AB 46: Equal Pay

As of January 1st, this state-wide equal pay law will introduce public and private employers under the definition of “employer.”

AB 168: Salary History

Also as of January 1st, this law is applied to all employers and prohibits inquires into, and reliance on, an applicant’s salary history.

AB 1008: Criminal Background Checks

As of January 1st, the ban-the-box law has been extended statewide to employers with 5+ employees. It permits criminal history to be inquired only after a conditional offer of employment. It also requires an individualized assessment and a written notice when an applicant is disqualified.

San Francisco’s No. 170350: Salary History

As of July 1st, it will be illegal for employers to disclose the information about a current or former employee without written permission. This law also prohibits prospective employers from asking about an applicant’s payment history.


HS 1: Salary History

This one prohibits employers, as of December 14th, 2017, from screening applicants based on their compensation histories. This includes asking applicants about prior compensations, using minimum or maximum criteria, and seeking an applicant’s compensation history from a current or former employer.

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SB 2119: Equal Pay

(Nope, is not a Super Bowl 101 years ahead of time.) This law kicks in on July 1st, it prohibits employers from paying a lower rate than what they pay employees of a different gender for similar responsibilities. It also bans salary history inquiries and prohibits employers from restricting employees from sharing their wage information.


AB 76: Criminal Background Checks

As of January 1st, Nevada removes the duty of the State’s Central Repository of Criminal Records to provide certain information to employers and repeals immunity previously afforded by employers under specific circumstances.


No. 1253: Salary History

Another “Salary History” law prohibiting employers from inquiring about an applicant’s salary history as of October 31st, 2017. It also prohibits relying on said history, unless its s offered voluntarily.


Act No. 61-2017: Equal Pay

Requires certain government contractors to comply with the PR EPA. While this law took effect in 2017 (under the Act No. 16-2017), enforcement and liability attaches a year after enactment (i.e. August 1st, 2018)

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