There is no legal requirement in California that an employer provide its employees with either paid or unpaid vacation time. However, if an employer does have an established policy, practice, or agreement to provide paid vacation, then certain restrictions are placed on the employer as to how it fulfills its obligation to provide vacation pay. Under California law, earned vacation time is considered wages, and vacation time is earned, or vests as labor is performed.
Key Takeaways:
- “A bill making its way through the California Legislature…would prohibit employers from using [current salary] information to justify a pay differential between men and women doing substantially similar work.”
- “Massachusetts’ pay equity law, which becomes effective Jan. 1, 2018, bars employers from requiring job applicants to disclose their salary history.”
- “HR professionals [are encouraged] to continue to review workers’ experience, education and compensation to ensure that employers are compensating everyone properly.”
“Though California often leads the country in worker-friendly laws, a new Massachusetts law goes a step further on the issue of salary disclosure and gender-based pay disparity. Massachusetts’ pay equity law, which becomes effective Jan. 1, 2018, bars employers from requiring job applicants to disclose their salary history.”
