| Type of Measure |
|---|
| Active Bill - In Desk Process |
| Majority Vote Required |
| Non-Appropriation |
| Fiscal Committee |
| Non-State-Mandated Local Program |
| Non-Urgency |
| Non-Tax levy |
| Last 5 History Actions | |
|---|---|
| Date | Action |
| 01/12/18 | Stricken from file. |
| 01/03/18 | Consideration of Governor's veto pending. |
| 10/15/17 | Vetoed by Governor. |
| 09/19/17 | Enrolled and presented to the Governor at 3 p.m. |
| 09/11/17 | Senate amendments concurred in. To Engrossing and Enrolling. (Ayes 47. Noes 23. Page 3142.). |
| Governor's Veto Message |
|---|
| To the Members of the California State Assembly: I am returning Assembly Bill 1209 without my signature. This bill would require employers with 500 or more employees in California to provide to the Secretary of State specific information regarding gender wage differentials for exempt employees and board members. I have strongly supported polices that ensure women are compensated equitably and will continue to do so. While transparency is often the first step to addressing an identified problem, it is unclear that the bill as written, given its ambiguous wording, will provide data that will meaningfully contribute to efforts to close the gender wage gap. Indeed, I am worried that this ambiguity could be exploited to encourage more litigation than pay equity. Since the Equal Pay Act was signed into law in 2015, the Pay Equity Task Force, which is comprised of members from this administration, business, academia, labor, the legislature and pay equity advocates, has been engaged in analysis of the new law, as well as workplace and compensation policies that can lead to successful compliance with the Act. Guidance and recommendations coming out of the Task Force will assist companies around the state with assessing their current wage practices. Sincerely, Edmund G. Brown Jr. |