Pay Equity Microblog


Pay Equity Microblog


Mile-High Expectations for Employers As Colorado Governor Signs Into Law One of Nation’s Toughest Pay Equity Law to Date

By Christine Hendrickson, Laura Maechtlen, Chantelle Egan, Shireen Wetmore

May 23, 2019

Seyfarth Synopsis:  Yesterday, May 22, 2019, Colorado Governor Polis signed the “Equal Pay for Equal Work Act” which is the latest—and one of the most demanding—pay equity laws in the nation.  As states race to enact their own pay equity laws, Colorado stands out with its requirement that employers provide all employees simultaneous notification of job opportunities, inclusion of pay scale on all job postings, the addition of a salary history ban, application based on gender identity, liquidated damages for successful claims, and a partial safe harbor provision for employers who conduct pay analyses.  The law applies to all employers employing any employees in Colorado and it goes into effect January 1, 2021. 
Stronger Equal Pay Protections
Across the country, states, counties, and even cities have enacted stronger protections for employees in an attempt to ensure equal pay for equal work.  (Click here for Seyfarth’s 50-State Pay Equity Desktop Reference.)  With Governor Polis’s signature, Colorado has just enacted one of the toughest pay equity laws to date.  See Colo. Rev. Stat. § 8-5-101 et seq.
To view the full post, click here

How Employers Can Use Regression Analyses In Their Favor In Pay Equity Cases

By Barry J. Miller and Hillary J. Massey

May 21, 2019

Seyfarth Synopsis:  Employers cannot ignore the recent amendments to state and local pay equity laws and increased attention on equal pay issues. Pay equity claims raise unique challenges, including the prevalence of statistical evidence and multi-jurisdictional compliance. This article addresses the advantages of conducting a pay audit and how the analysis, particularly a regression analysis, may be helpful to employers in litigation. It also discusses how an employer may use a plaintiff’s expert analysis to undermine the plaintiff’s own claim, as the Fourth Circuit addressed in a recent opinion.

Threshold Question:  Should Employers Conduct A Pay Audit?

Conducting a proactive pay equity analysis is often the first and best step employers can take to ensure fair pay and diminish legal risk. Taking this step, however, should be approached with forethought and caution. Employers should make an informed decision about whether to conduct an audit.

To view the full post, click here

Washington State Signs a Salary History Ban, with A Twist

By Christine Hendrickson

May 10, 2019

Seyfarth Synopsis:  Yesterday, May 9, 2019, Washington State Governor Inslee signed the “Washington Equal Pay and Opportunities Act,” which bans employers from asking about prior salary and will require employers to provide pay scale or wage information to both applicants and internal employees, if requested. The law applies to all employers with at least 15 employees and it goes into effect in July 2019.
Salary History Ban
Washington State will become the ninth state and the seventeenth jurisdiction[1] with a salary history ban that applies to applicants for employment.
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Maine Passes Salary History Ban and Wage Transparency Law on Equal Pay Day, Expected to Be Signed By Governor

By Christine Hendrickson, Annette Tyman and Hillary Massey

April 10, 2019

Seyfarth Synopsis: On April 2, 2019, the Maine legislature passed a salary history ban ordinance.  The law also has enhanced wage transparency provisions.
The Maine legislature marked Equal Pay Day 2019 with an amendment to the Maine Human Rights Act and Equal Pay Law, LD 278 which adds a salary history ban and broadens a wage transparency provision in current law.  The Maine Legislature passed a similar amendment in 2017, but former Governor Paul LePage vetoed the bill and the Legislature failed to override the veto.  The current Governor, Janet Mills, has stated that she will sign the bill.  Once signed, Maine will become the sixteen jurisdiction -- and the eight state -- to enact a salary history ban.
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Equal Pay Day 2019: Introducing Seyfarth’s Developments in Pay Equity Litigation Report and the 3rd Annual 50-State Pay Equity Desktop Reference

By Christine Hendrickson and Annette Tyman

April 2, 2019

Seyfarth Synopsis: Seyfarth’s Pay Equity Group is pleased to release two reference guides: the 2019 Developments in Pay Equity Litigation Report and the 3rd Annual 50-State Pay Equity Desktop Reference
Today, April 2, 2019, is Equal Pay Day. As we reflect on the developments in equal pay laws and litigation in the past year, we continue to see a legal landscape that is rapidly evolving.
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California Attempts to Clarify Salary History Ban Legislation

By Jeffrey A. Wortman, Christopher Im
July 23, 2018
Seyfarth Synopsis: California Governor Brown signed into law yesterday Assembly Bill No. 2282 to clarify previously passed legislation that prohibits inquiries into an applicant’s salary history. Read on for a recap of Assembly Bill No. 2282.
When AB 168 was signed into law in October 2017, California prohibited employers from asking job applicants for “salary history information.” Under this legislation, California employers must provide “applicants” with the “pay scale” for a position upon “reasonable request.” The law was rather unclear, however, about what each of these three terms meant. On July 18, 2018, Governor Brown signed new legislation, Assembly Bill 2282, designed to clarify those terms and other items in AB 168.
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New Governor, New Result: New Jersey Legislature Passes Pay Equity Bill

By: William P. Perkins, Camille Olson, Annette Tyman, Christine Hendrickson, Howard M. Wexler, Lisa Savadjian, and Meredith-Anne Berger

April 2, 2018

Seyfarth Synopsis: On March 26, 2018, the New Jersey Legislature passed Senate Bill 104, entitled the “Diana B. Allen Equal Pay Act,” an act modifying the Law Against Discrimination to promote equal pay for all protected classes under the LAD rather than being limited to gender.  Governor Phil Murphy is widely expected to sign the measure into law, which is set to become effective July 1, 2018.

New Jersey passed an all-encompassing new pay equity law.  The bill, S 104, was first introduced in Committee on January 9, 2018.  Because Governor Murphy recently issued an Executive Order requiring equal pay in state agencies, he is expected to continue the momentum began in the Legislature and sign the bill into law.

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Recent Pay Equity Cases Show That Such Cases Are Ill-Suited For Class Treatment

By: Jeffrey Wortman and Maria Papasevastos

January 29, 2018

Seyfarth Synopsis: Over the past few years we have seen groundbreaking changes to equal pay laws across the country and this trend does not seem to be slowing down.  Pay equity litigation is also on the rise and we are now seeing more pay equity cases come into the spotlight, including putative class actions brought on behalf of groups of employees.  Some recent examples include Ellis v. Google, Inc., No. CGC-17-561299 (Cal. Sup. Ct. Sept. 14, 2017), which we reported on here, and Knepper v. Ogletree, Deakins, Nash, Smoak & Stewart, P.C., No. 3:2018-cv-00304 (N.D. Cal. Jan. 12, 2018), which we discuss in this post.  An overarching question we have to ask, however, is whether these types of pay equity cases are really appropriate for class treatment given the individualized inquiries that are necessary when analyzing pay differences.  We believe they are not.

The Knepper Case

Knepper v. Ogletree, Deakins, Nash, Smoak & Stewart, P.C., No. 3:2018-cv-00304 (N.D. Cal. Jan. 12, 2018) is the latest in a wave of putative class actions alleging pay equity claims.  In Knepper, a non-equity shareholder of the law firm Ogletree, Deakins, Nash, Smoak & Stewart, P.C. (“Ogletree”) alleges that “Ogletree’s female shareholders face discrimination in pay, promotions, and other unequal opportunities in the terms and conditions of their employment.”  Complaint ¶ 3.  Plaintiff asserts nine causes of action against Ogletree, including discrimination and retaliation claims under Title VII, the federal Equal Pay Act, the California Fair Employment and Housing Act, and the California Equal Pay Act (as amended by the Fair Pay Act), as well as a California Business and Professions Code claim and a claim under the California Private Attorneys General Act.  Plaintiff purports to bring these claims on behalf of all similarly situated Ogletree female non-equity shareholders.  While the complaint and this type of lawsuit will undoubtedly involve a number of strategic determinations and possible defenses, this post is limited to a general discussion of the appropriateness of class treatment for pay equity claims of this type. 

To view the full post, click here.

California’s Salary History Ban Goes Into Effect But With A Twist

By: Annette Tyman, Christine Hendrickson, Kristina M. Launey, and Chantelle C. Egan

December 28, 2017

Seyfarth Synopsis: Effective on January 1, 2018, California’s new salary history ban law will prohibit inquiries about an applicant’s salary history and will create an affirmative obligation to disclose a “pay scale” upon an applicant’s “reasonable request.”

In less than a week, on January 1, 2018, California’s new law prohibiting employers from relying on prior salary as a factor in setting compensation goes into effect. The law extends to public and private employers, as well as their agents, who will no longer be able to seek information about an applicant’s “compensation and benefits.”
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Back To The Drawing Board: California Court Rejects Pay Equity Claims Against Google, Holding That Class Of "All Women Employed By Google In California” Is “Overbroad” 

By: Matt Gagnon, Christine Hendrickson, Kristina Launey, Annette Tyman, and Jeffrey A. Wortman

December 8, 2017

Seyfarth Synopsis:  A California court recently rejected sweeping pay equity class allegations against Google, holding that the plaintiffs had failed to plead a common policy or practice that would tie together claims of wage discrimination on behalf of “all women employed by Google in California.” Plaintiffs are – for now – sent back to the drawing board. Only time will tell whether they can allege enough support to salvage their massive class, or if they will be forced to narrow their case to account for the variations in Google’s workforce.
On December 4, 2017, the California Superior Court overseeing the high-profile pay equity class action against Google issued an order dismissing the plaintiffs’ complaint and striking their class allegations. This is an important decision because it identifies a fundamental pleading issue that will need to be litigated – defining an ascertainable class in pay equity class actions.
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"Naming and Shaming” Bill is Dead: California Governor Rejects Gender Pay Posting Requirement 

By: Annette Tyman, Christine Hendrickson, and Chantelle C. Egan

October 20, 2017

Seyfarth Synopsis: California’s governor recently vetoed the Gender Pay Gap Transparency Act (AB 1209), which would have required California employers to produce pay data, without consideration of legitimate reasons for differences in pay, to the Secretary of State, who then would have publicly published the data on the internet. 

Employers can breathe a little easier with California Governor Jerry Brown’s veto of California’s proposed data transparency legislation — the Gender Pay Gap Transparency Act (AB 1209).
To view the full post, click here.


Third Time’s The Charm For California Salary History Ban Legislation

By: Christine Hendrickson and Chantelle C. Egan

October 12, 2017

Seyfarth Synopsis: After two previous failed attempts, California joins seven other U.S. jurisdictions to prohibit inquiries into an applicant’s salary history.  Read on for a recap of the new law.  

With Governor Jerry Brown signing AB 168 into law today, California joins Delaware, Puerto Rico, Oregon, Massachusetts, New York City, Philadelphia (currently pending legal challenge), and its own city of San Francisco in prohibiting employers from asking job applicants for “salary history information.” This term includes both compensation and benefits.

To view the full post, click here.

UPDATE: New York City Commission on Human Rights Releases Additional Guidance and FAQs on the New York City Salary History Law

By: Christine Hendrickson, Lisa L. Savadjian, Cameron A. Smith, and Courtney Stieber

October 12, 2017

Seyfarth Synopsis: The New York City Commission on Human Rights (the “Commission”) recently issued additional guidance in the form of “Frequently Asked Questions” on the Salary History Law that goes into effect on October 31, 2017.  

New York City’s Salary History Law goes into effect on October 31, 2017.  It will prohibit covered employers from inquiring about a candidate’s salary history, or relying on the salary history of candidates when determining their salary, benefits, or other compensation.  For more information regarding the law, see our prior alerts herehere, and here

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San Francisco’s Salary History Ban “Finally Passes” After Two Rounds of Votes

By: Christine Hendrickson, Pamela Devata, Annette Tyman, Chantelle Egan and Stacey Blecher

July 13, 2017

Seyfarth Synopsis: San Francisco is likely to be the next jurisdiction to prohibit employers from asking job applicants about wage history.  If signed by the Mayor, as expected, the law will go into effect on July 1, 2018 (with attendant penalties to take effect on January 1, 2019).

On July 11, 2017, the Board of Supervisors for the City and County of San Francisco (the “City”) passed the “Parity in Pay Ordinance,” prohibiting employers from inquiring about a job applicant’s salary history. 

To view the full post, click here.

The Pay Equity March on the West Coast Begins: Oregon Signs Expansive Equal Pay Law and San Francisco Considers Salary History Ban

By: Christine Hendrickson, Annette Tyman, Pamela Vartabedian, Michael Childers, and Chantelle Egan

June 8, 2017

Seyfarth Synopsis: The West Coast is turning back to pay equity. Last year, California led the charge and became the first state to adopt a more onerous pay equity law. The East Coast then joined, with stringent pay laws enacted in New York, Massachusetts, and Maryland and prior salary bans enacted in NYC, Massachusetts, Philadelphia (under challenge), and Puerto Rico.

The West Coast returns.  In the past week, Oregon’s Governor signed into law a sweeping new pay equity law and San Francisco introduced a salary history ban.

To view the full post, click here.

UPDATE: The Trend Continues: NYC Passes Salary History Ban

By: Lisa Savadjian, Christine Hendrickson and Annette Tyman

May 5, 2017

Seyfarth Synopsis: On May 4, 2017, New York City Mayor Bill de Blasio signed into law the long awaited ban on employers inquiring about a prospective job applicant’s prior salary history. The law will go into effect in 180 days on October 31, 2017. 

Halloween just got a little spookier for employers.  
Yesterday, May 4, 2017, New York City Mayor Bill de Blasio signed into law the legislation that bans New York City employers from inquiring about or seeking the salary history of job applicants. See our previous alert about the proposed law here. The law will go into effect on Halloween, October 31, 2017. While the wording of section 2 of the law may suggest that the City Commission on Human Rights must issue regulations before the law can take effect, both the Mayor and the Commission issued statements indicating that the effective date will be 180 days from the Mayor’s signature. 
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Businesses Challenge Philadelphia Law Prohibiting Inquiry into Prospective Employee's Wage History

By: Patrick J. Bannon, Christine Hendrickson, Pamela Q. Devata, Meredith-Anne Berger and Stacey Blecher

April 25, 2017

Seyfarth Synopsis: Businesses banded together to challenge, on First Amendment and Due Process grounds, the pay equity Ordinance which would ban inquiries into prospective employees’ prior salaries.  The Ordinance, which was set to go into effect on May 23, has been stayed until the pending motion for preliminary injunction is decided.

Following Philadelphia’s passage of a pay equity Ordinance that prohibits inquiries into salary history (on which we previously reported here), businesses are challenging the Ordinance.  The law was slated to go into effect on May 23, 2017, but on April 6, 2017, the Chamber of Commerce for Greater Philadelphia (the “Chamber”) filed a federal lawsuit seeking to enjoin the law on numerous grounds discussed below.  On April 19, 2017, the United States District Court for the Eastern District of Pennsylvania entered a stipulated order that stays the effective date of the new law until resolution of the motion for preliminary injunction. .  

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Pay Equity: New San Francisco Legislation Would Ban Employers From Seeking Salary History

By: Chantelle Egan and Pamela Vartabedian
April 19, 2017

Seyfarth Synopsis: San Francisco may be the next jurisdiction to prohibit employers from asking job applicants about wage history. 

San Francisco appears to be jumping on the bandwagon of its East Coast brethren by banning employers from considering the wage history of job applicants. On the heels of the passage of a similar salary ban in New York City and a new California state law prohibiting employers from relying on prior salary alone to justify differences in pay, San Francisco is considering removing prior salary information from the job application process entirely.  

To view the full post, click here.

Equal Pay Day 2017: Introducing Seyfarth's 50-State Pay Equity Desktop Reference

By: Chrisitne Hendrickson, Annette Tyman, Hillary Massey and Monica Rodriguez
April 4, 2017

Seyfarth Synopsis: Today, April 4th, is Equal Pay Day. In commemoration, Seyfarth's Pay Equity Group is introducing a 50-State Pay Equity Desktop Reference.

Pay Equity may be on the minds and lips of your employees today, as today is Equal Pay Day.

Equal Pay Day originated more than 20 years ago as a public awareness event to symbolize how far into the year women must work to earn what men earned in the previous year.  While we’ve previously examined the basis of the statistic that underlies the event, there is no doubt that pay equity has become a high priority for employers, as administrative agencies and a patchwork of states have aggressively moved to address pay equity and enforcement.  What used to be a sleepy, little-discussed event has now become major news.

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Money Talks: NY DOL Adopts Regulations on Employee Discussion of Wages

By: Robert S. Whitman and Samuel Sverdlov
February 23, 2017

Seyfarth Synopsis: New regulations from the NY Department of Labor clarify employers’ ability to limit employees’ discussion of wages.

The New York Department of Labor has promulgated regulations that permit employers to place “reasonable” limitations on employees’ discussion of their wages. The regulations, issued February 1, 2017, provide that such limitations are permissible if they are contained in a written policy and are “justified without reference to the content of the regulated speech, narrowly tailored to serve a significant interest, and leave open ample alternative channels for the communication of information.” 

To view the full post, click here.

EEOC’s Acting Chair Victoria Lipnic Comments on Equal Pay Laws and the Modified EEO-1 Report

By: Annette Tyman, Christine Hendrickson and Anne Dana
February 14, 2017

Employers across the county have been closely monitoring the legal landscape for signs of the changes that the business community is expecting from President Trump’s administration.  We have previously provided insights as to potential changes here and here.  One of the most talked about areas is the U.S. Equal Employment Opportunity Commission’s enforcement of equal pay laws and the modified annual Employer Information Report (EEO-1).  On February 9th, Seyfarth Shaw had the pleasure of hosting EEOC Acting Chair Victoria Lipnic, who spoke to a packed room, along with Seyfarth’s own Jerry Maatman who debuted the 13th Annual Workplace Class Action Report

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UK Gender Pay Gap Reporting - The Last Chance Saloon

By: Peter Talibart and Paul Whinder

February 8, 2017

The final version of the draft Gender Pay Gap Regulations have now been published and are expected to come into force on 6 April 2017. The latest version of the Regulations set out a number of changes from the previous version which we reported on in our December alert. We have highlighted the key differences below, and recapped the new rules. The date on which pay information is taken has now been brought forward from 30 April to 5 April, so UK employers now have just a few weeks to review their data and make any changes.

To view the full post, click here.

Pay Equity Joins the Big Game: Commercial Tackles Pay Equity at the Super Bowl

By: Christine Hendrickson, Annette Tyman, Chantelle Egan and Pamela Vartabedian
February 7, 2017

Pay equity is officially prime time. For some, the Super Bowl is a long-awaited football championship game. But, for others, the Super Bowl is all about the commercials. For a price tag of upwards of $5 million dollars, advertisers are afforded global access to well over 100 million viewers, and commercials on football’s biggest day are often cultural markers of the relevant social issues of the time. This year, Audi’s Super Bowl advertisement, which ends by blazing across the screen the statement “Audi of America is committed to equal pay for equal work. Progress is for everyone,” adds pay equity to the list of social issues cemented in Super Bowl commercial famedom.
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New Jersey Fails to Override Veto on Salary History Inquiry Ban, and Proposes Two New Pay Equity Bills, With Another Pending in the Senate

By: Annette Tyman, Christine Hendrickson and Meredith-Anne Berger
January 27, 2017

As uncertainty looms at the federal level as to the approach the Trump Administration will take with respect to pay equity, the focus on pay equity continues at the state level. 
To view the full post, click here.

UPDATE: Philadelphia Enacts Law Prohibiting Inquiry Into a Prospective Employee's Wage History

By: Pamela Q. Devata, Robert T. Szyba, Stacey L. Blecher & Christine Hendrickson
January 27, 2017

The Philadelphia City Council recently passed Bill No. 160840, amending Title 9 of The Philadelphia Code by adding wageequity measures to Philadelphia’s Fair Practices Ordinance, which was initially passed in 2011 to prohibit employers from inquiring as to non-conviction arrests and has since been expanded to include ban the box restrictions and mandatory poster requirements (see our prior coverage here and here). The amended Ordinance prohibits employers (and employment agencies) from inquiring about a prospective employee’s wage history. Retaliation against a prospective employee for refusing to respond to such an inquiry is also prohibited, as long as no federal, state, or local law specifically authorizes the disclosure of wage history in connection with employment.
To view the full post, click here.

Mississippi Reps Propose Pay Equity Law

By: David Wadsworth
January 27, 2017

Continuing the recent trend in equal pay legislation, four representatives of the Mississippi Legislature introduced House Bill No. 9 earlier this month. Known as the “Evelyn Gandy Fair Pay Act” (named after the first woman to be elected as Lieutenant Governor of Mississippi), the bill seeks to “prohibit wage discrimination against women.”  
To view the full post, click here.

Pay Equity Extends to Race, Ethnicity, Without Banning Salary Inquiries

By: Kristina M. Launey & Marjorie Soto
October 27, 2016

Recent state pay equity initiatives (in MassachusettsNew JerseyNew York) have focused on gender. California is different. Leave it to the state that last year passed the nation’s strictest pay equity law as to gender to take it up another notch.  SB 1063, dubbed the “Wage Equality Act of 2016,” extends last year’s Fair Pay Act amendments to Labor Code section 1197.5 to cover unequal pay as to race and ethnicity. Thus, effective January 1, 2017, California employers must not pay employees a wage rate less than the rate paid to employees of a different race or ethnicity for substantially similar work. (Read our prior alert for a description of the Act’s requirements and prohibitions.) Meanwhile, newly enacted AB 1676 will prohibit employers from using an employee’s prior salary as the sole basis to justify a pay disparity. In the process, however, California has declined to follow the Massachusetts example of forbidding employer inquiries into an applicant’s prior salary.
To view the full post, click here.

White House Announces Equal Pay Pledge for Private Employers as Part of Its United State of Women Summit

By: Annette Tyman and Meredith Bailey
June 15, 2016

The White House announced a new Equal Pay Pledge for private sector companies as part of yesterday’s “United State of Women Summit” in Washington, D.C.  The Pledge is one of several initiatives announced at the Summit intended to tackle “gender-based discrimination” in the workplace.
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Maryland Passes One of Nation’s Most Expansive Equal Pay Laws

By: Annette Tyman, Katherine Mendez, and Christopher W. Kelleher
May 24, 2016

Maryland has joined states such as California and New York by passing one of the country’s most aggressive equal pay laws. Governor Hogan signed Senate Bill 481 (cross- filed with House Bill 1003) on Thursday, May 19, 2016.  The law will go into effect in October.
To view the full post, click here.

Governor Christie Conditionally Vetoes New Jersey’s Pay Equity Bill

By: Maria Papasevastos and Nadia Bandukda
May 5, 2016

On Monday, Governor Chris Christie conditionally vetoed proposed amendments to the New Jersey Law Against Discrimination concerning equal pay for women in the workplace. As we reported previously, both the Assembly and Senate passed a bill that would impact New Jersey employers by making it an unlawful employment practice for an employer to discriminate on the basis of gender under a “substantially similar work” standard.  The bill also would have allowed employees to be compared even if they do not work in the same establishment, with no geographic limitation; and, unlike other recently-enacted fair pay laws in New York and California, would have permitted unlimited back pay.
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Pay Equity Communications (AKA: What do I say?)

By: Kristina M. Launey with Christine Hendrickson
April 14, 2016

Every time a client asks “what do I say” in response to employee inquiries about what the client’s company is doing to ensure fair pay, Justin Bieber’s song “What do you Mean” starts playing in my head as “What do I Say.” Luckily, while I am certainly not a Belieber, I find the song catchy rather than annoying, and appropriately thought-provoking.
To view the full post, click here.

New DLSE FAQs: Unequal Guidance On Equal Pay Law

By: Jonathan L. Brophy & Monica Rodriguez
April 7, 2016

As Seyfarth has reported previously here, as of January 1, 2016, California has one of the most aggressive pay equity laws in the country. On April 6, 2016, California’s Division of Labor Standards Enforcement issued a “Frequently Asked Questions” on the California Equal Pay Act, as strengthened by enactment of the California Fair Pay Act of 2015.
To view the full post, click here.

High Profile Pay Equity “Champions”: U.S. Women’s Soccer Players File EEOC Wage Discrimination Charge

By: Kristina Launey and Annette Tyman
March 31, 2016

Today five members of the reigning World Cup and Olympic champion U.S. Women’s national soccer team filed a complaint with the Equal Employment Opportunity Commission (EEOC) alleging wage discrimination.  In the EEOC charge, the players contend that even though the women’s team is the driving economic force for U.S. Soccer, its players are paid far less than their counterparts on the men’s national team.  The players filing the complaint are some of the highest profile and most decorated: co-captains Carli Lloyd and Becky Sauerbrunn, forward Alex Morgan, midfielder Megan Rapinoe and goalkeeper Hope Solo, acting on behalf of the entire women’s team, saying they are all employees of U.S. Soccer through their national team contracts.
To view the full post, click here.

New Jersey Legislature Fist Pumps for Pay Equity

By: Maria Papasevastos and Nadia Bandukda
March 17, 2016

On Monday, the New Jersey Assembly approved a pay equity bill that would amend the New Jersey Law Against Discrimination to strengthen protections against pay discrimination in the workplace.
To view the full post, click here.

Pay Equity Legislation: Not Just Gender Anymore

By: Kristina M. Launey
February 18, 2016

From high profile cases in Hollywood to the Silicon Valley, to high-profile legislation, gender pay equity has been top of the news in the past year.  On January 1, 2016, the California Fair Pay Act — widely publicized as the toughest (gender) pay equity law in the nation — became effective.  Other states (Massachusetts, New Jersey, New York) and even the EEOC have since pursued similar action, through various means.  Just as companies are struggling to get a handle on the new gender pay equity requirements, the California Legislature (not unexpectedly) is looking to expand the law further.
To view the full post, click here.

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