Pay Equity! The New Tsunami for 2020!

Pay equity issues are of increasing concern to employers and employees alike, and with good reason. The Equal Pay Act has been reinvigorated by recent political and legislative initiatives as well as social media. 

A number of bellwether states, including Massachusetts, California, New Jersey, Delaware, and Oregon, have enacted robust pay equality statutes, with more legislation on the horizon. Equal pay litigation is on the rise and multi-million dollar settlements of class action lawsuits are being reported on a weekly basis. 

Activist shareholder groups are demanding that companies conduct pay audits to ensure employees are being paid fairly and in compliance with these new laws.

Systemic pay inequity is top of mind, with recent research indicating that pay gaps are getting worse and could take more than 100 years to close across the world. 

EEOC endeavors to "[strike] a careful balance between enforcement and compliance assistance,"Dhillon said, it believes "justice delayed is justice denied" for workers whose discrimination claims remain for long periods in the commission's backlog. 

It may be a burden for companies, but it is really a burden for people who are systematically being paid less than they should be paid".

• Learn how the federal regulations on pay equity do not meet the muster to make immediate changes
• What does the EEOC have to do with pay equity.
• How can the EEOC assist Employers with creating pay equity guidelines
• Learn which states & local jurisdictions have current salary questions bans
• Learn how most states handle the regulations
• How can Employers determine the most effective method to create pay audits.
• Learn how to develop policies that will sustain pay equity requirements
• Recommendations for Best Practices With Respect to Salary History Bans
• Learn how to evaluate pay equity systems that can collect the correct pay data
• The Equal Pay Act has been reinvigorated by recent political and legislative initiatives!
• Equal pay litigation is on the rise and multi-million-dollar settlements of class action lawsuits are being reported on a weekly basis!
• Learn How Conducting an Internal Audit of Pay Practices Will Prepare You For Regulatory Audits
• Pay Equity Audits are on the Rise to Ensure Pay Inequities and Allegations of Discrimination!
• What steps can Employers take to reduce some of the pay inequities
• Learn How the MeToo Movement Has Impacted Pay Practices!

Pay Equity guidelines are designed to address gender pay inequality. Although it has long been illegal for employers to pay men and women different wages for the same work, a significant pay gap still exists. According to a report from the Bureau of Labor Statistics, women earned 82% of what men earned in 2016. For minority women, the pay gap is generally even more pronounced.

State specific salary bans is one way that States have aggressively supported pay inequities more than the Federal requirements. When employers continue to base salaries on an applicant's past earnings, it can be impossible for women to break free of the cycle of discriminatory pay practices. Low pay can continue to follow them from job to job over the course of their careers. The salary history ban is designed to put a stop to that.

• All Employers
• Business Owners
• Company Leadership
• Small business owners
• Office Managers
• Managers/Supervisors
• Compliance professionals
• HR professionals
• Anyone interested in the impact of Pay Equity in the workplace

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, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.

Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.

Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).