Gender pay gap grows in California
Central Valley Business Journal
The gap between what men and women earn is growing in California, despite the focus it has received recently.
According to data released this month by the Bureau of Labor Statistics, California women who were full-time wage and salary workers had median usual weekly earnings of $775, or 84.8 percent of the $914 median usual weekly earnings for their male counterparts in 2015.
The women’s to men’s earnings ratio in California decreased 4.5 percentage points from the previous year BLS Assistant Commissioner for Regional Operations Richard Holden noted.
At 84.8 percent, the ratio in California is better than the national percentage of 81.1 percent nationally.
In California, the ratio of women’s to men’s earnings has ranged from a low of 82.9 percent in 2001 to a high of 90.2 percent in 2005, the agency said. That gender pay gap equates to a $7,000 loss annually for women and was the widest since 2002.
SAN JOAQUIN DELTA COLLEGE Workforce Training Institute Workshops & Programs for Adults Presents
GED TEST PREPARATION Taught in Spanish
February 6 – March 8, 2017
Mondays & Wednesdays
No Class on February 20, 2017
6:00 p.m. – 9:00 p.m.
March 27 – April 24, 2017
The tests of General Educational Development (GED) provide an alternative option for obtaining the equivalent of a high school diploma. The GED is accepted by colleges, universities, and
employers because they recognize the GED test as a rigorous examination equal to or exceeding high school performance.
This not-for-credit instructional GED program prepares students to pass the 2014 GED® test modules:
Reasoning through Mathematical, Science, Language Arts and Social Studies. Students will be given a number of diagnostic, practice, and simulated GED exams in the classroom.
Workshop Requirements: Student must be 18 years of age or older. Bring a pen or pencil, highlighter, and paper to each class.
Note: This workshop does not include the official GED test. The GED test must be taken for a fee at a GED test center, such as your local School for Adults or the San Joaquin County Office of Education.
In person: Locke 107
Phone: (209) 954-5045
2017 Employment Law Update and Training
- Employee Handbooks – Employee handbooks and policies should be reviewed annually to ensure that they accurately reflect the current state of the law and your operations. In addition, information about various laws must be included in employee handbooks, including, but not limited to, information about pregnancy leave rights and FMLA/CFRA leave rights.
Job Descriptions – Employers are well advised to review and make all appropriate changes to the job descriptions for each position on an annual (or more frequent) basis to ensure that the descriptions are thorough and accurate based upon the current needs of the operation and revisions to the law. Job descriptions are essential for many aspects of the employment relationship, including, but not limited to, recruiting, conducting effective evaluations and evaluating company options when faced with injured employees.
Exempt Status Employees – There are specific requirements that employees must meet to qualify for exempt status. As the needs of your business change, so do the tasks that you require of your employees. In addition, the 2017 increase to minimum wage for employers with 26 or more employees changed the minimum amount required to be paid to exempt employees. Employers should examine the exemptions they rely upon to ensure that all exempt employees still qualify for exempt status, as improper classification can result in claims for damages and penalties for unpaid overtime.
Sexual Harassment and Abusive Conduct Prevention Training – California employers who employ 50 or more employees must comply with the requirements of Government Code § 12950.1, which mandate both sexual harassment and “abusive conduct” aka “bullying” training. Covered employers must provide 2 hours of training to managers and supervisors within 6 months of hire or promotion. Existing managers and supervisors must receive training every 2 years. I provide this training for a number of my clients and would be happy to do so for you as well.
Posters and Wage Orders – Employers are required to post, in an area frequented by employees, current notices about federal and state laws, as well as all applicable California Industrial Welfare Commission Wage Orders.
- A list of all of the required California postings can be found at: http://www.dir.ca.gov/wpnodb.html
- The following link can be used to comply with the posting requirements imposed by Federal law: http://www.dol.gov/elaws/posters.htm
- The California Industrial Welfare Commission Wage Orders can be found at: https://www.dir.ca.gov/iwc/wageorderindustries.htm
- Various entities provide posters with the required notifications, including Cal Chamber. The website for the Cal Chamber posters is: http://store.calchamber.com/10032178-mastpost/products/posters/california-labor-law-posters
Labor Code § 2810.5 Notice – Labor Code § 2810.5 requires employers to provide written notice to employees of basic information about the employer, workers’ compensation insurance, and the employee’s wages. The DLSE’s form notice can be found at: http://www.dir.ca.gov/dlse/LC_2810.5_Notice.pdf
OSHA – California’s Occupational Safety and Health Act requires employers to keep a log and summary of work-related injuries and illnesses. Employers must also post Form 300A (or the equivalent) from February 1 through April 30 of each year. The following link can be used to access the form and instructions provided by OSHA: https://www.osha.gov/recordkeeping/RKforms.html
EEO Reporting – Federal law requires employers with 100 or more employees (or those with 50 or more employees who have federal government contracts of $50,000 or more) to provide a count of their employees by job category and then by ethnicity, race and gender to the Equal Employment Opportunity Commission. The annual EEO-1 report filing deadline is September 30th. Information about the EEO-1 report can be found at: http://www.eeoc.gov/employers/eeo1survey/faq.cfm
IRS Mileage Reimbursement Rate – Each year, the IRS issues optional standard mileage rates used to calculate the deductible costs of operating an automobile for business, charitable, medical or moving purposes. Beginning January 1, 2017, the standard mileage rates for the use of a car, van, pickup or panel truck will be:
- 53.5 cents per mile for business miles driven, down from 54 cents in 2016
- 17 cents per mile driven for medical or moving purposes, down from 19 cents in 2016
- 14 cents per mile driven in service of charitable organizations