You will learn about your obligations as an employer in achieving pay equity in your workplace and ways to prevent pay discrimination claims as well as whether you will be subject to the new EEO-1 reporting rules, and if so what you will need to do to be in compliance. In addition to learning what pay equity is, you will learn about the different pay equity laws that impact employers, the different factors you should consider in determining whether you are meeting your legal obligations, and we will talk about what you can do to stay ahead of the curve.
WHY SHOULD YOU ATTEND?
- Gain an understanding of the Pay Gap (what it is and its impact);
- Learn about EEOC and OFCCP and their position on and role in fighting pay discrimination and attaining Pay Equity;
- Understand new EEO-1 Reporting Requirements and their implications for employers.
AREA COVERED
- Understanding Title VII, Sex Discrimination & pay equity;
- Gain some historical perspective on efforts to attain pay equity (The Equal Pay Act, Lilly Led better Act, and the Paycheck Fairness Act);
LEARNING OBJECTIVES
Pay Equity is one of the new employment law "hot buttons". Staying ahead of the laws and the EEOC's enforcement efforts will enable you to fly under the radar, avoid employee lawsuits, and attract and retain good talent so your company remains competitive in today's market.
WHO WILL BENEFIT?
- CEO's
- Business Owners
- CFO's
- Controllers
- Senior Managers
- Hiring Managers
- Compensation Officers
- HR Directors/Managers
- Gain an understanding of the Pay Gap (what it is and its impact);
- Learn about EEOC and OFCCP and their position on and role in fighting pay discrimination and attaining Pay Equity;
- Understand new EEO-1 Reporting Requirements and their implications for employers.
- Understanding Title VII, Sex Discrimination & pay equity;
- Gain some historical perspective on efforts to attain pay equity (The Equal Pay Act, Lilly Led better Act, and the Paycheck Fairness Act);
Pay Equity is one of the new employment law "hot buttons". Staying ahead of the laws and the EEOC's enforcement efforts will enable you to fly under the radar, avoid employee lawsuits, and attract and retain good talent so your company remains competitive in today's market.
- CEO's
- Business Owners
- CFO's
- Controllers
- Senior Managers
- Hiring Managers
- Compensation Officers
- HR Directors/Managers
Speaker Profile
Janette Levey Frisch, 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 …
Upcoming Webinars
Managing Difficult Employee Conversations
I-9 Audits: Strengthening Your Immigration Compliance Strat…
Dealing With Difficult People In Life & Work
Predictive Accounting: Driver-Based Budgeting And Rolling F…
Pay Equity Changes for 2024! What Employers Need to Know to…
Leader Branding: How to Communicate with Confidence to Attr…
Project Management for Non-Project Managers - How to commun…
Design Verification, Validation and Testing for Medical Dev…
Data Integrity and Privacy: Compliance with 21 CFR Part 11,…
FFIEC BSA/AML Examination Manual: What Compliance Officers …
Why EBITDA Doesn't Spell Cash Flow and What Does
Harassment, Bullying, Gossip, Confrontational and Disruptiv…
Employee or Independent Contractor – U.S DOL Announces 2024…
How to Survive an Emotionally Toxic Workplace
Best Practices in Complaint Management for Regulatory Compl…
Human Factors Usability Studies Following ISO 62366 and FDA…
Ensuring Safe and Effective Pharmaceutical Products: A Comp…
Gossip-Free: Leadership Techniques to Quell Office Chatter
Updated Metro 2®, e-OSCAR and the New Tougher FCRA/CFPB Com…
Embracing Diversity and Inclusion in Talent Acquisition
Form W-9 Compliance to Avoid Penalties: TIN Verification, B…
Tattoos, hijabs, piercings, and pink hair: The challenges …
Understanding and Analyzing Financial Statements
Divorce, Adoption and Other Special Tax Topics
Design History File (DHF), the Device Master Record (DMR) a…
With Mandatory Paid Leave Gaining Ground Is It Time To Do A…
Setting up Quality System for FDA Regulated Products: Tips …
Is Your Culture Working For or Against Your Success? If You…
Marketing to Medicare or Medicaid Beneficiaries - What You …
The Five Cs Of Commercial Credit: The Basic Elements Of Cre…
Sunshine Act Reporting - Clarification for Clinical Research
Documenting Misconduct that Will Stand Up in Court
Stress, Change And Team Resilience Through Humor: An Intera…
FDA Regulation of Artificial Intelligence/ Machine Learning
Managing Toxic & Other Employees Who have Attitude Issues
Excel - Lists and Tables - A Beginner's Guide to Managing L…
Pharma 4.0: Next Generation Technology Approach to GxP Prod…
Patient Gifts, Discounts and Freebies: What You Can and Can…
Managing Complex Projects - Project Management
All About Civility - Eliminating a Culture of Gossip Rumors…
From Challenges to Compliance: Understanding Dietary Supple…
Improving Employee Engagement & Retention Through Stay Inte…
How To Conduct An Internal Harassment And Bullying Investig…