The California Department of Fair Employment and Housing (DFEH) recently announced a new affirmative effort to detect and correct violations of the Fair Chance Act (FCA)—California’s ban-the-box law—by using online technology to identify words and phrases in job advertisements that violate the FCA. The FCA was first enacted on January 1, 2018, to prohibit employers with five or more employees from asking job candidates about their conviction history before making them a job offer.
Known as SB 973, the law requiring California employers with more than 100 nationwide employees to submit certain wage information to the state was signed into law in September with the first annual reporting deadline set for March 31. Businesses covered by the law must submit W-2 wage information and hours worked for their California employees according to sex, race, ethnicity and job category within 12 specified pay bands.
In a recent article in Law360, McDermott partner Elvira Kras and others discuss five questions being asked about the Golden State’s new pay data reporting mandate.
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