California SB 642: Medi-Cal: geographic managed care: dental.

Bill Text

• 

• 

• 

• 

• 

• 
 Bill Text - SB-642 Employment: payment of wages.

• 

• skip to content

• home

• accessibility

• FAQ

• feedback

• sitemap

• login

• x

 Quick Search:

 Bill Number
 Bill Keyword

• 

• 

• 

• 

• 

• Home

• Bill Information

• California Law

• Publications

• Other Resources

• My Subscriptions

• My Favorites

• Bill Information
 >>

• Bill Search
 >>

• Text

 Bill Text

 PDF2
 Bill PDF

 |Add To My Favorites |Track Bill | Version: 10/08/25 - Chaptered
 09/12/25 - Enrolled
 09/02/25 - Amended Assembly
 05/23/25 - Amended Senate
 05/01/25 - Amended Senate
 04/10/25 - Amended Senate
 02/20/25 - Introduced

 SB-642 Employment: payment of wages.(2025-2026)

 Text

 >>

 Votes

 >>

 History
 >>

 Bill Analysis
 >>

 Today's Law As Amended
 >>

 Compare Versions
 >>

 Status
 >>

 Comments To Author

 >>

 Track Bill
 >>

 Add To My Favorites
 >>

 SHARE THIS:

 Date Published: 10/09/2025 10:00 AM

SB642:v93#DOCUMENTBill Start

 Senate Bill

 No. 642

 CHAPTER 468

An act to amend Sections 432.3 and 1197.5 of the Labor Code, relating to employment. 

 [
 Approved by

 Governor
 October 08, 2025.

 Filed with

 Secretary of State
 October 08, 2025.
 ]

LEGISLATIVE COUNSEL'S DIGEST

SB 642, Limón.
 Employment: payment of wages.

Existing law imposes varying requirements upon employers to share the pay scale for a position with an applicant or in a job posting, as provided. Existing law defines “pay scale” as the salary or hourly wage range that the employer reasonably expects to pay for the position.

This bill would revise the definition of “pay scale” to mean an estimate of this expected wage range that an employer reasonably expects to pay for the position upon hire and is made in good faith.

Existing law prohibits an employer from paying its employees at wage rates less than the rates paid to employees of the opposite sex or another race or ethnicity for substantially similar work, except under specified circumstances. Existing law requires a civil action to recover wages for a violation of those provisions to be commenced
 no later than 2 years after the cause of action occurs or, if the cause of action arises out of a willful violation, no later than 3 years after the cause of action occurs.

This bill would prohibit an employer from paying employees at wage rates less than the rates paid to employees of another sex instead of the opposite sex, and would require a civil action to recover wages to be commenced no later than 3 years after the last date the cause of action occurs. The bill would provide that an employee is entitled to obtain relief for the entire period of time in which a violation of its provisions exists, but not to exceed 6 years.

This bill would specify that a cause of action occurs when
 an alleged unlawful
 compensation decision or practice is adopted, when an individual becomes subject to the decision or practice, or when an individual is affected by the application of the decision or practice. The bill would provide that its provisions do not prohibit the application of prescribed legal doctrine. The bill would define “wages,” “wage rates,” and “sex” for purposes of those provisions, and would specify that its provisions shall not be construed to define these terms for other purposes.

Digest Key

 Vote:
 MAJORITY 
 Appropriation:
 NO 
 Fiscal Committee:
 YES 
 Local Program:
 NO 

Bill Text

The people of the State of California do enact as follows:

SECTION 1.

 Section 432.3 of the Labor Code is amended to read:

432.3.

 (a) An employer shall not rely on the salary history information of an applicant for employment as a factor in determining whether to offer employment to an applicant or what salary to offer an applicant.

(b) An employer shall not, orally or in writing, personally or through an agent, seek salary history information, including compensation and benefits, about an applicant for employment.

(c) (1) An employer, upon reasonable request, shall provide the pay scale for a position to an applicant applying for employment.

(2) An employer, upon request,
 shall provide an employee the pay scale for the position in which the employee is currently employed.

(3) An employer with 15 or more employees shall include the pay scale for a position in any job posting.

(4) An employer shall maintain records of a job title and wage rate history for each employee for the duration of the employment plus three years after the end of the employment in order for the Labor Commissioner to determine if there is still a pattern of wage discrepancy. These records shall be open to inspection by the Labor Commissioner.

(5) An employer with 15 or more employees that engages a third party to announce, post, publish, or otherwise make known a job posting shall provide the pay scale to the
 third party. The third party shall include the pay scale in the job posting.

(d) (1) A person who claims to be aggrieved by a violation of this section may file a writte