Last Updated on July 27, 2021 by husnain
The main reason behind California being one of the best states where there is a conducive working environment is that the employment laws of this state are mainly pro-workers and progressive. The California equal pay act refers to the favors employee firm public policy in this state. According to the California Equal Pay Act, any class of people, i.e. sexual identification, sexual orientation, women, race, minorities, transgender, lesbian, gay, play an essential role in realizing their right. The California Equal Pay law has been in effect for decades, guaranteeing workers the right to equal pay for the same work. Now you may be wondering, what has changed as a result of the California Equal Pay Laws? So this article will discuss in detail the California Equal Pay Act, which is required to assert your rights.
About in detail The Equal Pay Law in California
This Equal Pay Law is effective in protecting workers equal right under California labor code 1197.5 and labor code section 432.3. When it comes to California employment law, the Equal Pay Act provides more protection with the federal law. The following is the California Equal Pay Act:
- Employees working in different places cover the same employer.
- The decision of employers to pay a substation amount of wages for similar job and to meet the defense in a unique factor other than gender more difficult.
- Employers are required to have an employment-related record and pay wages for three years.
- An adequate amount of similar work requires equal pay for staff related to skill, responsibility, and efforts, including other types of workers compensation and benefits.
Spanish Speakers: Abogado de discriminación en el lugar de trabajo.
The most considerable variation to the Equal Pay Act
- Employees who do a fair amount of similar work need equal pay as a combination of effort, responsibility and skill.
- Takes a step to eliminate the need to compare employees in the same organization.
- They are making it more difficult for employers to justify paid inequality defense without gender.
- Consistent application by the employer of valid reasons for pay inequality and accounting of full pay difference.
- It is completely illegal for employers to prohibit employees from discussing salaries with their co-worker.
- Revenge against employees trying to enforce the law is illegal.
- Employers need to maintain salary result and another employment document for least two to three years.
The main difference between is the former Equal Pay Law and the Equal Pay Law in California
- The current law prohibits or eliminates the difference in wage based on race or ethnicity as compared to the past.
- The current law eliminates the required for comparisons between employees in the same organization as before.
- At present, the law creates substantial equivalent work substitutes with similar works.
- At present law enforcement make it difficult for employers to justify unequal pay among employ on the basis on caste, gender, or ethnicity.
- The current law provides maximum protection in case of retaliation against law enforcement employee for pay inequality.
- The current law further ensures that employers will not prevent employees from discussing salaries with their co-worker and disclosing wages.
- The most significant advantage of current law enforcement is that it does not determine an employee’s salary based on colour, gender, or ethnicity, which prevents employers from relying on employee’s previous to justify salary difference.
When does an employee’s requirement to record their Equal Pay Act claim in California?
Under the California Equal Pay Act, when an employee suffers pay inequality from their organization, the employee must claim within tow year from the date of the violation. However, if the breach is intentional, employees have up to three years to record their work. To illustrate: In January 2017, an employer hired a male and female employee for the same job. But in this case, women are paid less than man. Then female worker will have two to three year to prove this pay inequality, subject to intentional or unintentional violation.