Feminists have worked for decades to address the gender wage gap. Since women began entering the workforce in significant numbers, they have consistently faced lower pay compared to their male counterparts.

Recent data from the team at Qualtrics reveals that while progress has been made in many regions across the country, some areas have seen setbacks. Their interactive map clearly illustrates where advancements have occurred and where challenges persist, highlighting states and counties with the most significant changes.

This type of data sheds light on critical social issues, helping us identify both successful strategies and areas that require urgent attention.

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You might also like…

• Timeline of Gender Pay Gap in the United States
• California’s Gender Wage Gap
• The Global Pandemic – Widening the Gender Pay Gap

The post Which U.S. Counties (and States) Closed Gender Pay Gap the Most Over the Past 10 Years? appeared first on Law Office of Lauren Abrams.

Legislation such as the Equal Pay Act of 1963 has made progress toward reducing this disparity, yet it is clear that more needs to be done. This issue is complex, with numerous factors contributing to the wage gap, but analyzing data like this can assist us in achieving true equality.

Learn more in the following infographic via Qualtrics

[Click image for full size version]

You might also like…

• California’s Gender Wage Gap
• The Global Pandemic – Widening the Gender Pay Gap

The post Timeline of Gender Pay Gap in the United States appeared first on Law Office of Lauren Abrams.

Age discrimination is a particularly concerning problem, often evident in job postings that favor younger candidates, disparities in job benefits, and instances of forced retirement. From seemingly harmless jokes or comments to restrictions on promotions and career growth, age discrimination can significantly impact an individual’s employment experience and performance.

The following infographic will help you recognize and address age discrimination in the workplace.

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• How Proposed Age Discrimination Law Affects California Residents
• Age Discrimination Often a Barrier for Older Workers
• Age Discrimination is a Common Problem

The post What is Age Discrimination and What Can You Do About It? appeared first on Law Office of Lauren Abrams.

A first-of-its-kind labor action argues that participants of Netflix’s reality show Love is Blind are employees and should be eligible for basic labor protections under federal laws. 

In its complaint, the National Labor Relations Board found the show’s producers misclassified the contestants as participants. The complaint calls for their reclassification as employees and compensation for lost wages while on the show.

• The labor action filed could lead to big changes to reality shows — on and off screen. If contestants are recognized as employees, it would allow them to form or join a union.

• The complaint comes after several former contestants on the show described poor treatment they faced while filming, including allegations their physical safety was at risk.

• The path to an industry-wide reality TV union is an uphill battle, according to author Brian Moylan. He says turnover levels on most unscripted shows present a barrier for castmates to band together. Contestants can be seen as disposable to casting directors and producers.

• A hearing for the NLRB complaint is scheduled for April 2025. A judge will decide if the production companies violated labor law.

I doubt that reality show participants will end up classified as employees. They’re usually on a show for one season (at most). Plus, President elect Trump will replace the general counsel of the NLRB and his pick will drop this case quickly.  The NLRB will become employer-friendly and quite anti-union.

Regardless, in California you’re still protected.

California has strong equal pay laws that prohibit employers from paying employees less than co-workers of a different sex or race for similar work.

Despite California’s strong equal pay laws, studies estimate that women in California lose a combined $87 billion a year due to the gender wage gap. The gap is widest for Latina, Black, and Native American women.

If you think you’re experiencing discrimination in your employment or you’ve complained and are now experiencing retaliation for complaining, call the Law Offices of Lauren Abrams for a free consultation.

The post Reality TV: Contestants or Employees? appeared first on Law Office of Lauren Abrams.

In no particular order, here are some of the California laws taking effect in 2025 that may impact your rights.

Paid Family Leave Expansion

Under AB 2123, employers can no longer require employees to use their accrued vacation time before accessing the state’s Paid Family Leave Program. Previously, employers could require employees to take up to two weeks of vacation time before accessing the leave.

The state-run program provides benefits to people taking time off to care for a family member, spend time with a new child or assist military family members under active duty.

Fertility Treatments Will Be Covered By Insurance

Starting in July 2025, individuals needing fertility treatments will be covered by insurance if they’re part of a large group health plan. (In California, large group health plans must have over 100 employees.) Procedures for “the diagnosis and treatment of infertility and fertility services” will be covered, to open up costly treatments like in vitro fertilization to more Californians. For individuals struggling with fertility issues, procedures like IVF can be prohibitively expensive, running into the tens of thousands of dollars.

“It’s simple: everyone who wants to should be able to start a family — without going broke,” Gov. Newsom said. Access will also be expanded to LGBTQ+ families. This law takes effect on July 1, 2025.

No License Needed

Come 2025, job postings can’t require that applicants have a valid driver’s license anymore — unless your potential employer believes you’ll actually need to drive as part of the job.

Also, the employer needs to reasonably believe that you cannot carry out the job’s duties using an alternate form of transportation.

Advocates of the law said that requiring a driver’s license for jobs that don’t involve driving is a form of employment discrimination.

Sick Leave for Smoky Days From Wildfires

A new law allows farm workers to take paid sick leave if the weather conditions are smoky due to wildfires. Starting Jan. 1, 2025, agricultural workers can log sick days for “smoke, heat, or flooding conditions created by a local or state emergency.” If their workplace is shuttered because of “smoke, heat, or flooding conditions,” they will also be entitled to paid sick time.

Monetizing Children on Social Media

Since 1939, child actors in California have been able to get a slice of their earnings thanks to the Coogan Law. Now, children who appear in vlog channels and on influencers’ accounts will also be entitled to payment by their adult caretakers.

Jackie Coogan was one of America’s first child stars, appearing in Charlie Chaplin’s “The Kid” in 1921. When Coogan turned 21, he learned that his family had squandered his fortune, prompting the 1939 passage of the Coogan Act, which requires parents to open a trust fund for their working children. Two laws signed by Newsom extend protections to children who appear on California content creators’ platforms like YouTube vlogs, podcasts, social media and streams. Trusts must be established to set aside at least 15% of the gross earnings.

Minors finally get their protection!

No Book Bans

California just made it a lot harder to ban books in public libraries. The Freedom to Read Act prohibits banning books because of the race, nationality, religion, gender identity, sexual orientation, disability, socioeconomic status, or political affiliation of a book’s subject, author, or intended audience. The law also protects library workers from being fired or disciplined if they refuse to remove a book.

“There is a growing movement to ban books nationwide, and this bill will ensure that Californians have access to books that offer diverse

perspectives,” bill author Assemblymember Al Muratsuchi said in a statement.

Treatment of Native Peoples Must Be Taught

Assembly Bill 1821 mandates that California public schools provide students a “foundation of understanding” surrounding the historical treatment of Native Americans during the Spanish mission period and the Gold Rush era.

“I’m proud of the progress California has made to reckon with the dark chapters of our past, and we’re committed to continuing this important work to promote equity, inclusion, and accountability for Native peoples,” Newsom said when signing the bill in September.

No More “Captive Audience” Meetings

A new law bans employers from requiring you to attend “captive audience” meetings. These meetings often have political, religious or anti-union messaging. Gov. Newsom signed the law, SB 399, earlier in 2024 taking effect now. It allows the California Labor Commissioner to fine companies up to $500 for “subjecting, or threatening to subject, an employee to discharge, discrimination, retaliation, or any other adverse action” if the employee does not attend a captive audience meeting.

A Ban on Hair Discrimination

Gov. Newsom signed bills intended to address current and historical racist discrimination, including those targeting hair (whether directly or indirectly). While the most prominent bill was a formal apology for California’s role in the slave trade, it also included AB 1815, by Assemblymember Akilah Weber, D-San Diego. That law strengthens anti-discrimination protections in the workplace by clarifying that the term “race” includes traits associated with race, such as hair texture or protective hairstyles.

Paid Family Leave and Disability Laws

Beginning Jan. 1, 2025, workers who take paid family leave or disability will get more money: SB 951, authored by Sen. Maria Elena Durazo, D-Los Angeles, in 2022 increases the programs’ wage replacement rates from 60-70% to 70-90% in the new year. Durazo said the hikes will allow more people to take time off to recover or bond with a new baby.

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• California 2025 New Minimum Wage Laws
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The post New California Laws Taking Effect in 2025 appeared first on Law Office of Lauren Abrams.

On January 1, 2025, the minimum wage in California increases to $16.50 per hour for all employers.

Local Differences

However, several cities and counties in California have a higher local minimum wage, and some of those increase as of January 1, 2025 including:

• Menlo Park – $17.10 per hour
• Mountain View – $19.20 per hour
• Palo Alto – $18.20
• San Diego – $17.25 per hour
• San Jose – $17.95 per hour
• Santa Clara – $18.20 per hour
• Sunnyvale – $19.00 per hour
• West Hollywood – $19.65 per hour

Other cities and counties also get minimum wage increases throughout 2025 in yet-to-be-determined rates, including the City of Los Angeles (currently $17.28 per hour), unincorporated areas in Los Angeles County outside the City of Los Angeles (currently $17.27 per hour) and San Francisco (currently $18.67).

Additionally, the minimum wage for fast food restaurant employees, those individuals working at a restaurant that is part of a national chain with 60 or more restaurants nationwide where customers order and pay for their items hey before consuming them either on or off the premises, is currently $20.00 per hour, but this too will be adjusted for inflation on January 1, 2025, and every January after that through January 1, 2029.

The California Equal Pay Act prohibits an employer from paying its employees less than employees of the opposite sex for equal work.

It’s always illegal for an employer to pay any of its employees wage rates that are less than what it pays employees of the opposite sex, or of another race, or of another ethnicity for substantially similar work, when viewed as a composite of skill, effort, and responsibility, and performed in basically similar conditions.

Illegal to retaliate against an employee for complaining about their wages or discrimination. Contact our office for a free consultation.

You might also like…

• Defamation in Employment: Understanding the Laws in California
• California Makes Progress On Anti-Retaliation Laws
• How California’s New Laws Affect the State’s Workforce

The post California 2025 New Minimum Wage Laws appeared first on Law Office of Lauren Abrams.

In recent news, Defendant Donald Trump was found liable for defamation and sexual abuse in New York today and ordered to pay $5 million in damages. While this case unfolded in New York, it brings to light the importance of understanding defamation laws in California.

Here in California, employees have legal protections against defamation, specifically protecting their professional reputation. This means that if your employer (or former employer) tarnishes your professional image, you have the right to pursue legal action for defamation. If successful, you may be entitled to various forms of relief, including double damages, attorneys’ fees and costs, and in some rare cases, even criminal charges may apply.

Defamation in the employment context can take many forms, such as:

1. False statements about an employee’s job performance or qualifications

2. Spreading rumors about an employee’s work life that harm their professional image

3. Unsubstantiated accusations of misconduct, theft, or dishonesty

To illustrate, consider this example: An employee is terminated from their job, and the employer spreads false rumors that the employee was fired due to theft or dishonesty. This misinformation/lie is shared with the employee’s colleagues, potential employers, or others in the industry, causing significant harm to the employee’s professional reputation and career prospects.

In such a situation, the employee would have grounds to file a defamation lawsuit against their former employer, seeking compensation for the damage done to their professional reputation.

Losing your job is bad enough. It is even worse if false statements by your former employer poison your name in the industry and make it harder to find another job. Defamation laws are in place as safeguards to protect employees from unfounded attacks on their professional reputations.

By providing a legal avenue for those wronged by their employers or ex-employers, California ensures that individuals can maintain their good standing in their chosen profession and recover compensation for any damages they have suffered as a result of defamatory statements.

The post Defamation in Employment: Understanding the Laws in California appeared first on Law Office of Lauren Abrams.

Transcript

Yes, you can get fired without a written warning as long as you aren’t being targeted. If everybody else was terminated with a warning, and you were terminated without one, and last week you filed a complaint of discrimination, or last week, you just returned from your maternity leave, or something like that, then no, you cannot be terminated without a written warning.

So it does depend on your employer to of course could do whatever they want. They can fire people however they want to. But if they’re targeting you for a specific reason in retaliation for having reported an illegal act, or taking disability leave, or something like that, or being in a protected class, no, they cannot terminate you without a written warning.

The post Can You Get Terminated Without a Written Warning in California? appeared first on Law Office of Lauren Abrams.

In this short video, employment attorney Lauren Abrams provides further details on this subject.

Transcript

It’s better to be terminated. Never quit. You never want to resign. You have no rights, whatsoever, if you resign. Your employer will do everything they can to get you to resign.

Do not do it. Do not sign anything, do not agree to anything. You want to be terminated.

The post Is It Better to Resign or Be Terminated in California? appeared first on Law Office of Lauren Abrams.

Transcript

In California, if you want to sue for discrimination, you need to go to the Department of Fair Employment and Housing and fill out an application. It’s very important you either have the Department of Fair Employment and Housing do an investigation or you need to apply for a Right-to-Sue notice. It’s very important that you do this procedural hurdle, or else your lawsuit will actually get kicked out.

It’s a procedural hurdle that is required in the state of California. It is the first step in order to sue for discrimination in California.

The post How Do You Sue for Employment Discrimination in California? appeared first on Law Office of Lauren Abrams.