310-776-3590
Equal Pay Act & Fair Pay Act Attorneys Beverly Hills & Rancho Cucamonga, CA
The lawyers at Mehtani Law Offices, P.C. regularly handle cases involving the California Fair Pay Act or Federal Equal Pay Act.
The California Fair Pay Act, which was passed in 2016, expanded and strengthened the existing California Equal Pay Act in several respects. Under current law, employers are required by the California Fair Pay Act to pay people of different genders, races and ethnicities equally for “substantially similar work” (the old standard prior to 2016 was “equal work”). “Substantially similar work” refers to work that is similar in skills, effort, and responsibility, and performed under similar working conditions.
Prior to the passage of the Fair Pay Act, many employers emphasized that they would offer “equal pay for equal work”, which led to pay disparities between job types that were extremely similar, but not identical. For example, historically “maids/housekeepers” in hotels were positions filled by women, while “engineers” in hotels were filled by men.
Engineers typically were paid more than maids/housekeepers, even though the two positions required substantially similar work. Under the old law, that was acceptable, but not under the new law. Now, the courts look to various factors to determine if the work is “substantially similar” when evaluating pay disparity claims.
California Fair Pay Act
The California Fair Pay Act also prohibits retaliation against employees who seek to enforce the law. Employers also cannot stop employees from discussing or inquiring about their wages or the wages of others.
You should contact Mehtani Law Offices, P.C. at 310-776-3590 or send us a message if you feel you are not being paid equal to others of different gender, race or ethnicity without a truly legitimate justification.
The lawyers at Mehtani Law Offices, P.C. regularly handle cases involving the California Fair Pay Act or Federal Equal Pay Act.
The California Fair Pay Act, which was passed in 2016, expanded and strengthened the existing California Equal Pay Act in several respects. Under current law, employers are required by the California Fair Pay Act to pay people of different genders, races and ethnicities equally for “substantially similar work” (the old standard prior to 2016 was “equal work”). “Substantially similar work” refers to work that is similar in skills, effort, and responsibility, and performed under similar working conditions.
Prior to the passage of the Fair Pay Act, many employers emphasized that they would offer “equal pay for equal work”, which led to pay disparities between job types that were extremely similar, but not identical. For example, historically “maids/housekeepers” in hotels were positions filled by women, while “engineers” in hotels were filled by men.
Engineers typically were paid more than maids/housekeepers, even though the two positions required substantially similar work. Under the old law, that was acceptable, but not under the new law. Now, the courts look to various factors to determine if the work is “substantially similar” when evaluating pay disparity claims.
Contact our Equal Pay Act & Fair Pay Act Attorneys in Beverly Hills & Rancho Cucamonga, CA
The California Fair Pay Act also prohibits retaliation against employees who seek to enforce the law. Employers also cannot stop employees from discussing or inquiring about their wages or the wages of others.