In the wake of the social justice movements and a nationwide push towards greater equality, transparency, diversity and accountability, it is expected that pay equity will be a focus for the Biden administration in the coming year. Pay equity issues are gaining the attention of employees and, in turn, becoming of increasing concern for employers.
Multi-million-dollar settlements of class action equal pay claims have gripped the headlines. What will these potential changes mean for employers when it comes to decisions surrounding compensation and matters of pay equity? Employers are likely going to see sweeping changes and a significant amount of scrutiny regarding pay equity. Furthermore, potential changes will likely focus on not only the gender gap but on race-based pay differentials.
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. The bill would make it more difficult for employers to justify pay differentials for men and women.
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.
Why you should Attend
Employers are also likely to see more aggressive enforcement actions by the Office of Federal Contract Compliance (OFCCP) in the area of compensation. In addition, federal contractors – and other employers – are likely to see the revitalization of the federal EEO-1 “Component 2” reporting requirement that involved the disclosure of pay data to the government.
The Equal Employment Opportunities Commission (EEOC) is still processing claims of allegation of pay discrimination. These claims are still being investigated and litigations have increased. Do not be left open to pay discrimination allegations before you address your pay equity gaps.
Areas Covered in the Session
- Learn Why Pay Equity the New Tsunami for Employers in 2021.
- Learn why the previous administration did not do enough to mitigate pay disparity actions.
- Learn why the Equal Pay Act of 1963 (EPA) has not provided much support for pay disparity nationwide.
- Learn what the status is of the results of the 2019 EEOC Pay Data Reporting.
- Learn how the new administration will focus on penalties for pay inequity.
- Learn why most compliance efforts on pay equity has not impacted women and minorities.
- See how the OFCCP is alerting federal contractors to increase their compliance efforts when it comes to pay equity.
- See how states are aggressively initiating their own legislation to mitigate pay equity.
- What are the fines and penalties if you are guilty of pay discrimination?
- Learn what perpetuates pay disparity and how to stop it.
- What are the fines and penalties when Employers find pay disparity and don’t do anything about it?
- Learn what the most effective method is to address pay equity disparity.
- Learn how you can be a hero when you prepare a pay equity process before you are sued.
- What Can Employers do to decrease the pay disparity in the workplace.
- Learn how Employers can positively impact their employees by initiating pay equity compliance efforts.
Who Will Benefit
- All Employers
- Business Owners
- Company Leadership
- Compliance professionals
- Payroll Administrators
- HR Professionals
- Employers in all industries
- Small Business Owners
Margie Faulk, a senior level human resources and compliance professional with over 14 years of HR management and compliance experience. A current Compliance Officer/Advisor for HR Compliance Solutions, LLC. Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.
This includes Federal Contracting in the defense, military, anti-Terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie's focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few. Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).