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Tate, E. (2015). California Raises Bar for Employers Again: Gender Pay Bias Claims Set to Take Off With New Gender Pay Equity and Anti-Discrimination Law. Venulex Legal Summaries, 1-2.

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Tate (2015) evaluates recent changes to the equal pay laws and the impact it may have on employers. California’s equal pay law, Labor Code Section 1197.5, prohibits payment of lower wages to ‘‘employees of the opposite sex in the same establishment for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions. This law however has been amended in three various ways. The first change involves the expansion of the range of jobs that can now be subjected to gender pay discrimination. The second change requires that the employer has the burden of proof to establish if any pay differences are based on non-discriminatory factors, and that the non-discriminatory factors account for the entire wage difference. Other changes include the file retention was raised from two years to three years. This article is interesting since it actually talks about the fact that the law is changing to hold employers accountable for any discriminatory pay differential.