California was one of the leading states to tackle pay discrimination by banning inquiries into salary history. California Labor Code Section 432.2, which went into effect on January 1, 2018, prohibits public and private employers from seeking or relying upon the salary history of applicants for employment. But some of the law’s terms were undefined and some of the provisions were unclear, so after Section 432.2 went into effect, employers had questions about how to remain compliant with the law when hiring new employees. Acknowledging the need for clarity, Governor Jerry Brown signed an amendment into law on July 18, 2018.
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California Fair Pay Act
California Employers: Are You Compliant with 2018’s New Laws?
The new year brings new laws for California employers to grapple with. We highlight the most significant new employment laws affecting California employers as of January 1, 2018. Companies based in California or with operations in California are encouraged to review their policies and procedures in light of these developments.
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California Seeks to Expand Its Equal Pay Law’s Reach
When it comes to employee wage equality, California already has one of the most expansive laws in the country, and it is now attempting to go even further. On June 23, the Wage Equality Act of 2016 (“Wage Equality Act”), SB 1063, took one step closer to becoming law as it passed the California State Assembly’s Committee on Labor and Employment.
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Bill Requiring Equal Pay In California Signed By Governor Brown
In late August, California legislators advanced Senate Bill 358 which aimed to further close gender pay gaps in California. …
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Equal Pay for “Substantially Similar” Work – California Legislation Alert
California Governor Jerry Brown indicated in late August that he intends to sign into law a California Senate Bill aimed at further closing gender pay gaps in California.
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