Will it soon be time for California employers to collect and report more pay data? If Senate Bill 1162 (SB 1162) passes, the answer is “yes.” Introduced in the California Senate in February 2022, SB 1162, if passed, would lead to considerable changes to California’s pay transparency laws and affect both pay data reporting and proactive wage range disclosure.

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Tags: California employment law, California Senate, GT Insight, pay data, wage transparency, wages
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Photo of Philip Person Philip Person

Philip I. Person focuses his practice on representing employers in wage and hour, wrongful termination, harassment, discrimination, retaliation, trade secret misappropriation, non-competition, non-solicitation, and whistleblower claims. Philip is an experienced litigator, having defended employers against single-plaintiff and class action litigation in both federal

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Philip I. Person focuses his practice on representing employers in wage and hour, wrongful termination, harassment, discrimination, retaliation, trade secret misappropriation, non-competition, non-solicitation, and whistleblower claims. Philip is an experienced litigator, having defended employers against single-plaintiff and class action litigation in both federal and state courts. He also represents employers in labor and employment arbitrations.

Philip coordinates with executives and management to develop and implement plans to mitigate the employer’s risk. He often counsels and advises his clients on employment issues pertaining to leaves of absence, disciplinary actions, terminations, restructurings, reductions in force, employee classifications, handbooks, and policies.

As the Co-Host of The Performance Review podcast, Philip regularly provides insightful employment law updates and interviews company representatives regarding employment laws and issues affecting multiple industries.

In addition to his employment litigation and counseling practice, Philip serves as the Co-Chair of the Restructuring & Employment Due Diligence Subgroup within Greenberg Traurig’s Labor & Employment Group, Co-Lead of Greenberg Traurig’s California Wage & Hour Taskforce, Co-Chair of the Greenberg Traurig African American Inclusion Network (GAIN), and as a member of the Greenberg Traurig Justice Initiative.

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Sharon Shaoulian

Sharon Shaoulian focuses her practice on advising and counseling clients on a wide range of employment-related issues, including wage-and-hour compliance (e.g.: meal and rest break policies, overtime policy compliance, exempt/non-exempt classifications analysis), and managing disability accommodations (including reasonable accommodations and employer engagement in

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Sharon Shaoulian focuses her practice on advising and counseling clients on a wide range of employment-related issues, including wage-and-hour compliance (e.g.: meal and rest break policies, overtime policy compliance, exempt/non-exempt classifications analysis), and managing disability accommodations (including reasonable accommodations and employer engagement in the interactive process). Sharon also advises employers with regards to leaves of absence (including California Paid Sick Leave law, local paid sick leaves, FMLA, and CFRA), employee discipline and performance, as well as engagement and retention (including risk assessment of termination and mitigating risk of liability with respect to employee terminations and other reductions-in-force).

Additionally, Sharon reviews and drafts client personnel policies and agreements, and works with companies to develop employee handbooks and appropriate policies that are compliant with the law and tailored to their business model. Sharon also conducts sexual harassment and discrimination prevention trainings to workforces and their management, as well as other employer-focused trainings and presentations on developing employment issues and issues to watch out for.

Sharon has defended multi-national companies in state and federal court on a wide range of employment matters, including claims of wrongful termination, harassment, discrimination, retaliation, violation of leave laws, as well as wage-and-hour violations. She has defended against single plaintiff, class, and Private Attorney General Act actions.

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