California
Requires Equal Pay for Equal Work |
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The state of California updated it's
CA Equal Pay Act with
the Fair Pay Act which requires employers to grant equal pay
for equal work regardless of sex.
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The amended Equal Pay Act prohibits an employer from paying
any of its employees wage rates that are less than what it
pays employees of the opposite sex for substantially similar
work, when viewed as a composite of skill, effort, and
responsibility, and performed under similar working
conditions.
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“Substantially
similar work” refers to work that is mostly similar in
skill, effort, responsibility, and performed under similar
working conditions.
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Under the amended Equal Pay Act, an employer must keep
records of wages, wage rates, job classifications, and other
terms and conditions of employment for a period of three(3)
years.
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Employees can ask his or her employer about how much other
employees are paid, however, the law does not require an
employer to provide that information.
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An employer may not prohibit an employee from disclosing his
or her own wages, discussing the wages of others, inquiring
about another employee’s wages, or aiding or encouraging any
other employee to exercise rights under the Equal Pay Act.
Accordingly, an employer may not retaliate against an
employee for engaging in such conduct.
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Employees who feel retaliated against can file a retaliation
claim within six months of the retaliation.
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If an employee they've been discriminated against they must
file a claim within 2 years from the date of the violation.
If the violation is willful, then an employee must
file within 3 years.
Each paycheck that reflects unequal pay is considered
a violation for the purpose of calculating the deadline for
filing.
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If an employee wins a case against an employer, the employee
can recover the difference in wages, interest, and an equal
amount as liquidated damages. If an employee files a case in
court, he or she can also recover attorney’s fees and costs.
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Employers can defeat an Equal Pay Act claim by proving that
the difference in pay for substantially similar work is due
to:
-seniority;
-merit;
-a system that measures production; and/or a “bona fide
factor other than sex.”
In addition, an employer must show that it applies the above
factor(s) reasonably and that the factor(s) accounts for the
entire difference in wages.
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Sources:
CA Equal Pay Act
By Wendy
Stewart
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