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4 October 2022

Governor Newsom Imposes Greater Pay Transparency Requirements On California Employers

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BakerHostetler

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Recognized as one of the top firms for client service, BakerHostetler is a leading national law firm that helps clients around the world address their most complex and critical business and regulatory issues. With five core national practice groups — Business, Labor and Employment, Intellectual Property, Litigation, and Tax — the firm has more than 970 lawyers located in 14 offices coast to coast. BakerHostetler is widely regarded as having one of the country’s top 10 tax practices, a nationally recognized litigation practice, an award-winning data privacy practice and an industry-leading business practice. The firm is also recognized internationally for its groundbreaking work recovering more than $13 billion in the Madoff Recovery Initiative, representing the SIPA Trustee for the liquidation of Bernard L. Madoff Investment Securities LLC. Visit bakerlaw.com
On Sept. 27, Gov. Gavin Newsom signed into law Senate Bill (SB) 1162. As previously reported, SB 1162 significantly expands pay reporting and disclosure requirements for most California employers.
United States California Employment and HR

On Sept. 27, Gov. Gavin Newsom signed into law Senate Bill (SB) 1162. As previously reported, SB 1162 significantly expands pay reporting and disclosure requirements for most California employers.

Effective Jan. 1, 2023, California employers must disclose pay ranges in job postings and make pay scale information available to current employees upon reasonable request. The law also extends the California Labor Code's retention rules to require employers to maintain records of the job title and wage history for each employee for the duration of the employee's employment and for three years following separation.

California employers must prepare for submission of an annual pay data report with new categories of mandatory pay data, including the median and mean hourly rates for each combination of race, ethnicity and gender within each specified job category. Employers with 100 or more workers engaged through labor contractors must submit a separate pay data report. The first report is due May 10, 2023 and must include pay data for this calendar year.

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