California's Equal Pay Act (Labor Code §1197.5) prohibits employers from paying employees of one sex, race, or ethnicity less than employees of another for substantially similar work. For PPOs and guards, this law:

Question

Accepted Answer

Applies broadly — PPOs must pay guards performing substantially similar work substantially similar wages absent bona fide non-discriminatory factors (seniority, merit, production); employers also cannot rely on prior salary to justify a wage differential

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Applies only to executives and managers rather than to guards, since the statute reaches positions where individual pay is negotiated rather than set by a posted wage scale

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Applies only after an employee has completed 10 years of continuous employment with the same private patrol operator, at which point a pay comparison with colleagues may first be demanded

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Allows pay differences based on the guard's race or sex where the operator can show a business need for them, such as a client's stated preference about who is posted at its site

California's Equal Pay Act (Labor Code §1197.5) prohibits employers from paying employees of one sex, race, or ethnicity less than employees of another for substantially similar work. For PPOs and guards, this law:

Explanation

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