Business Law
Business Law News 2017, ISSUE 1
Content
- Automated Vehicles: Usdot Issues New Policy on Development and Deployment of Automated Vehicle Technologies
- Bln Editorial Board: Message from the Editor
- Business Law News Editorial Team
- Executive Committee: Message from the Chair
- Executive Committee of the Business Law Section 2016-2017
- How Legal Settlements and Judgments are Taxed
- Standing Committee Officers of the Business Law Section 2016-2017
- Table of Contents
- The Ninth Circuit's Employee "Password Sharing" Decision Applying the Computer Fraud and Abuse Act
- Nine Key Labor Code Modifications Under California's Fair Pay Act
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