The Equal Pay Act made pay discrimination illegal over 50 years ago. Yet statistics show a persistent gap between men’s and women’s earnings. While this isn’t exactly breaking news, what is new is that both the Equal Employment OpportunityCommission and the Office of Federal Contract Compliance Programs are stepping up their game and focusing on pay disparities as a form of employment discrimination. The new EEO-1 reporting rules took effect recently. But the reporting rules are only the tip of the iceberg. Both agencies will use the information reported to determine how best to focus their efforts on fighting pay discrimination. Now is the time for employers to get ahead of the EEOC/OFCCP’s new ‘hot button’ priority and avert pay discrimination claims.
Session Highlights:
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Understanding Title VII, Sex Discrimination & pay equity
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Gain some historical perspective on efforts to attain pay equity (The Equal Pay Act, Lilly Ledbetter Act, and the Pay check Fairness Act)
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Gain an understanding of the Pay Gap (what it is and its impact)
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Learn about EEOC and OFCCP and their position on and role in fighting pay discrimination and attaining Pay Equity
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Understand new EEO-1Reporting Requirements and their implications for employers
Areas Covered in the Session:
What is Pay Equity and what is Pay Discrimination
Some History:
Pay Discrimination as a Form of Sex Discrimination
What Employers Should Do Now?
Why You Should Attend:
The pay gap and pay discrimination will come to matter increasingly to employers – if for no other reason than the EEOC and the OFCCP’s new focus on this issue will make sure it does. If your employment practices, including you’re hiring, promotion, and compensation policies and procedures do not reflect this then your efforts at ensuring a discrimination-free workplace are at best incomplete-and you will be vulnerable to discrimination claims and liability on yet another front. The good news is you don’t have to be. In this webinar, you will get an introduction to the issues and the steps you need to take to get you headed in the right direction.
Who Should Attend?
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HR Directors
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Managers
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VP’s
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CFO’s
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Controllers
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Compensation Specialists
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Hiring Managers
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CEO’s
*You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it at your convenience.
Janette S. Levey
Janette S. Levey has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law.
Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems before they result in lawsuits or steep fines caused by government audits.
Janette works with employers on most employment law issues, acting as the Employer’s Legal Wellness Professional — to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs.