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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Photo of Philip Person Philip Person

Philip I. Person focuses his practice on representing employers in wrongful termination, harassment, discrimination, retaliation, wage and hour, 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…

Philip I. Person focuses his practice on representing employers in wrongful termination, harassment, discrimination, retaliation, wage and hour, 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.

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

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.