Add-ons to the California’s Equal Pay Act 

– Requiring similar pay for workers who carry out substantially equal work

– Extending the time period that employers should maintain wage as well as other work-related records from 2 years to 3 years.

– Stating that the retaliation against workers who attempt enforcing the law is illegitimate, and making it illegitimate for any employer to prohibit workers from inquiring or discussing about their co-employees’ wages.

– Making sure that any kind of legal factor applied by the employers for wage inequalities are related in a reasonable manner and they account for the whole pay difference.

Difference between the Previous and the Present-Day California’s Equal Pay Acts, as Amended:

There are several major differences which are visible in the present-day law including:

1. Prohibiting ethnicity-, or race-based pay differences.

2. Eliminating the demand that any compared jobs must be situated at the same foundation.

3. Making it harder for any employer to justify unequal wage based on ethnicity, race, or sex.

4. Stating that employers must not prohibit their respective employees from discussing the salaries of others, disclosing their wages, or questioning about others’ salaries.

As an employee, if you realize your employer is tampering with your freedom or rights in any way, it is important you consider taking the necessary steps and let the rule of law prevail. If you are mishandled by your employer in any way, it is advisable you consider employing a reputable California based attorney who will ensure your rights are protected and not manipulated.

Why You Should Cooperate with a Reputable California Based Attorney

#1: Lawyers are Experienced and Informed about the Law

Reputable attorneys such as those at United Employees Law Group are well-trained and qualified to tackle a range of varying employees issues. Once you liaise with UELG lawyers when having a case against your employer, the lawyers will apply their in ordinate skills and make sure your right are reinstated in a quick and safe way.

#2: Affordable Solutions

Lawyers such as those at UELG will not only offer you with impeccable and exceedingly reliable solutions once you hire them to represent you in your case against your employer, but also give you pocket friendly rates that you can afford.

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California’s Equal Pay Act Revisions

California’s Equal Pay Act law has been amended several times. The following are some of California’s Equal Pay Act revisions:
1. Salary History
All employers are restricted from using an employee’s salary history to decide the salary to offer an applicant or to determine whether or not to employ an applicant. The law also prohibits an employer from asking the prior salary of an employee. However, the law does not prevent an employer from considering the previous salary if an applicant discloses willingly.
The law also requires all employers to give the applicant the position’s pay scale if he or she requests it. The law permits employers to ask about the salary expectations of an applicant. Applicants may disclose their salary history when asked about their salary expectations.
2. Pay Equity
The act allows employers to justify salary difference based on merit, seniority, quality or quantity of production and any other bona fide factor apart from race, gender or ethnicity. Any bona fide factor should be job-related and consistent with business necessity.
The law also allows an employer to consider the current salary of an employee when making compensation decisions.

Frequently Asked Questions about California’s Equal Pay Act

What is Substantial Similar Work?
This is work that is performed under the same working conditions and requires the same responsibility, effort, and skill. Effort refers to the mental and physical strength needed to perform the job. Skill refers to education, experience, ability, and training required. Responsibility refers to the duties required and the level of accountability.
What are bona fide factors?
A bona fide factor is not based on race, sex or ethnicity. Bona fide factors include merit, seniority and quality or quantity of production.
Who is covered by this act?
All employees are covered, whether public or in the private sector. State, local and county agencies must comply with the Equal Pay Act.
Can I file an equal pay claim?
An employee can file an equal pay claim if he or she can prove that an employer has violated the act. The employer should file the claim within two years of the violation.

Getting Help from UELG

You can contact United Employees Law Group (UELG) if you feel that your employer has violated the Equal Pay Act. They will offer professional advice and also help you file a successful claim.

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