Pay equity compliance has been changing at several levels at once. Under the Pay Equity Act, federally regulated employers with 10 or more employees must build a pay equity plan that identifies and corrects gender-based wage gaps in predominantly female job classes, give covered employees 60 days to comment on the draft, post the final plan, file an annual declaration and update the plan every five years.
Required pay increases must be paid by a set deadline, with phasing allowed only when increases exceed 1% of annual payroll: up to five years for employers with 10 to 99 employees and up to three years for those with 100 or more. Separately, an OPM rule bars more than 80 federal agencies from using an applicant's current or past pay to set salary, and pay transparency rules were proposed for federal contractors.
This 90-minute webinar explains these rules and how state pay equity laws fit alongside them.
Pay gaps persist: apart from Asian women, women in most racial and ethnic groups still earn less than White men. At past rates, it could take Black women more than 200 years to reach pay equity.
This session helps business owners, leadership, HR, compliance, compensation and payroll professionals understand their obligations and take practical steps, including an internal pay equity audit, to show employees they take pay equity seriously.
Pay gaps persist: apart from Asian women, women in most racial and ethnic groups still earn less than White men. At past rates, it could take Black women more than 200 years to reach pay equity.
This session helps business owners, leadership, HR, compliance, compensation and payroll professionals understand their obligations and take practical steps, including an internal pay equity audit, to show employees they take pay equity seriously.
Margie Faulk
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 and Non-profit sectors. 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, …
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