Business Law

Business Law News 2017, ISSUE 1

Nine Key Labor Code Modifications Under California’s Fair Pay Act

Jennifer Rubin and Audrey Nguyen

Jennifer Rubin, a Partner in Mintz Levin’s Employment, Labor and Benefits Practice, focuses her bi-coastal practice on meeting the increasingly complex employment needs of executives of public and private corporations. She leverages her twenty-seven years of experience as a trial lawyer to help clients craft business solutions to legal problems.

Audrey Nguyen recently joined Mintz Levin’s Employment, Labor & Benefits Practice, and supports that practice with respect to counseling, employment litigation, and other regulatory matters.

California’s Fair Pay Act (CFPA), which became effective on January 1, 2016, is one of the broadest statutes addressing wage discrimination in the country.1 It prohibits employers of all sizes from paying an employee wages less than those paid to member(s) of the opposite sex who perform "substantially similar" work.2 It also prohibits employers from using sex—and, as a result of more recent amendments, race, ethnicity, and previous wage history—as a basis for wage disparities in the work-place.3

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