Los Angeles partner Mark Terman spoke with SHRM Online for a Q&A session on California’s New Fair Pay Law, which takes effect January 1, 2016. The law mandates that male and female employees doing “substantially similar” work be paid the same wages, unless employers can demonstrate that certain factors such as seniority, a merit system, education, training, experience or productivity account for gender disparities.

Mark gave his insight into best practices to comply with this new law and explained that, “through this process, patterns will emerge and you’ll see that some compensation for some positions is grouped closely and some may be wildly different.”  Mark also provided advice on how companies can protect themselves from later claims, including conducting internal audit/assessment with attorney work-product/attorney-client communications privilege protections.

Click here to read, “Q&A: How to Ensure Compliance with California’s New Fair Pay Law.”