With social justice movements gaining strong traction these days, transparency, equality, diversity, and accountability are now more than just guiding principles. They are expected to bring pay equity into the spotlight for the Biden administration in the coming year. Pay equity issues are gaining the attention of employees and, as a result, becoming of increasing concern for employers.
Gender pay gap won't be the only focus under these potential changes, but race-based pay differentials will also likely be brought under consideration. As multi-million-dollar settlements of class action, equal pay claims have gripped the headlines, what are the best measures to take to end this bias? What will these potential changes mean for employers when it comes to decisions surrounding matters and compensation of pay equity?
Gender and Racial Pay Equity
To eliminate this racial and gender-based wage gap, the Paycheck Fairness Act was reintroduced into Congress in January 2021. This proposed federal legislation is aimed at amending the federal law prohibiting wage discrimination on the basis of sex. Thus, the bill would make it more difficult for employers to justify pay differentials for men and women. Employers are likely going to see sweeping changes and a significant amount of scrutiny regarding pay equity.
Biden also emphasized on it while discussing advancing equity, civil rights, racial justice, and equal opportunity as a moral imperative rather than just an economic one.
The Paycheck Fairness Act would also make it unlawful to prohibit employees from disclosing or discussing information about their wages, prohibit employers from relying on salary history in setting starting pay, enhance existing prohibitions against retaliation and increase penalties under the federal law. Join Compliancevent to have an expert opinion and discussion on how this will affect the role of employers nationwide.
Why You Should Attend It
The Office of Federal Contract Compliance (OFCCP) is likely to impose aggressive enforcement actions in the area of compensation. Besides, federal contractors and other employers will likely witness the revitalization of the federal EEO-1 “Component 2” reporting requirement that involved the disclosure of pay data to the government.
Meanwhile, The Equal Employment Opportunities Commission (EEOC) continues to process claims of the allegation of pay discrimination. These claims are still being investigated and litigations have been increased to avoid this bias. Do not be left open to paying discrimination allegations before you address your pay equity gaps!
What You Will Learn
-Why Pay Equity is the New Tsunami for Employers in 2021
-Why the previous administration did not do enough to mitigate pay disparity actions
-Whether the Equal Pay Act of 1963 (EPA) has provided support for pay disparity nationwide. If not, why?
-The current status of the results of the 2019 EEOC Pay Data Reporting.
-How will the new administration likely impose penalties for pay inequity?
-Why most compliance efforts on pay equity have not affected women and minorities
-How is the OFCCP alerting federal contractors to increase their compliance efforts for pay equity?
-The states' aggressive initiatives to introduce their own legislation to mitigate pay equity
-What actually perpetuates pay disparity and how you can stop it
-What are the fines and penalties if you are guilty of pay discrimination?
-What are the penalties and consequences when employers find pay disparity and don’t do anything about it?
-What's the most effective method to address pay equity disparity?
-How you can effectively prepare and monitor a pay equity process before you are sued!
-How employers can positively impact their employees by initiating pay equity compliance efforts
-What employers can do to decrease the pay disparity in the workplace
-This Program, ID No. 562401, has been approved for 1.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute®? (HRCI®).
-This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.
Who Will Benefit
-Small Business Owners
-Employers in all industries
You may ask your Question directly to our expert during the Q&A session.
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, Non-profit sectors and International compliance.
Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).