Pay equity issues are of increasing concern to employers and employees alike, and with good reason. The Equal Pay Act has been reinvigorated by recent political and legislative initiatives as well as social media.
A number of bellwether states, including Massachusetts, California, New Jersey, Delaware, and Oregon, have enacted robust pay equality statutes, with more legislation on the horizon. Equal pay litigation is on the rise and multi-million dollar settlements of class action lawsuits are being reported on a weekly basis.
Activist shareholder groups are demanding that companies conduct pay audits to ensure employees are being paid fairly and in compliance with these new laws.
Objectives of the Presentation
- Learn how the federal regulations on pay equity do not meet the muster to make immediate changes
- What does the EEOC have to do with pay equity?
- How can the EEOC assist Employers with creating pay equity guidelines
- Learn which states & local jurisdictions have current salary questions bans
- Learn how most states handle the regulations
- How can Employers determine the most effective method to create pay audits?
- Learn how to develop policies that will sustain pay equity requirements
- Recommendations for Best Practices With Respect to Salary History Bans
- Learn how to evaluate pay equity systems that can collect the correct pay data
- The Equal Pay Act has been reinvigorated by recent political and legislative initiatives!
- Equal pay litigation is on the rise and multi-million-dollar settlements of class action lawsuits are being reported on a weekly basis!
- Learn How Conducting an Internal Audit of Pay Practices Will Prepare You For Regulatory Audits
- Pay Equity Audits are on the Rise to Ensure Pay Inequities and Allegations of Discrimination!
- What steps can Employers take to reduce some of the pay inequities
- Learn How the MeToo Movement Has Impacted Pay Practices!
Why Should you Attend
Describe topic importance, how this can add value to the work style. Pay Equity guidelines are designed to address gender pay inequality. Although it has long been illegal for employers to pay men and women different wages for the same work, a significant pay gap still exists. According to a report from the Bureau of Labor Statistics, women earned 82% of what men earned in 2016. For minority women, the pay gap is generally even more pronounced.
State specific salary bans is one way that States have aggressively supported pay inequities more than the Federal requirements. When employers continue to base salaries on an applicant's past earnings, it can be impossible for women to break free of the cycle of discriminatory pay practices. Low pay can continue to follow them from job to job over the course of their careers. The salary history ban is designed to put a stop to that.
Who will Benefit
- All Employers
- Business Owners
- Company Leadership
- Small business owners
- Office Managers
- Compliance professionals
- HR professionals
- Anyone interested in the impact of Pay Equity in the workplace
Systemic pay inequity is top of mind, with recent research indicating that pay gaps are getting worse and could take more than 100 years to close across the world. EEOC endeavors to "[strike] a careful balance between enforcement and compliance assistance, "Dhillon said, it believes "justice delayed is justice denied" for workers whose discrimination claims remain for long periods in the commission's backlog.
It may be a burden for companies, but it is really a burden for people who are systematically being paid less than they should be paid".