December 17, 2015
On January 1, 2016, employers in California can once again anticipate new and heightened scrutiny of their pay practices under the latest amendments to the California equal pay laws, known as the Fair Pay Act. The Fair Pay Act ushers in what is widely viewed as one of the most stringent equal pay laws in the country. Among other things, the new law broadens the focus of pay claims from employees performing “equal work” to employees performing “substantially similar work,” and arguably removes other salient limitations on the reach of the law. The amendments will touch on pay practices, including starting pay, pay increases, bonuses and other forms of compensation on a broad scale. New York has followed suit with the Achieve Pay Equity Bill, which similarly broadens the equal pay law in New York. The laws are not identical, however, and employers operating in California and New York—including national employers with operations in those states—must prepare themselves for the challenges these laws will bring.
In this presentation, we address these challenges and opportunities faced by California and New York employers as a consequence of the new laws as well as present practical advice on how to prepare for those challenges.
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PANELISTS:
Michele Maryott — Michele Maryott is a partner in the Orange County office of Gibson Dunn. Ms. Maryott’s practice focuses on employment litigation, class actions and complex commercial disputes. She has litigated a wide range of labor and employment matters, including defending employers against wage-and-hour and discrimination class actions, and retaliation, sexual harassment, wrongful termination and whistleblower claims in federal and state courts as well as in administrative proceedings and arbitrations.
Rachel Brass — Rachel S. Brass is a partner in the San Francisco office of Gibson Dunn. Her practice focuses on labor, employment and antitrust class actions and appellate litigation. She has successfully represented companies in single plaintiff and class action Title VII, ADA, FEHA and Unruh Act discrimination claims, and in wage and hour class actions.
Gabrielle Levin — Gabrielle Levin, who was elected partner effective January 1, 2016, practices from the New York office of Gibson Dunn. Ms. Levin’s practice focuses on representing corporate clients in employment, securities, and general litigation matters. She has extensive experience representing employers in SOX and Dodd-Frank whistleblower actions, and regularly defends employers in employment cases in New York courts.