said that he and Durant are also investors in Coinbase Global, and that the company “has been a valuable resource in growing our business.” In 2021, the duo’s Thirty Five Ventures struck a multi-year deal with Coinbase to promote the trading platform, which includes creating content about digital assets for Durant’s sports and entertainment website, Boardroom.

Coinbase, in a statement to CNBC, said its users can reset their passwords using self-service tools within the trading platform’s app. The platform for buying, selling and storing cryptocurrencies also has an around-the-clock support team fielding account recovery requests and other inquiries, according to a spokesman.

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