Employer pay data.

Added clarifying text to job category (A) in Section 2(b)(1): 'Chief executives.' appended after 'Executive and senior level officials and managers.'

Added clarifying text to job category (B) in Section 2(b)(1): 'Management occupations, except chief executives.' appended after 'First or mid-level officials or managers.'

Removed a duplicate 'SEC. 2.' section number that appeared between the new Section 12999 and Section 12999.1, fixing the section numbering sequence.

Fixed a cross-reference typo in Section 4: changed 'Section 2 3 of this act' to 'Section 3 of this act.'

Updated the amendment date from September 2, 2025 to September 5, 2025, and fixed a duplicate word ('amend amend') in the short title, though a new typo ('to, of the Government Code') was introduced.

The document was reformatted from an official chaptered legislative document (with page numbers like '92 Ch. 760' and formal headers) to a web page rendering that includes site navigation, quick search fields, version history list, and publication metadata. The underlying legal text of SB 464 is identical in both versions.

Removed Section 12999.1, which would have required public employers (employers of state civil service employees) with 100 or more employees to submit an annual pay data report to the Civil Rights Department starting May 2027, including demographic data on ethnicity, race, disability, veteran status, and gender organized by civil service pay scale job category.

Removed Section 4, which contained legislative findings demonstrating that the confidentiality provisions in the public employer section protected a legitimate interest (privacy of public employees) sufficient to satisfy the constitutional requirement for statutes limiting public access to government records.

The bill's title was changed from 'amend' to 'amend, repeal, and add' Section 12999, reflecting that the existing section is now being fully repealed and replaced rather than incrementally amended.

A new Section 12999 with 23 expanded job categories (including computer and mathematical occupations, architecture and engineering, legal occupations, health care practitioners, construction and extraction, production occupations, etc.) becomes operative on January 1, 2027, replacing the current 10-category system.

The existing Section 12999 with its 10 job categories (executive/senior managers, first/mid-level managers, professionals, technicians, sales workers, administrative support, craft workers, operatives, laborers/helpers, and service workers) is set to be repealed on January 1, 2027.

A sunset provision was added stating the current Section 12999 shall remain in effect only until January 1, 2027, and as of that date is repealed. The replacement section with 23 categories becomes operative on the same date.

Section numbering was adjusted: the public employer pay data reporting provision (Section 12999.1) moved from Section 2 to Section 3 of the bill, and the legislative findings section moved from Section 3 to Section 4, to accommodate the new private employer section.

The definition of 'public employer' in new Section 12999.1 was dramatically narrowed. The April version covered the state, all state entities (Legislature, judicial branch, CSU), and all political subdivisions including cities, counties, school districts, community college districts, and joint powers authorities. The May version limits coverage to only employees in the state 'civil service' as defined in Article VII of the Constitution, effectively removing local governments from the reporting requirement.

Subdivision (a)(3) of Section 12999, which required public employers with 100 or more employees to submit a pay data report beginning May 2027, was removed from the private employer section. Public employer reporting is now handled exclusively through the new Section 12999.1 with its narrowed scope.

The voluntary disclosure requirement for sexual orientation information was changed from applying to 'employee or applicant' to only 'employee,' removing applicants from the provision in both the digest and operative text.

Section 12999.1(b) now specifies that public employer demographic data must be provided pursuant to specific code sections (8310.6, 11019.12, 19233, 19704, 19792, and 19799), tying the reporting requirement to existing state employee demographic data collection statutes.

Section 12999.1(b) adds 'and gender' after 'sexual orientation' in the list of demographic characteristics for public employer reports, and Section 12999.1(b)(1) clarifies that aggregated data is 'submitted to the department' rather than merely 'disclosed or released.'

Sexual orientation was removed from the list of demographic categories that private employers must report in their annual pay data reports. The Senate version required reporting by race, ethnicity, sex, and sexual orientation; the Assembly version requires only race, ethnicity, and sex.

The definition of 'public employer' subject to pay data reporting was dramatically narrowed. The Senate version included all state entities and all political subdivisions (cities, counties, school districts, community college districts, joint powers authorities, etc.). The Assembly version limits it to only employers of employees in the state civil service as defined in Article VII of the Constitution, and explicitly excludes local agencies as defined in Section 3511.1(c).

The demographic categories required for public employer reporting were narrowed from 'ethnicity, race, disability, veteran status, gender, gender identity, and sexual orientation and gender' to just 'ethnicity, race, disability, veteran status, and gender,' removing gender identity and sexual orientation.

The provision requiring that sexual orientation information be collected only if voluntarily disclosed by the employee was removed, as it is no longer needed since sexual orientation is no longer a required reporting category for private employers.

The mandatory requirement for the Civil Rights Department to publish individual private employer pay data reports (with de-identification safeguards) was removed. Only the permissive authority to publish aggregate reports remains.

New Section 12999.1 creates a standalone reporting requirement for public employers with 100 or more employees, beginning the second Wednesday of May 2027. This includes the state, all state entities (Legislature, judicial branch, CSU), and political subdivisions (cities, counties, school districts, community college districts, joint powers authorities/agencies, and other public agencies).

The new public employer section requires demographic data on ethnicity, race, disability, veteran status, gender, gender identity, and sexual orientation organized by job category as listed in the civil service pay scale. Disability and veteran status are additional categories not required in the private employer reporting under Section 12999.

Civil penalty language changed from 'a court may impose' to 'a court shall impose,' making penalties mandatory rather than discretionary when an employer fails to file the required report and the department requests it.

New Section 3 adds legislative findings under Article I, Section 3 of the California Constitution, demonstrating the interest protected by limiting public access to individually identifiable information submitted by public employees (privacy protection while gathering useful data).

Demographic data storage requirement clarified to apply to information gathered by 'an employer or labor contractor' for the purpose of submitting the pay data report, and sexual orientation voluntary disclosure language was slightly expanded to specify disclosure is made 'to the employer by the employee themselves.'