The California Equal Pay Act is far from new. However, it has recently seen some major amendments under Governor Jerry Brown. These changes have aimed at establishing true equality regarding employee pay.
What are the terms of the act?
Wage and hour law prohibits California employers from paying any of their workers less than they pay others. For example, an employer cannot pay female employees less for the same work that their male employees provide.
The Act also applies to any discrimination directed against those of other races, ethnicities, religions or sexual preferences. The idea is to prevent any discrimination from taking place that rewards employees for possessing certain “desirable” traits while penalizing others for lacking them.
The criteria for employment must be the sheer ability of a person to perform the tasks and duties assigned to them. They cannot be rewarded or penalized under any other conditions but these.
Employee rights under the equal pay act
California wage and hour laws require that the terms of the Equal Pay Act be met in full. These are terms that mandate equal treatment for all employees who are covered under these laws.
For example, all requirements mandated by the recent raising of the minimum wage must be met for all employees. Likewise, state laws regarding mandatory breaks must be adhered to. Any employers who violate these rights can be penalized.
You also have the right to receive overtime pay if you have worked more than eight hours within a day. This also applies if you have worked more than 40 hours per week. Overtime will be calculated as one and one-half times your regular hourly pay rate. You must receive double time if you work more than 12 hours in a single day.
These and other rights have been guaranteed to all employees working at public and state establishments in California. If you feel your rights have been violated, either in part or in full, you have the right to file a claim.