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Pay Discrimination: How to Prepare for the Increased Scrutiny of Your Pay Practices

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Pay Discrimination: How to Prepare for the Increased Scrutiny of Your Pay Practices

$149

About this course

TrendingWatch RECORDED Session for Just $149

Recorded On: June 28, 2019

Training Duration: 90 Minutes

Access any day, anytime, unlimited times as per your convenience*


Recent studies have shown that women earn approximately 78 cents for every dollar that a man makes. Women are also under-represented in the best paying jobs. These studies’ conclusions have caused federal agencies such as the Equal Employment Opportunity Commission and the Office of Federal Contract Compliance Programs to prioritize pay issues.While the studies focused significantly on women’s pay vs. men’s pay, the potential audits from these agencies consider all protected classes.

Pay or compensation discrimination occurs when employees performing similar work do not receive similar pay. Pay discrimination based on an employee’s membership in a protected category like race, disability, or sex, is prohibited by anti-discrimination laws. Relevant laws include Title VII, the ADA and ADEA, state anti-discrimination laws, and the Equal Pay Act which specifically addresses pay discrimination based on sex.

This webinar will walk you through the legal landmines in considering pay issues and steps you should be taking now before the EEOC or the OFCCP comes knocking.

 

Session Highlights

  • Documenting Promotion and Demotion Decisions to Avoid Discrimination Claims
  • The Role of Performance Evaluations in Wage Discrimination Claims
  • How to Conduct a Pay Equity Analysis
  • Understanding Laws that Govern Pay Discrimination
  • The Anatomy of a Pay Equity Audit
  • Salary History Bans in Connection with Pay Equity Requirements
  • Why the Federal Government Has Pay Issues as a High Priority
  • Understanding Is There Really a Pay Gap?

 

Why You Should Attend:

Combating pay discrimination issues has long been the goal of the EEOC and the OFCCP.  In its recent strategic plan, the EEOC considers pay discrimination issues to be of top priority.  The EEOC revised the EEO-1 form to gather pay data for this purpose.  While the form was nixed, it is now back in play.  What you tell the EEOC can mean an audit from the EEOC or the OFCCP.  It is vital to perform your own pay analysis so you won’t be caught with large back pay awards.  We will discuss laws that affect pay and how to perform a pay analysis.

 

Who Should Attend:

  • Human resource professionals,
  • chief financial officers,
  • compensation analysts

 

In this Recorded Sessionyou can listen to Q&A which includes direct answer from our expert speaker.

*Instruction kit to access the session will be emailed within 6 hours.

Recommended Training Sessions :

“New EEO-1 Report for 2019”


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