A number of California companies, especially in the tech industry are facing increased scrutiny over equal pay issues in recent years. While these types of claims have been hard to have certified as a class action on the federal level, some claims under California’s recent Equal Pay Act are seeing success. Here are five reminders
Pay equity and transparency laws are being considered within the United States and by many countries. For example, internationally, Europe is reviewing a potential law requiring all wages to be published, Iceland requires companies to prove pay equity since 2018, and a similar law in Canada has passed for employers with 10 or more employees.
SB 973, a new California law passed in September 2020, created a new obligation for California employers to annually submit pay data report to the Department of Fair Employment and Housing (DFEH). The DFEH has recently published a frequently asked questions page clarifying some questions about SB 973. Here are five issues California employers
California’s state legislature is nearing the end of its term, and employers are beginning to glimpse some of the laws that could apply in 2018. There are multiple proposed bills that prohibits employers’ ability to rely upon or seek information about applicant’s previous wages to set the employee’s pay. This Friday’s Five reviews the current
Today, October 6, 2015, Governor Brown signed into the law Senate Bill 358, directed at ensuring equal pay across genders. While it was illegal to pay employees different wages based upon their gender or race already under California law, the new law expands the protection to workers who do “substantially similar” work. The bill