192 | 2024 Cal-Peculiarities ©2024 Seyfarth Shaw LLP www.seyfarth.com 247 Gov’t Code § 12999(b)(3). 248 Gov’t Code § 12999(a)(1). 249 Gov’t Code § 1299(c). 250 Gov’t Code § 12999(a)(2). 251 Civil Rights Department, California Pay Data Reporting: Frequently Asked Questions, https://calcivilrights.ca.gov/paydatareporting/faqs/ (last visited Mar. 27, 2024). 252 California Pay Data Reporting: Frequently Asked Questions, https://calcivilrights.ca.gov/paydatareporting/faqs/. 253 Lab. Code § 432.3(c)(3), (5). 254 Lab. Code § 432.3(c)(2). 255 Lab. Code § 432.3(m). The California Labor Commissioner’s office confirmed that a set hourly rate or set piece rate may be included in place of a pay scale if an employer “intends to pay a set hourly amount or a set piece rate amount, and not a pay range.” https://www.dir.ca.gov/dlse/california_equal_pay_act.htm (last visited Mar. 27, 2024). 256 Labor Commissioner’s Office, California Equal Pay Act: Frequently Asked Questions, https://www.dir.ca.gov/dlse/california_equal_pay_act.htm (last visited Mar. 27, 2024). 257 Id. 258 Id. 259 Gov’t Code § 12947.5(b)-(c). An employer may also seek an administrative exemption “for good cause shown[.] Id. § 12947.5(d). 260 Gov’t Code § 12926(r)(2). 261 Id. 262 Gov’t Code § 12949 (employer can still impose certain dress and appearance standards). 263 2 Cal. Code Regs. § 11030(f). 264 Id. § 11034(i)(4). 265 Id. §§ 11034(e)(2) and 11034(e)(2)(B). 266 Id. § 11034(i)(1). 267 Id. § 11034(g). 268 Id. §§ 11034(h)(3), 11034(h)(4). An employer is permitted to use an employee’s gender or legal name as indicated in a government-issued identification document only if it is necessary to meet a legally mandated obligation, but otherwise must identify the employee in accordance with the employee's gender identity and preferred name. Id. § 11034(h)(4). 269 Friedman v. S. Cal. Permanente Med. Grp., 102 Cal. App. 4th 39 (2002) (veganism does not qualify as a religion for purposes of FEHA). 270 Gov’t Code § 12940(l)(1). 271 Gov’t Code § 12926(q). 272 Gov’t Code § 12940(l)(2). 273 Gov’t Code § 12940(l)(1). 274 Groff v. DeJoy, Postmaster Gen., 600 U.S. 447, 470 (2023).] 275 Id. at 466-68. 276 Gov’t Code § 12940(l)(1). 277 Gov’t Code § 12926(u); 2 Cal. Code Regs. §§ 10159 et seq. 278 Gov’t Code § 12940(l)(3). 279 Groff, 600 U.S. at 473. 280 Westendorf v. W. Coast Contractors of Nevada, Inc., 712 F.3d 417, 422 (9th Cir. 2013); McCoy v. Pac. Mar. Ass’n, 216 Cal. App. 4th 283, 288 (2013). 281 Federal law may go further than indicated in text. In Crawford v. Metro. Gov’t of Nashville & Davidson Cnty., 555 U.S. 271 (2009), the Supreme Court held that a witness during a sexual harassment investigation engaged in protected oppositional activity by telling the company investigator that the alleged harasser had harassed her. In holding that oppositional activity is not limited to activity that the plaintiff initiates, the Court stated in dictum that oppositional activity can even include passive activity such as standing pat and refusing to implement an unlawful order to discriminate. 282 Yanowitz v. L’Oreal USA, Inc., 36 Cal. 4th 1028, 1042-48 (2005). 283 Gov’t Code § 12940(l)(4) (unlawful to “retaliate or otherwise discriminate against a person for requesting accommodation under this subdivision [regarding religious accommodation], regardless of whether the request was granted”); id. § 12940(m)(2) (unlawful to “retaliate or otherwise discriminate against a person for requesting accommodation under this subdivision [regarding disability accommodation], regardless of whether the request was granted”). This amendment was in response to Rope v. Auto-Chlor Sys. of Washington, Inc., 220 Cal. App. 4th 635 (2013), which held that a mere request for a disability accommodation is not itself oppositional activity and thus is not protected from retaliation.
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