AB 1890 is a pending bill that would offer more equal pay opportunities to private sector employees in California. The bill would do this by requiring California contractors that employ 100 or more workers to submit pay equity reports on an annual basis, detailing total compensation earned by every employee, with gender, race and job category clearly defined.

This pending fair pay law follows the California Fair Pay Act which went into effect in January 2016.

California AB 1890 Summary

AB 1890 would enact the Equal Pay for Equal Work Act of 2016. If the bill passes, California employers with at least 100 state employees and that have contracts of $50,000 or more would be required to submit a nondiscrimination program to the Department of Fair Employment and Housing, plus annual reports that show their compliance. The report would also have to clearly show the number of workers in each job position identified by their race, gender and compensation. This law would hold California employers even more accountable in their actions when it comes to fair and equal pay regardless of an employee’s gender, race or ethnicity.

AB 1890 Nondiscrimination Program Requirements

If passed, AB 1890 would also come with the following program requirements:

  • The department would be required to make nondiscrimination programs and reports available to the Commission on the Status of Women and Girls.
  • The department would require approval and certification of the nondiscrimination programs.
  • The department would require California employers with fewer than 100 state workers or that have contracts with the state that amount to $50,000 or less to comply with the required program and report submissions.
  • The department would have to define an employee for the purpose of the requirement to submit a nondiscrimination program.
  • The program would be required to include policies and procedures that ensure equal employment opportunities for all workers and job applicants, descriptions of employment selection procedures and compensation data of all workers.
  • In lieu of the required nondiscrimination program, contractors and subcontractors may also submit another report subject to review by the EEOC.

Federal Contractors Have Similar Equal Pay Obligations

The United States Department of Labor also requires both federal contractors and subcontractors that employ 100 or more workers to submit their own equal pay reports each year. State contractors in California that receive public money are subject to these equal pay laws. However, AB 1890 states that these contractors should also provide the state with wage data to ensure equal pay and compliance with the law.

Supporters of California AB 1890 say that if the bill is passed, it would provide an opportunity to access important data on pay for women and minorities that are employed by government contractors. In turn, the information would help the state promote and implement stronger equal pay laws in the future.

California AB 1890: Resources for Further Reading

  • Assembly Bill 1890 Analysis via California Legislative Information
  • Bill Text: AB-1890 Discrimination: equal pay: state contracting.
  • Bay Area business groups, equal pay advocates rally around new equal pay bill via Mercury News
  • Biz Buzz: Black business groups back Dodd’s equal pay bill via

Do you feel your employer is paying you less money due to your race or gender? If your employer is violating California equal pay laws, contact the passionate Los Angeles, California employment attorneys at Hennig Ruiz for a free consultation today.