When we last checked in on AB 1209, the Gender Pay Gap Transparency Act, the proposed legislation was making its way through the California Senate. After making a few key amendments, the Senate passed the bill on September 7, 2017. The California Assembly approved the amendments on September 11, 2017, and now the fate of AB 1209 lies in the hands Governor Jerry Brown. READ MORE
Katie Briscoe is an associate in Orrick’s Employment Law Group in the Sacramento office.
Katie has experience defending employers against a variety of claims, including discrimination, harassment, retaliation, failure to accommodate, and wage and hour violations. She also has assisted clients in resolving employment disputes prior to litigation. Katie has counseled employers regarding their policies and decision-making to ensure compliance with California law.
Prior to joining Orrick, Katie was an employment law and litigation associate at Nossaman LLP. Katie earned her J.D. from the University of California, Davis School of Law, where she graduated Order of the Coif.
Posts by: Katie Briscoe
Just less than a year ago, California adopted the Fair Pay Act (“FPA”), which took effect on January 1, 2016 and created some of the strongest equal pay protections in the nation. On September 30, 2016, Governor Jerry Brown signed two bills that expand the law even further.
As California employers adjust to recent amendments to the state’s Equal Pay Act, additional changes are looming. As we reported here, last year, California adopted the Fair Pay Act, which provides new pay equity provisions related to employees of the opposite sex. Those amendments took effect on January 1, 2016. Now, California lawmakers are setting their sights on pay disparities based on race and ethnicity. On February 16, 2016, California Senator Isadore Hall III (D-South Bay) introduced Senate Bill 1063, known as the Wage Equality Act of 2016 (“SB 1063”), which seeks to expand pay equity requirements beyond sex to include race and ethnicity.