1/31/2024 0 Comments Payroll timeplus selfservice![]() So we’ll spend just a couple minutes looking at that. ![]() Then we’ll spend just a couple minutes talking about auditing, because to comply with state equity laws, pay equity laws, oftentimes an audit is going to be in order. So it’ll also sort of show you like, I hate to say worst case scenario, but hardest case scenario in terms of pay equity laws. But Oregon and California are two of the most intense. If you look at California and Oregon, you’re going to get a sense of what pay equity laws might look like in your state as well if you’re operating in a state with a pay equity law. We’re going to talk about California and Oregon in particular.Īnd basically there’s sort of a sampling. Then we’re going to talk about a couple of state pay equity laws. So our agenda today, we’re going to talk first about the Federal Pay Equity Law, the Equal Pay Act, 1963. I won’t be monitoring chat, but I will see the Q&A and I may be able to pick a couple of those off throughout the presentation. And then if you want to post questions to me, use the Q&A box, the question and answer box, not the chat box. We will send you this whole thing so you will have access to it later. We will send you an email with the recording of this presentation as well as the deck itself within about 24 hours.Īnd I know a bunch of you are going to keep asking that in the chat anyway, but I’ll at least say it once now. So since we are tacking a lot in, we’ll just get started. Probably more slides than I should have attempted to put into a single deck, but we’re going to see what we can do. I am an attorney here, the Senior Legal Analyst at Mineral and Pay Equity is one of my favorite topics. We are here today to talk pay equity, what employers need to know. ![]() And like I said, we’ll get started in just about a minute. As you can see, we’re going to be talking pay equity today, presumably that’s why you’re here. We’re going to get started in just a minute or two here. This session will discuss these laws in depth and you will learn what steps you can take toward compliance. Even in states that don’t pass many of their own employment laws, the publicity around this topic is likely to lead to more federal claims. In addition, numerous states and localities have created salary history inquiry bans and created additional protections for employees who want to discuss their wages. More than half a dozen states have enhanced their own equal pay acts in the past few years, with many more considering such legislation in the future. The entire country is subject to the federal Equal Pay Act, which became more aggressive in the 9th circuit in 2018 due to a court ruling. The push for pay equity has been gaining steam and shows no signs of slowing down.
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