California’s Department of Fair Employment and Housing (DFEH) continues to advance toward the March 31, 2021 pay data collection deadline. When SB 973 was passed in September, DFEH had six months to develop and implement a data collection system that could accomplish the task. It is delivering. DFEH issued its first guidance on November
Pay Equity
California Issues Additional Guidance on What Pay Data Reports will Require
Posted in Wage and Hour
The deadline for employers to comply with California’s pay data reporting requirement (Senate Bill 973) and submit pay data to the Department of Fair Employment and Housing (DFEH) is March 31, 2021.
The DFEH has launched an information page that provides needed clarity on certain obligations and has issued additional guidance on the…
Pay Data Reporting: California is the Tip of the Spear
By Christopher T. Patrick & Susan E. Groff on
Posted in California
In a continued effort to reduce gender and racial pay gaps, on September 30, 2020, California Governor Gavin Newsom signed into law Senate Bill 973, which creates massive pay reporting requirements for employers. In 2021, certain California employers will be required to submit annual information on its employees’ pay data by gender, race, and…
Like EEO-1 Component 2, California Pay Data Reporting Stalls
With the future of the EEOC’s pay data collection efforts unclear, California’s effort to legislate its own race- and sex-based pay data reporting requirements likewise has stalled, for now.
Since July, California’s Senate Bill 171 (requiring private employers with at least 100 employees to submit an annual report of employee pay data broken down by…
Closing the Unequal Pay Gap: California Releases Guidance to Employers on Complying with the California Fair Pay Act
By Hazel U. Poei & Jackson Lewis P.C. on
Since passing the California Fair Pay Act (“CFPA”) on October 6, 2015, California has remained a trailblazer in its efforts to address and decrease gender pay inequity. The CFPA requires all employers pay employees performing “substantially similar work” the same wage regardless of gender, ethnicity or race. The CFPA also requires employers to provide the…
Protest Challenges Pay Discrimination Behind the Lens
By Cashida N. Okeke on
Posted in Discrimination
Since the start of the “Times Up” and “Me Too” movements, the spotlight has remained on the gender-based wage disparities existing between female and male actors that work on the same cinematic productions, yet receive unequal pay. However, many in Hollywood feel that women who work behind the scenes in film production or as part…
California Clarifies Ambiguous Language of Salary History Ban
By Amanda E. Steinke & Susan E. Groff on
California has enacted new legislation aimed at clarifying its law banning an employer from inquiring about a job applicant’s salary history information.
Assembly Bill 168 (codified as Labor Code Section 432.3) prohibits employers from seeking salary history of applicants for employment. Designed to eradicate the wage gap, AB 168 also requires employers to provide applicants…
What Employers Need to Know about San Francisco’s Salary History Ordinance
By Cashida N. Okeke on
Posted in Discrimination, Wage and Hour
San Francisco’s “Parity in Pay Ordinance,” prohibiting employers from inquiring about a job applicant’s salary history, took effect on July 1, 2018. This post discussed significant provisions of the ordinance as well as key considerations for employers to ensure compliance with the new regulation. Click here to read our full article regarding San Francisco’s salary…