Here are five considerations that should be on the top of every employer’s mind in California during the hiring process in 2024:
1. Does the manager posting job ads understand which pay transparency disclosures are required?
Since January 1, 2023, employers with 15 or more employees are required to include the pay scale for the
Effective January 1, 2023, employers with 15 or more employees are required to include the pay scale for the position in any job posting. SB 1162 amends Labor Code section 432.3 to add this obligation, among other items. As a reminder, Labor Code section 432.3, effective since January 1, 2018, prohibits California employers from asking
Here are five considerations that should be on the top of every employer’s mind in California during the hiring process in 2023:
1. Does the manager posting job ads understand which pay transparency disclosures are required?
Starting January 1, 2023, employers with 15 or more employees are required to include the pay scale for the
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.
AB 168 was approved by Governor Brown on October 12, 2017 which prohibits employers from seeking or taking into consideration an applicant’s prior compensation and benefits when determining whether to hire the applicant, and in setting the applicant’s compensation and benefits. The new law creates Labor Code section 432.3. This Friday’s Five covers five
AB 168 was approved by Governor Brown on October 12, 2017 which prohibits employers from seeking or taking into consideration an applicant’s prior compensation and benefits when determining whether to hire the applicant, and in setting the applicant’s compensation and benefits. The new law creates Labor Code section 432.3. This Friday’s Five covers five issues