PAY EQUITY UPDATES for 2017 More Obligations How Do We Comply?

Size: px
Start display at page:

Download "PAY EQUITY UPDATES for 2017 More Obligations How Do We Comply?"

Transcription

1 [add logo of sponsor] PAY EQUITY UPDATES for 2017 More Obligations How Do We Comply? January 17, Universal City, California Susan E. Groff, Esq. GroffS@jacksonlewis.com Mickey Silberman, Esq. SilbermanM@jacksonlewis.com Moderator: Harrison Perla, Esq. CEVA, Inc Jackson Lewis P.C. #IHCC ACC-SoCal In-House Counsel Conference 1

2 About The Firm Represents management exclusively in every aspect of employment, benefits, labor, and immigration law and related litigation 800 attorneys in 56 locations nationwide Current caseload of over 6,500 litigations approximately 650 class actions Founding member of L&E Global A leader in educating employers about the laws of equal opportunity, Jackson Lewis understands the importance of having a workforce that reflects the various communities it serves _2 2

3 Susan Groff Susan is a Principal in the Los Angeles office of Jackson Lewis P.C. She advises and counsels management on various employment related issues, including the California Fair Pay Act, disability and leave management, wage and hour laws, harassment and discrimination complaints, workplace investigations, reductions in force, and discipline and termination questions. She also conducts training and seminars on employment related issues, including new laws facing employers (such as the CFPA), disability and leave management, wage and hour requirements, and sexual harassment prevention _3 3

4 Mickey Silberman Mickey is Co-Chair of the firm s Pay Equity Resource Group and Chair of its Affirmative Action & OFCCP Practice Group. He is a national expert on pay equity. Mickey oversees pay equity projects conducted on a proactive basis and in response to EEOC investigations, OFCCP audits, internal complaints, and litigation. He conducts mock audits assessing compliance with pay equity, EEO, and affirmative action. Mickey and the Practice Group each year prepare thousands of affirmative action plans and defend hundreds of EEOC and OFCCP investigations _4 4

5 Agenda Awareness About Equal Pay Has Arrived Growing Wave of Aggressive State Pay Laws How to Explain Pay Differences under CFPA What Can We Do To Be Pro-Active? Review of Job Descriptions and Other Practices Conducting a Pay Equity Analysis Questions & Answers _5 5

6 California This Just Got a Lot Harder 2016 Amendments to CFPA effective January 1, 2017 Expanded to include race and ethnicity Exponentially increases the exposure Now, not just claims between men and women, but between people of all different races and ethnicities within gender (i.e., Asian female employees can claim unequal pay compared to Hispanic female employees) Salary history can we ask? Attorneys fees for prevailing plaintiffs CA robust wage-hour class action plaintiffs bar jumping in High Level Take Away you need to conduct privileged proactive pay analyses _6 6

7 First, Setting the Stage The Pay Gap For every $1.00 paid to men, how much is paid to... Group Nationwide California Women African-American Women Hispanic Women _7 7

8 First, Setting the Stage The Pay Gap For every $1.00 paid to white men, how much is paid to... Group Nationwide Men Women Asian $ African-American Hispanic _8 8

9 Why Not More Claims? People Just Don t Know Employees don t know what they don t know about pay Applicants don t know what they don t know about pay The government doesn t know what it doesn t know about pay You don t know what you don t know about pay _9 9

10 Shareholder Pressure to Achieve and Announce Equal Pay Activist investor pressure to achieve equal pay CEOs are telling HR and in-house counsel: This is going to get done. Silicon Valley and other Fortune 500 companies feel increasing pressure to quickly conduct pay equity analyses and publish the results I'm proud to share that at Facebook, men and women earn the same - Lori Matloff Goler, Facebook, Inc. Black employees earn $1.003; Hispanic employees earn 99.9 cents; and Asian employees earn $1.006 for every $1 earned by White employees - Kathleen Hogan, Microsoft Corp _10 10

11 EEO-1 Pay Reporting _11 11

12 EEOC Pay Data Reporting Adds W-2 earnings and work hours for all employees to EEO-1 reports starting in 2018 Filing deadline now March 31 of every year instead of Sept. 30 Workforce snapshot pay period between Oct. 1 and Dec. 31 of reporting year instead of July - Sept. EEOC will publish pay data by industry and geography for employers to benchmark against Who else can use the pay data? Unions, plaintiffs counsel, competitors, the press _12 12

13 EEOC Underestimates Employer Burden Employers typically do not house W-2 earnings, hours worked, job, race/ethnicity and gender data in the same system HRIS, Payroll, Timekeeping Systems EEOC expects employers will write software programs to aggregate data across systems Reporting burden will increase by 1,933% From 180 cells to 3,600 cells per establishment _13 13

14 How Will Trump Administration Impact EEO-1? Trump has said he supports equal pay for women, Trump s daughter Ivanka is a big equal pay advocate Given that context, what can EEOC do? Options: 1. Rescind the EEO-1 pay data reporting requirements 2. Leave as is with its significant burdens 3. Change pay data reporting from W-2 earnings to annualized pay This would eliminate the need for hours reporting and allow employers to pull the information from one system HRIS significantly reducing the burden Republican congress could also defund EEOC s reporting rule _14 14

15 Growing Wave of Aggressive State Pay Laws and International Obligations _15 15

16 California Leads The Way California Fair Pay Act effective January 1, 2016 Compares substantially similar employees broader than federal standard of similarly situated Compares employees across locations Employers must explain entire wage differential Attorneys fees for prevailing plaintiffs CA robust wagehour class action plaintiffs bar jumping in 2016 law focused only on differences between the sexes _16 16

17 California Leads The Way 2016 Amendments to CFPA effective January 1, 2017 Expands CFPA to include race and ethnicity Exponentially increases the exposure employers should revisit policies and re-run pay equity analyses to consider race and ethnicity Cannot use salary history as sole justification for pay disparity Codification of language found in the legislative history _17 17

18 Massachusetts Out California s California Equal pay for comparable work Arguably more expansive than any other federal or state law Cannot ask applicants or current/former employers for salary history Proactive Pay Audit as a Safe Harbor If company completed proactive analysis in good faith within past 3 years must be reasonable analysis And, made reasonable progress towards eliminating pay disparities _18 18

19 States with Current Proposals for New or Expanded Equal Pay Laws Alaska Arizona District of Columbia Georgia Hawaii Indiana Iowa Kentucky Michigan Nebraska New Jersey Ohio Oklahoma Pennsylvania Tennessee Washington West Virginia _19 19

20 Prohibition on Asking for Salary History Prediction - This is the Big One Massachusetts first state to ban asking for salary history effective July 2018 CA quickly amended CFPA to say salary history cannot, by itself, explain pay disparity NY Governor signed an E.O. prohibiting state entities from asking for or evaluating applicants based on salary history NYC Mayor signed an E.O. prohibiting NYC agencies from asking for or searching publicly available records for salary history _20 20

21 Other Jurisdictions that have Proposed Similar Bans on Requesting Salary History Los Angeles conducting feasibility report on prohibiting asking for salary history PA similar to MA Philadelphia city council passed bill, likely to be signed by mayor NJ bill would prohibit asking for salary history as well as setting a min or max salary history as a condition of being interviewed/considered for job DC similar to NJ NYC would apply to private sector Fed Gov t House bill in committee _21 21

22 Growing International Obligations UK companies with 250+ employees subject to compulsory gender reporting by April 2018 Germany proposed Equal Pay Act Companies with 200+ employees have to document pay gap Companies with 500+ employees must conduct pay equity review at least every 5 years Sweden since 2008, companies with 25+ employees have had to conduct survey of gender pay differences every 3 years _22 22

23 How Do Employers Explain a Wage Differential Under the CFPA? _23 23

24 What Must Employers Show to Defend These Claims? Employers need to be able to explain wage rate differences Between men and women, different races and ethnicities For substantially similar work regardless of establishment Should we include comparators from outside of California? _24 24

25 What Must Employers Show to Defend These Claims? How do we know who is substantially similar? Similar skills, effort and responsibilities Under similar working conditions (environmental) _25 25

26 How Do We Explain Wage Rate Differences? If there is a wage differential, then it is the employer s burden to demonstrate the difference is based on one of the following factors A seniority system; A merit system; A system that measures earnings by quantity or quality of production; and/or A bona fide factor other than sex, race or ethnicity, such as education, training or experience _26 26

27 How Do We Explain Wage Rate Differences? Seniority system tenure, time in position Merit system pay for performance Problem personnel evaluations can be subjective or biased Is scoring reasonable and honest? Are increases tied to score? Is there consistency? If using merit, consider re-training managers on evaluations _27 27

28 How Do We Explain Wage Rate Differences? Quantity or quality of work piece rates, commissions A bona fide factor other than sex such as education, training, or experience that is job related and consistent with business necessity But is there really a business necessity? _28 28

29 How Do We Explain Wage Rate Differences? Business Necessity Defense applies, unless the employee demonstrates an alternative business practice exists that would serve the same business purpose without producing the wage differential Many open questions _29 29

30 The Million Dollar Question Can We Ask for Salary History? While you can ask for it, easier to argue you didn t rely on it if you didn t ask Better to rely on value of job than what applicant was paid at prior employers For multi-state employers corporate consistency? Create different applicant processes and pay administration systems state by state? Or develop a consistent approach? _30 30

31 How Best to Prepare? _31 31

32 Attractive Tack On Claim for Plaintiffs Definition of substantially similar work is untested Burden is on employer to explain the entire differential Many employers won t have data to support their explanations Those who have data probably haven t analyzed under new law (or at least considering race/ethnicity) Liquidated damages available Attorneys fees available Under Labor Code , criminal penalties _32 32

33 Job Descriptions As the First Line of Defense Consider a review of job descriptions to determine whether different jobs do substantially similar work If there are two positions we don t want compared for pay purposes, are the job descriptions different enough? Do we include details on skill requirements, effort, level of responsibility, or working conditions? Consider updating job descriptions _33 33

34 Review Current Pay Practices Consider reviewing current practices and whether consistent Note can t decrease someone s pay; violation of Cal. Labor Code sec Should pay be more formulaic or lock-step? Should we reward performance with bonuses or other incentives instead of pay raises? _34 34

35 Review Current Pay Practices Consider training for managers and recruiters Are they basing hiring decisions on defensible reasons? Are they documenting those reasons? What do your handbook and policies say about pay discrimination and pay discussions? _35 35

36 Documentation for Explaining Wage Differentials Employers have the burden of explaining any wage differential Big Question do we have data available to do so? Prior related experience, education, skills, evaluations Should we begin documenting basis of pay decisions? Should we start collecting data during hiring process? Employers must show the entire difference is explained by these factors Open question whether we must explain to 0.0% gap _36 36

37 Conducting a Pay Equity Analysis Consider privileged proactive pay analysis On meaningful pay groupings Control for factors that influence pay Not all pay differences are a problem, most aren t But, when they are, plan to make pay adjustments No lump-sum, off cycle adjustments Do as part of regular pay cycle incrementally over a few years Review pay system and processes _37 37

38 Protect Your Analyses With Attorney-Client Privilege Plaintiffs/DLSE will likely ask for internal pay analyses Nothing worse than handing over a road map to exposure CRITICAL FOR THESE ANALYSES TO BE AT THE DIRECTION OF COUNSEL TIP Establish privilege protocols at start of project Identify team of need to know participants Prepare memo outlining protocols and tips to avoid waiver Mark documents Privileged & Confidential If using non-attorney consultants or statisticians, must take certain steps to extend privilege over their work _38 38

39 The Sliding Scale of Privilege Not Privileged Argument for Privilege Privileged No Attorney Involvement In-House Counsel (on surface) In-House Counsel (substance) Outside Counsel (on surface) Outside Counsel (substance) _39 39

40 Take Aways Review job descriptions for substantially similar work Investigate current pay practices/train Hiring Managers Are we basing pay decisions on bona fide factors? Are we documenting factors when decisions are made? Evaluate whether and what type of a pay analysis makes sense for the company Ensure you re conducting privileged proactive pay analyses _40 40

41 Questions? Susan E. Groff, Esq Mickey Silberman, Esq _41 41

42 13 th Annual In-House Counsel Conference January 17, 2017 (Universal City, CA) #IHCC _42

Eye On Pay Equity: Keeping Up With Recent Developments. Presented By: Gregg M. Lemley R. Lance Witcher

Eye On Pay Equity: Keeping Up With Recent Developments. Presented By: Gregg M. Lemley R. Lance Witcher Eye On Pay Equity: Keeping Up With Recent Developments Presented By: Gregg M. Lemley R. Lance Witcher What s the Big Deal? Public Relations White House Equal Pay Pledge June 13, 2016 28 companies commitment

More information

ACC-Charlotte April Meeting New Pay Equity Laws

ACC-Charlotte April Meeting New Pay Equity Laws ACC-Charlotte April Meeting New Pay Equity Laws Presented by Liz S. Washko. 2018, Ogletree, Deakins, Nash, Smoak & Stewart, P.C. ogletree.com Agenda Overview of applicable laws Recent legal developments

More information

Employment Law Update: The Top 10 Compliance Items HR Should Consider

Employment Law Update: The Top 10 Compliance Items HR Should Consider Employment Law Update: The Top 10 Compliance Items HR Should Consider Christopher E. Hoyme Jackson Lewis P.C. Omaha hoymec@jacksonlewis.com 402-391-1991 Represents management exclusively in every aspect

More information

The Pay Equity Triple Threat: Law, Litigation, and Regulatory Hurdles!

The Pay Equity Triple Threat: Law, Litigation, and Regulatory Hurdles! The Pay Equity Triple Threat: Law, Litigation, and Regulatory Hurdles! Kathleen McLeod Caminiti, Esq. (908) 516-1062 kcaminiti@fisherphillips.com Cheryl L. Behymer, Esq. (803) 255-0000 cbehymer@fisherphillips.com!

More information

FAIR PAY. We got this SENSE ON A DOLLAR: PAY EQUITY TRENDS AND STRATEGIES FOR COMPLIANCE AUGUST 27, 2018

FAIR PAY. We got this SENSE ON A DOLLAR: PAY EQUITY TRENDS AND STRATEGIES FOR COMPLIANCE AUGUST 27, 2018 We got this FAIR PAY SENSE ON A DOLLAR: PAY EQUITY TRENDS AND STRATEGIES FOR COMPLIANCE AUGUST 27, 2018 Today s Presenter Holly Lake, Partner, Miller Law Group Holly is a skilled employment litigator who

More information

Eric J. Felsberg. Ellen Rice. Jackson Lewis P.C. Long Island Office

Eric J. Felsberg. Ellen Rice. Jackson Lewis P.C. Long Island Office Eric J. Felsberg Jackson Lewis P.C. Long Island Office Eric.Felsberg@jacksonlewis.com 631-247-4640 Ellen Rice Dell Inc. Bethesda, Maryland Ellen.Rice@dell.com 2017 Jackson Lewis P.C. ABOUT THE PRESENTER:

More information

The New U.S. Pay Equity Laws: Answering the Biggest Questions

The New U.S. Pay Equity Laws: Answering the Biggest Questions The New U.S. Pay Equity Laws: Answering the Biggest Questions Created by Seyfarth s Pay Equity Group How will you remember 2016? As the year of a new president? The year of the Rio Olympics? Perhaps.

More information

Compensation Equity. Public Policy Issue Statement. April 2018

Compensation Equity. Public Policy Issue Statement. April 2018 Compensation Equity Public Policy Issue Statement April 2018 Background: Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act of 1990, the Age Discrimination in Employment Act

More information

Steering: A Case Study. Matthew J. Camardella Jackson Lewis P.C. Long Island, NY

Steering: A Case Study. Matthew J. Camardella Jackson Lewis P.C. Long Island, NY Steering: A Case Study Matthew J. Camardella Jackson Lewis P.C. Long Island, NY camardem@jacksonlewis.com 631-247-4639 About Jackson Lewis P.C. Represents management exclusively in every aspect of employment,

More information

What HR Professionals Need to Know about the Revised EEO-1 Report

What HR Professionals Need to Know about the Revised EEO-1 Report What HR Professionals Need to Know about the Revised EEO-1 Report By: Lynn A. Clements, Esq., Director of Regulatory Affairs, Berkshire Associates Inc. Published: December 2016 Table of Contents What is

More information

Labor and Employment Law Handling an OFCCP Audit: Key Mistakes to Avoid. Tuesday, October 16, :00 p.m. 1:00 p.m.

Labor and Employment Law Handling an OFCCP Audit: Key Mistakes to Avoid. Tuesday, October 16, :00 p.m. 1:00 p.m. Labor and Employment Law Handling an OFCCP Audit: Key Mistakes to Avoid Tuesday, October 16, 2012 12:00 p.m. 1:00 p.m. CST Web Seminar Continuing Education Information We have applied for one hour of California,

More information

Joint Employment and Equal Pay: A Broader (And More Aggressive) Approach

Joint Employment and Equal Pay: A Broader (And More Aggressive) Approach Joint Employment and Equal Pay: A Broader (And More Aggressive) Approach Presenter: Aaron N. Colby February 24, 2016 Tel: (213) 633-6882 aaroncolby@ www./people/aaronncolby Federal Gov t Focus on Joint

More information

New Jersey s Diane B. Allen Equal Pay Act. James M. McDonnell, Esq. and Beth L. Braddock, Esq. Jackson Lewis P.C. June 2018

New Jersey s Diane B. Allen Equal Pay Act. James M. McDonnell, Esq. and Beth L. Braddock, Esq. Jackson Lewis P.C. June 2018 New Jersey s Diane B. Allen Equal Pay Act James M. McDonnell, Esq. and Beth L. Braddock, Esq. Jackson Lewis P.C. June 2018 On April 24, 2018, National Equal Pay Day, New Jersey Governor Phil Murphy signed

More information

California's New Fair Pay Act: Prepare to Defend Your Employee Compensation

California's New Fair Pay Act: Prepare to Defend Your Employee Compensation California's New Fair Pay Act: Prepare to Defend Your Employee Compensation October 22, 2015 Kristina Launey Annette Tyman Christine Hendrickson Speakers Annette Tyman Kristina Launey Christine Hendrickson

More information

Preparing Now for EEOC s New EEO- 1 Report: Disclosure of Pay Data

Preparing Now for EEOC s New EEO- 1 Report: Disclosure of Pay Data Preparing Now for EEOC s New EEO- 1 Report: Disclosure of Pay Data By: Annette Tyman Lawrence Lorber Hillary Massey Seyfarth Shaw LLP Seyfarth Shaw refers to Seyfarth Shaw LLP (an Illinois limited liability

More information

HR Compliance Trends to Watch in 2018

HR Compliance Trends to Watch in 2018 HR Compliance Trends to Watch in 2018 June 22, 2018 Copyright 2018 ADP, LLC. ADP, the ADP logo and ADP A more human resource are registered trademarks of ADP, LLC. This content provides practical information

More information

jackson lewis Preventive Strategies and Positive Solutions for the Workplace Corporate Diversity Counseling ALL WE DO IS WORK

jackson lewis Preventive Strategies and Positive Solutions for the Workplace Corporate Diversity Counseling ALL WE DO IS WORK Corporate Diversity Counseling jackson lewis Preventive Strategies and Positive Solutions for the Workplace ALL WE DO IS WORK Attorneys in our Corporate Diversity Counseling practice bring to bear over

More information

EMPLOYMENT ISSUES FOR FEDERAL CONTRACTORS: 2017 AND BEYOND

EMPLOYMENT ISSUES FOR FEDERAL CONTRACTORS: 2017 AND BEYOND EMPLOYMENT ISSUES FOR FEDERAL CONTRACTORS: 2017 AND BEYOND THOMAS CUNNINGHAM Direct Number: (515) 283-8176 Facsimile: (515) 283-3108 E-Mail: tmc@nyemaster.com 700 Walnut, Suite 1600 Des Moines, IA 50309-3899

More information

Proactive Pay Equity Studies Can Shield Mass. Employers

Proactive Pay Equity Studies Can Shield Mass. Employers Proactive Pay Equity Studies Can Shield Mass. Employers by Catherine Alford, Jee-Yeon Lehmann, Charlotte Mann, Liz Neyens and Shannon Seitz; Analysis Group, Inc. Law360, Boston (April 25, 2018, 3:34 PM

More information

NAVIGATING THE NEW EEO-1 FORM & DOL GUIDANCE WITHDRAWALS. July 20, 2017 Webinar

NAVIGATING THE NEW EEO-1 FORM & DOL GUIDANCE WITHDRAWALS. July 20, 2017 Webinar NAVIGATING THE NEW EEO-1 FORM & DOL GUIDANCE WITHDRAWALS July 20, 2017 Webinar Presented by: Mike Bourgon DOL Withdraws Guidance on Joint Employment & Independent Contractors Introduction US Secretary

More information

Pay Equity in the U.S. and Around the World

Pay Equity in the U.S. and Around the World Pay Equity in the U.S. and Around the World January 17, 2018 Cynthia Jackson Partner, Silicon Valley Dentons cynthia.jackson@dentons.com +1 (650) 798-0332 Program Overview History of Pay Inequity New State

More information

Pay Equity in the U.S. and Around the World

Pay Equity in the U.S. and Around the World Pay Equity in the U.S. and Around the World January 16, 2018 Cynthia Jackson Partner, Silicon Valley Dentons cynthia.jackson@dentons.com +1 (650) 798-0332 Program Overview History of Pay Inequity New State

More information

Walking on Eggshells. Effective Management of Internal Pay Equity. CUPA-HR New York Chapter

Walking on Eggshells. Effective Management of Internal Pay Equity. CUPA-HR New York Chapter CUPA-HR New York Chapter Walking on Eggshells Effective Management of Internal Pay Equity Moshe Mayefsky Senior Consultant Megan Werner Associate Consultant Copyright 2018 by The Segal Group, Inc. All

More information

PAY EQUITY LAWS AND REGULATIONS UPDATE

PAY EQUITY LAWS AND REGULATIONS UPDATE PAY EQUITY LAWS AND REGULATIONS UPDATE Presented by: Lara C. de Leon, San Antonio, Texas. ogletreedeakins.com Agenda (Brief) Historical perspective Legal developments Recent trends that may affect employers

More information

DON T PULL THAT CREDIT REPORT SO FAST

DON T PULL THAT CREDIT REPORT SO FAST DON T PULL THAT CREDIT REPORT SO FAST The New Pitfalls of Employee Background Checks Joann Needleman Stephanie Rawitt Linda Watson (215) 640-8536 (215) 640-8515 (248) 988-5881 jneedleman@clarkhill.com

More information

Implementing Equal Employment Opportunity

Implementing Equal Employment Opportunity Implementing Equal Employment Opportunity Chapter 3 McGraw-Hill/Irwin Copyright 2008 by The McGraw-Hill Companies, Inc. All Rights Reserved. Chapter Overview EEOC Compliance Affirmative Action Plans Bona

More information

Client Conference 2017 Compliance Requirements in Depth

Client Conference 2017 Compliance Requirements in Depth Client Conference 2017 Compliance Requirements in Depth Session Agenda In this session, we will review several topics: Washington Update Regulatory Reform ACA FLSA Pay Equity EEO-1 State and Global Pay

More information

OFCCP Enforcement Update: What Can Colleges and Universities Expect From the New Administration?

OFCCP Enforcement Update: What Can Colleges and Universities Expect From the New Administration? OFCCP Enforcement Update: What Can Colleges and Universities Expect From the New Administration? Sponsored by November 8, 2017 Presenter Lynn A. Clements, Esq. Director, Regulatory Affairs Berkshire Associates

More information

Compensation, Compensation, Compensation: How to Survive an OFCCP Compliance Review

Compensation, Compensation, Compensation: How to Survive an OFCCP Compliance Review Compensation, Compensation, Compensation: How to Survive an OFCCP Compliance Review David S. Fortney, Esq. Fortney & Scott, LLC David B. Cohen DCI Consulting Inc. H. Juanita M. Beecher Fortney & Scott,

More information

Hiring, Firing and Everything in Between

Hiring, Firing and Everything in Between Hiring, Firing and Everything in Between Iowa Credit Union League Convention September 17, 2015 CUNA Mutual Group Proprietary Reproduction, Adaptation or Distribution Prohibited 2014 CUNA Mutual Group,

More information

jackson lewis Preventive Strategies and Positive Solutions for the Workplace Class Actions and Complex Litigation ALL WE DO IS WORK

jackson lewis Preventive Strategies and Positive Solutions for the Workplace Class Actions and Complex Litigation ALL WE DO IS WORK Class Actions and Complex Litigation jackson lewis Preventive Strategies and Positive Solutions for the Workplace ALL WE DO IS WORK Employment litigation is more complex than ever. The dramatic increase

More information

Data-Driven, Client Focused

Data-Driven, Client Focused Data-Driven, Client Focused ABOUT DCI DCI Consulting Group, Inc. is a human resources risk management consulting firm strategically located in Washington, D.C. Since 2001, DCI has provided expert solutions

More information

HR Compliance Updates for 2017 The Executive's Roadmap to Best-in-Class HR Strategy

HR Compliance Updates for 2017 The Executive's Roadmap to Best-in-Class HR Strategy HR Compliance Updates for 2017 The Executive's Roadmap to Best-in-Class HR Strategy 2017 TriNet Group, Inc. All rights reserved. Reproduction or distribution in whole or part without express written permission

More information

2013 Jackson Lewis LLP

2013 Jackson Lewis LLP THE MATERIALS CONTAINED IN THIS PRESENTATION WERE PREPARED BY THE LAW FIRM OF JACKSON LEWIS LLP FOR THE PARTICIPANTS OWN REFERENCE IN CONNECTION WITH EDUCATION SEMINARS PRESENTED BY JACKSON LEWIS LLP.

More information

PAY EQUITY AN ECONOMIC PERSPECTIVE CHEN SONG, PH.D. - JULY 2018

PAY EQUITY AN ECONOMIC PERSPECTIVE CHEN SONG, PH.D. - JULY 2018 PAY EQUITY AN ECONOMIC PERSPECTIVE CHEN SONG, PH.D. - JULY 2018 Contents of this presentation are incomplete without accompanying discussion and clarification. The view expressed in this presentation is

More information

A BILL. Be it enacted by the General Assembly of the State of South Carolina: SECTION 1. This act may be cited as the Act to Establish Pay Equity.

A BILL. Be it enacted by the General Assembly of the State of South Carolina: SECTION 1. This act may be cited as the Act to Establish Pay Equity. 1 1 1 0 1 0 1 0 1 A BILL TO ENACT THE ACT TO ESTABLISH PAY EQUITY ; TO AMEND TITLE 1 OF THE 1 CODE, RELATING TO LABOR AND EMPLOYMENT, BY ADDING CHAPTER, TO PROVIDE THAT NO EMPLOYER SHALL PAY WAGES TO ANY

More information

The EEOC s Proposal to Start Collecting Data on Compensation and Hours Worked

The EEOC s Proposal to Start Collecting Data on Compensation and Hours Worked WHITE PAPER BERKELEY RESEARCH GROUP The EEOC s Proposal to Start Collecting Data on Compensation and Hours Worked On Friday, January 29, 2016, the U.S. Equal Employment Opportunity Commission (EEOC) unveiled

More information

Third Thursday Crowell & Moring s Labor & Employment Update February 19, 2015

Third Thursday Crowell & Moring s Labor & Employment Update February 19, 2015 Third Thursday Crowell & Moring s Labor & Employment Update February 19, 2015 The webinar will begin shortly. Please stand by. Today s Presenters Tom Gies Rebecca Springer Kris Meade Trina Fairley-Barlow

More information

OFCCP s New Scheduling Letter: Anticipating the New Desk Audit Submission

OFCCP s New Scheduling Letter: Anticipating the New Desk Audit Submission MAAAO / BILG Joint Meeting Linthicum, MD September 24, 2012 OFCCP s New Scheduling Letter: Anticipating the New Desk Audit Submission presented by Alissa A. Horvitz Shareholder Washington, D.C. Office

More information

July Below is a summary of some of the significant areas of the Standards and Guidelines:

July Below is a summary of some of the significant areas of the Standards and Guidelines: July 2006 Resurgens Plaza 945 East Paces Ferry Road Suite 2700 Atlanta, Georgia 30326-1380 404.923.9000 150 North Michigan Avenue 35th Floor Chicago, Illinois 60601-7553 312.499.1400 Lincoln Plaza 500

More information

Michael Mankes. Focus Areas. Overview

Michael Mankes. Focus Areas. Overview Office Managing Shareholder One International Place Suite 2700 02110 main: (617) 378-6000 direct: (617) 378-6006 fax: (617) 737-0052 mmankes@littler.com One Financial Plaza Suite 2205 Providence, RI 02903

More information

Diversity and Affirmative Action: Friends or Foes?

Diversity and Affirmative Action: Friends or Foes? Diversity and Affirmative Action: Friends or Foes? Panel Discussion by Valerie A. Custer, General Dynamics Information Technology Laura S. Davis, General Dynamics Information Technology Leigh M. Nason,

More information

As Calif. Goes On Equal Pay, So Goes The Nation?

As Calif. Goes On Equal Pay, So Goes The Nation? Portfolio Media. Inc. 860 Broadway, 6th Floor New York, NY 10003 www.law360.com Phone: +1 646 783 7100 Fax: +1 646 783 7161 customerservice@law360.com As Calif. Goes On Equal Pay, So Goes The Nation? Law360,

More information

Pay equity across the globe

Pay equity across the globe Pay equity across the globe By: Talene M. Carter, Martyn Redfern and Lewis Gayle The gender pay gap has been a long-standing issue in the United States and abroad. While there was a lot of progress in

More information

California s New Fair Pay Law: What It Means for Your Business

California s New Fair Pay Law: What It Means for Your Business California s New Fair Pay Law: What It Means for Your Business by Christopher Olmsted, Esq. Ogeltree Deakins The California Fair Pay Act (FPA), a state law that codifies the principle that an employee

More information

AFFIRMATIVE ACTION COMPLIANCE NAVIGATING THE WATERS OF OFCCP. Presented by Brian Carmichael

AFFIRMATIVE ACTION COMPLIANCE NAVIGATING THE WATERS OF OFCCP. Presented by Brian Carmichael AFFIRMATIVE ACTION COMPLIANCE NAVIGATING THE WATERS OF OFCCP Presented by Brian Carmichael TOPICS OF DISCUSSION 1) Who is OFCCP? Who is in charge? 2) How does an audit get scheduled? 3) Where should my

More information

Nasdaq Talks to Don Kalfen of Meridian Compensation Partners about Preparing for CEO Pay Ratio Disclosure

Nasdaq Talks to Don Kalfen of Meridian Compensation Partners about Preparing for CEO Pay Ratio Disclosure Nasdaq Talks to Don Kalfen of Meridian Compensation Partners about Preparing for CEO Pay Ratio Disclosure Q: What is the CEO Pay Ratio rule and what does it require companies to do? A: The Pay Ratio disclosure

More information

POP CULTURE AND EMPLOYMENT LAW. Kylie Crawford TenBrook, Best Western International, Inc.

POP CULTURE AND EMPLOYMENT LAW. Kylie Crawford TenBrook, Best Western International, Inc. POP CULTURE AND EMPLOYMENT LAW Kylie Crawford TenBrook, Best Western International, Inc. KYLIE TENBROOK Kylie Crawford TenBrook serves as Corporate Counsel at Best Western International, Inc Arizona Employment

More information

Gender Pay Equity: How HR Can Accelerate the Path. Sponsored by

Gender Pay Equity: How HR Can Accelerate the Path. Sponsored by Gender Pay Equity: How HR Can Accelerate the Path Sponsored by Gender pay equity: How HR can accelerate the path Dave Weisbeck Chief Strategy Officer Visier December 2016 Agenda Introduction Why Gender

More information

Affirmative Action Compliance in an Age of Increased Enforcement Activity

Affirmative Action Compliance in an Age of Increased Enforcement Activity Affirmative Action Compliance in an Age of Increased Enforcement Activity Jennifer B. Sandberg Fisher & Phillips LLP 1075 Peachtree Street, NE Suite 3500 Atlanta, GA 30309 Enforcement We are going to be

More information

EEOC Pay Equity Enforcement

EEOC Pay Equity Enforcement EEOC Pay Equity Enforcement January 24, 2013 Paul C. Evans Blair J. Robinson www.morganlewis.com Agenda EEOC Strategic Enforcement Plan Enforcing equal pay laws EEOC Investigations and Enforcement Investigative

More information

Compliance with the Recordkeeping Requirements of the Regulations Regarding Protected Veterans and Individuals with Disabilities

Compliance with the Recordkeeping Requirements of the Regulations Regarding Protected Veterans and Individuals with Disabilities Compliance with the Recordkeeping Requirements of the Regulations Regarding Protected Veterans and Individuals with Disabilities By Anna Nesterenko, Ph.D. and George Desloge Compliance with the regulations

More information

Non-discrimination and equal opportunity Guidance note

Non-discrimination and equal opportunity Guidance note EBRD Performance Requirement 2 Labour and working conditions Non-discrimination and equal opportunity Guidance note This document contains references to good practices; it is not a compliance document.

More information

OFCCP Compliance Check, Scheduling Letter and Item listing changes 11/15/2011

OFCCP Compliance Check, Scheduling Letter and Item listing changes 11/15/2011 OFCCP Compliance Check, Scheduling Letter and Item listing changes 11/15/2011 1 Agenda High-level overview Side-by-side comparison Impacts and Issues 2 Quote of the day (from the proposal): a contractor

More information

2015 ALASKA STATE HR CONFERENCE AFFIRMATIVE ACTION UPDATE: THE ROAD AHEAD

2015 ALASKA STATE HR CONFERENCE AFFIRMATIVE ACTION UPDATE: THE ROAD AHEAD 2015 ALASKA STATE HR CONFERENCE AFFIRMATIVE ACTION UPDATE: THE ROAD AHEAD David Scheffler Pinnacle HR Consulting Services September 24, 2015 LEGAL DISCLAIMER The materials presented today in both written

More information

How to Design and Implement a Strategic Applicant Tracking System

How to Design and Implement a Strategic Applicant Tracking System How to Design and Implement a Strategic Applicant Tracking System Lynn Clements, Esq. Director of Regulatory Affairs, Berkshire Associates Michelle Duncan, Esq. Principal, Jackson Lewis P.C Jennifer Seda,Esq.

More information

This Webcast Will Begin Shortly

This Webcast Will Begin Shortly This Webcast Will Begin Shortly If you have any technical problems with the Webcast or the streaming audio, please contact us via email at: accwebcast@commpartners.com Thank You! The OFCCP's New Take on

More information

California Employment Law Update: 2018 Is Here. Are You Ready?

California Employment Law Update: 2018 Is Here. Are You Ready? California Employment Law Update: 2018 Is Here. Are You Ready? January 17, 2018 Universal City, California Sponsored by Jackson Lewis, P.C. Tracy Wei Costantino, Esq. Susan E. Groff, Esq. #IHCC12 1 Lawyer

More information

An Update on OFCCP Enforcement and Regulatory Changes. DCI Consulting Group, Inc I Street, NW Washington, D.C

An Update on OFCCP Enforcement and Regulatory Changes. DCI Consulting Group, Inc I Street, NW Washington, D.C An Update on OFCCP Enforcement and Regulatory Changes DCI Consulting Group, Inc. 1920 I Street, NW Washington, D.C. 20006 OFCCP Major Initiatives Bush in 8 Years Internet Applicant Regulations Compensation

More information

The Times They Are A-Changin : State Trends and National Impacts

The Times They Are A-Changin : State Trends and National Impacts The Times They Are A-Changin : State Trends and National Impacts The Times They Are A-Changin: State Trends and National Impacts About Me: Whitney Silverman NAIS Staff Attorney Contact Info: Silverman@nais.org,

More information

News Release ARLINGTON, Va.

News Release ARLINGTON, Va. Colonial Parking, Inc. settles charges of hiring, pay discrimination with US Labor Department after contractor compliance review agrees to pay nearly $250K to African-American applicants, employees ARLINGTON,

More information

EMPLOYMENT DISCRIMINATION

EMPLOYMENT DISCRIMINATION EMPLOYMENT DISCRIMINATION OFCCP: More Powerful than Ever Selected Industry Experience: Aerospace / Industrial Manufacturing Air Transportation Banking, Financial & Investment Services Education / University

More information

Preparing for HR & Tax Compliance Changes. What may be coming from the new administration. Preparing for HR & Tax Compliance Changes

Preparing for HR & Tax Compliance Changes. What may be coming from the new administration. Preparing for HR & Tax Compliance Changes Preparing for HR & Tax Compliance Changes What may be coming from the new administration. 1 It s an Uncertain Time for Employers How will the administration of President Donald Trump shape the next four

More information

California s New Fair Pay Act: What You Need to Know. Presenters: Amanda Sommerfeld Kiffany Hoover

California s New Fair Pay Act: What You Need to Know. Presenters: Amanda Sommerfeld Kiffany Hoover California s New Fair Pay Act: What You Need to Know Presenters: Amanda Sommerfeld Kiffany Hoover Today s elunch Presenters Amanda Sommerfeld Partner, Winston & Strawn Los Angeles asommerfeld@winston.com

More information

Fulbright Forefront. The NEW OFCCP: Preparing for Changes and Handling an Audit in 2013

Fulbright Forefront. The NEW OFCCP: Preparing for Changes and Handling an Audit in 2013 Fulbright Forefront The NEW OFCCP: Preparing for Changes and Handling an Audit in 2013 Continuing Education Information We have applied for one hour of California, Minnesota, Texas and Virginia CLE, New

More information

Boise Fire Department. Civil Rights Title VI Plan Supplement

Boise Fire Department. Civil Rights Title VI Plan Supplement Boise Fire Department Civil Rights Title VI Plan Supplement FY 2015 INTRODUCTION This EEOP is for calendar year 2015, effective January 1, 2015. At a minimum, the Boise Fire Department will review the

More information

CONDUCTING EFFECTIVE SEARCHES FOR FACULTY AND STAFF JOB OPENINGS PART ONE

CONDUCTING EFFECTIVE SEARCHES FOR FACULTY AND STAFF JOB OPENINGS PART ONE CONDUCTING EFFECTIVE SEARCHES FOR FACULTY AND STAFF JOB OPENINGS PART ONE PART ONE TOPICS Being Part of the UA Family Non-Discrimination, Affirmative Action and Equal Employment Opportunity Laws, and UA

More information

Revised EEO-1 Form: Are You Ready?

Revised EEO-1 Form: Are You Ready? Revised EEO-1 Form: Are You Ready? Presented by: Gary A. Chamberlin We re proud to offer a full-circle solution to your HR needs. BASIC offers collaboration, flexibility, stability, security, quality service

More information

Leslie Stout-Tabackman. Eric J. Felsberg. Jackson Lewis P.C. Washington, D.C. Region

Leslie Stout-Tabackman. Eric J. Felsberg. Jackson Lewis P.C. Washington, D.C. Region Eric J. Felsberg Jackson Lewis P.C. Long Island FelsberE@jacksonlewis.com 631-247-4640 Leslie Stout-Tabackman Jackson Lewis P.C. Washington, D.C. Region Leslie.Stout@jacksonlewis.com 703-483-8345 2017

More information

2/1/2016. An Overview of Current & Proposed OFCCP Requirements. About Constangy. What We Do. Presented by Cara Crotty, Esq.

2/1/2016. An Overview of Current & Proposed OFCCP Requirements. About Constangy. What We Do. Presented by Cara Crotty, Esq. An Overview of Current & Proposed OFCCP Requirements Presented by Cara Crotty, Esq. About Constangy We have focused on employment and labor law exclusively since 1946 We currently have more than 160 attorneys

More information

RE: RIN 1250-AA03 Government Contractors, Requirement to Report Summary Data on Employee Compensation

RE: RIN 1250-AA03 Government Contractors, Requirement to Report Summary Data on Employee Compensation December 22, 2014 Debra A. Carr, Director Division of Policy and Program Development Office of Federal Contract Compliance Programs 200 Constitution Ave. NW, Room C-3325 Washington, DC 20210 Via online

More information

Pay Equity Are you Ready? Submitted by Amanda Dalton, J.D. OWGL Lobbyist

Pay Equity Are you Ready? Submitted by Amanda Dalton, J.D. OWGL Lobbyist Pay Equity Are you Ready? Submitted by Amanda Dalton, J.D. OWGL Lobbyist Oregon s sweeping Pay Equity law takes effect on January 1, 2019. Are you prepared? Don t worry. You are not alone. In 2017, the

More information

With Legislation Stalled, Governor Wolf Expands Non- Discrimination Protections for State Workers, Contractors

With Legislation Stalled, Governor Wolf Expands Non- Discrimination Protections for State Workers, Contractors FOR IMMEDIATE RELEASE April 7, 2016 View Online With Legislation Stalled, Governor Wolf Expands Non- Discrimination Protections for State Workers, Contractors Harrisburg, PA Governor Tom Wolf today signed

More information

PRESENTED BY! Phone: (866) ! Brian Chapman - CEO! Jolene Chullen - EVP!

PRESENTED BY! Phone: (866) ! Brian Chapman - CEO! Jolene Chullen - EVP! Brian Chapman - CEO bchapman@mbiworldwide.com (Ext 112) 1 PRESENTED BY Founder of National Association of Professional Background Screeners (NAPBS) Board Member - Background Screeners Credentialing Council

More information

50 State PAY EQUITY DESKTOP REFERENCE. What Employers Need to Know About Pay Equity Laws 2019 EDITION

50 State PAY EQUITY DESKTOP REFERENCE. What Employers Need to Know About Pay Equity Laws 2019 EDITION 50 State PAY EQUITY DESKTOP REFERENCE What Employers Need to Know About Pay Equity Laws 2019 EDITION Dear Clients and Friends, For organizations that operate in multiple states, tracking the ever-changing

More information

Lies, Damn Lies, and Statistics: The Use of Multiple Regression Analysis in Pay Discrimination Challenges

Lies, Damn Lies, and Statistics: The Use of Multiple Regression Analysis in Pay Discrimination Challenges Lies, Damn Lies, and Statistics: The Use of Multiple Regression Analysis in Pay Discrimination Challenges Michael M. Harris University of Missouri-St. Louis Mary Suszko Suszko & Associates, LLC From time

More information

OFCCP's New Manual, FCCM: How is it reflected in our audits? October 15, 2014

OFCCP's New Manual, FCCM: How is it reflected in our audits? October 15, 2014 OFCCP's New Manual, FCCM: How is it reflected in our audits? October 15, 2014 Overview of Biddle Consulting Group, Inc. Affirmative Action Plan (AAP) Consulting and Fulfillment HR Assessments Custom Test

More information

I Have California Employees. Now What? Brenda S. Kasper, Esq. SHRM-SCP, SPHR-CA

I Have California Employees. Now What? Brenda S. Kasper, Esq. SHRM-SCP, SPHR-CA I Have California Employees. Now What? Brenda S. Kasper, Esq. SHRM-SCP, SPHR-CA Eureka! Session Objectives Presentation Title (24 point Calibri; color = white) Understand California employment law differences

More information

WAGE DISCRIMINATION UNDER THE EQUAL PAY ACT AND TITLE VII

WAGE DISCRIMINATION UNDER THE EQUAL PAY ACT AND TITLE VII WAGE DISCRIMINATION UNDER THE EQUAL PAY ACT AND TITLE VII EQUAL PAY ACT The Equal Pay Act requires that men and women be given equal pay for equal work. The jobs need not be identical, but they must be

More information

#Youtoo: What Boards Need to Know and Do About Gender Pay Equity

#Youtoo: What Boards Need to Know and Do About Gender Pay Equity #Youtoo: What Boards Need to Know and Do About Gender Pay Equity Compensation Committee Series Webinar Presented by Pearl Meyer September 13, 2018 Meet the Presenters Richard Goeglein is former chair and

More information

Celeste R. Yeager. Focus Areas. Overview

Celeste R. Yeager. Focus Areas. Overview Shareholder 2001 Ross Avenue Suite 1500, Lock Box 116 Dallas, TX 75201 main: (214) 880-8100 direct: (214) 880-8172 fax: (214) 880-0181 cyeager@littler.com Focus Areas Affirmative Action/OFCCP Compliance

More information

The Fair Labor Standards Act

The Fair Labor Standards Act The Fair Labor Standards Act HELPING DEALERS UNDERSTAND UPDATES TO THE WHITE COLLAR EXEMPTIONS AND ENSURE COMPLIANCE WITH OTHER RELEVANT FLSA EXEMPTIONS COMMONLY USED IN EQUIPMENT DEALERSHIPS. 1. Welcome/Overview

More information

MODEL AFFIRMATIVE ACTION PLAN INTRODUCTORY STATEMENT

MODEL AFFIRMATIVE ACTION PLAN INTRODUCTORY STATEMENT MODEL AFFIRMATIVE ACTION PLAN INTRODUCTORY STATEMENT The Massachusetts Legal Assistance Corporation expects all MLAC-funded legal services programs to have an Affirmative Action Plan that covers a program

More information

Civil Service Affirmative Action Plan Meeting August 2013

Civil Service Affirmative Action Plan Meeting August 2013 Civil Service Affirmative Action Plan Meeting August 2013 Office of Diversity, Equity, and Access Staff Human Resources Office of Diversity, Equity, and Access Partner with campus on diversity Coordinating

More information

WAGE AND HOUR DEVELOPMENTS THAT AFFECT ALL CALIFORNIA EMPLOYERS

WAGE AND HOUR DEVELOPMENTS THAT AFFECT ALL CALIFORNIA EMPLOYERS WAGE AND HOUR DEVELOPMENTS THAT AFFECT ALL CALIFORNIA EMPLOYERS By: Nancy Bertrando NBertrando@GreenbergGlusker.com (310) 201-7483 I. MINIMUM WAGE UPDATE A. Federal and State Requirements The current federal

More information

! Fair Credit Reporting Act/Approximately One Dozen Mini-Fair Credit Reporting Acts! Stand-Alone Disclosures! Pre-Adverse Action Notices with

! Fair Credit Reporting Act/Approximately One Dozen Mini-Fair Credit Reporting Acts! Stand-Alone Disclosures! Pre-Adverse Action Notices with 1 ! On April 25, 2012 the EEOC approved, by a 4-1 vote, an Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions under Title VII of the Civil Rights Act of

More information

Preparing for a Pay Equity Audit. Neil Dickinson, SPHR Managing Partner, HudsonMann

Preparing for a Pay Equity Audit. Neil Dickinson, SPHR Managing Partner, HudsonMann Preparing for a Pay Equity Audit Neil Dickinson, SPHR Managing Partner, HudsonMann What s Happening with Pay Equity in the News? Pay Equity in the News Google o OFCCP Compliance Review in 2015 with focus

More information

ADP Canada Podcast #165. Ontario HR Compliance 101 October Show Notes and Resources. Copyright 2016 ADP, LLC..

ADP Canada Podcast #165. Ontario HR Compliance 101 October Show Notes and Resources. Copyright 2016 ADP, LLC.. ADP Canada Podcast #165 Ontario HR Compliance 101 October 2016 Show Notes and Resources The information contained in this podcast and related materials is summary in nature and is intended to provide general

More information

50 State PAY EQUITY DESKTOP REFERENCE. What Employers Need to Know About Pay Equity Laws 2018 EDITION

50 State PAY EQUITY DESKTOP REFERENCE. What Employers Need to Know About Pay Equity Laws 2018 EDITION 50 State PAY EQUITY DESKTOP REFERENCE What Employers Need to Know About Pay Equity Laws 2018 EDITION Dear Clients and Friends, For organizations that operate in multiple state or local jurisdictions,

More information

Jill Marie Lowell. Focus Areas. Overview. Professional and Community Affiliations

Jill Marie Lowell. Focus Areas. Overview. Professional and Community Affiliations Shareholder 375 Woodcliff Drive 2nd Floor 14450 main: (585) 203-3400 direct: (585) 203-3405 fax: (585) 203-3414 jlowell@littler.com Focus Areas Employment Practices Audits Leaves of Absence and Disability

More information

5/8/2018. Pay Equity: Legal and Organizational Reasons Why It s So Important. Equal Pay, Pay Equity & the Wage Gap. Concepts

5/8/2018. Pay Equity: Legal and Organizational Reasons Why It s So Important. Equal Pay, Pay Equity & the Wage Gap. Concepts Pay Equity: Legal and Organizational Reasons Why It s So Important Public Employment Law Update May 11, 2018 Diane M. Juffras School of Government Leisha DeHart-Davis School of Government Local Government

More information

Elimination of Bias in the Legal Profession. Presented By: Laura Kalty January 7, 2016

Elimination of Bias in the Legal Profession. Presented By: Laura Kalty January 7, 2016 Elimination of Bias in the Legal Profession Presented By: Laura Kalty January 7, 2016 Why Are We Here? MCLE Rule 2.1: All members of the State Bar of California on active status shall complete at least

More information

EEO Utilization Report

EEO Utilization Report EEO Utilization Report Organization Information Name: Prosecuting Attorneys' Council Of Georgia City: Morrow State: GA Zip: 30260 Type: State Government (not law enforcement) Mon 10-01-2018 09:57:21 EDT

More information

What Employers Need to Know About the Attorney General s Guidance on Massachusetts Equal Pay Act

What Employers Need to Know About the Attorney General s Guidance on Massachusetts Equal Pay Act CLIENT ALERT What Employers Need to Know About the Attorney General s Guidance on Massachusetts Equal Pay Act In August 2016, Governor Baker signed into law the Massachusetts pay equity act, which takes

More information

SURPRISE! You re a Federal Contractor. Shafeeqa Giarratani Fulbright & Jaworski, L.L.P.

SURPRISE! You re a Federal Contractor. Shafeeqa Giarratani Fulbright & Jaworski, L.L.P. SURPRISE! You re a Federal Contractor What You Need To Know About Federal Contracting and Employment Law Shafeeqa Giarratani Fulbright & Jaworski, L.L.P. Shafeeqa Giarratani, Fulbright & Jaworski LLP Heightened

More information

AFFIRMATIVE ACTION PLAN FOR MINORITIES AND FEMALES

AFFIRMATIVE ACTION PLAN FOR MINORITIES AND FEMALES , AFFIRMATIVE ACTION PLAN FOR MINORITIES AND FEMALES Plan Effective Date: March 15, 2016 Plan Expiration Date: August 31, 2016 This document is available in alternative formats upon request. Prepared by

More information

Louisiana Society for Human Resource Management

Louisiana Society for Human Resource Management Louisiana Society for Human Resource Management 2017 Regular Session Bills of Interest The following are summaries of bills pending before the Louisiana Legislature during the 2017 Regular Session, and

More information

Dear Clients and Friends,

Dear Clients and Friends, Dear Clients and Friends, For organizations that operate in multiple state or local jurisdictions, tracking the ever-changing requirements related to pay equity can pose daunting challenges. To simplify

More information

EQUAL EMPLOYMENT POLICY AND AFFIRMATIVE ACTION PLAN

EQUAL EMPLOYMENT POLICY AND AFFIRMATIVE ACTION PLAN EQUAL EMPLOYMENT POLICY Adopted by the City Council: January 18, 2005 Effective: January 18, 2005 Resolution No. 2005-06 INTRODUCTION The City of Ashland fully supports the concepts and practices of Affirmative

More information

FACTS ABOUT COMPENSATION DISCRIMINATION

FACTS ABOUT COMPENSATION DISCRIMINATION The U. S. Equal Employment Opportunity Commission The EEOC is responsible for eliminating discrimination at the workplace. The nation s federal employment discrimination laws ensure that anyone working

More information