Equal pay is hot, and pay discrimination claims are on the rise. The momentum continues to grow—quickly. In the past two years, more than a dozen states and several major cities have passed new, aggressive equal pay laws designed to make it easier for employees to bring (and win) pay discrimination claims.
This growing “patchwork” of federal, state, and local laws poses particularly worrisome challenges, especially for multistate employers. For instance, how can multistate organizations comply with different and often contrasting laws from state to state? How can organizations proactively address pay equity issues before being targeted for internal complaints, EEOC charges, OFCCP investigations, and the growing wave of private litigation?
Also, how can an organization find and fix the unexplained disparities that lurk within our pay systems? And, can an organization do this all “under privilege” so it doesn’t have to turn over its efforts in discovery in response to demands from increasingly savvy plaintiffs’ counsels and enforcement agencies?
Join us on January 23 for an in-depth webinar with one of the nation’s top pay equity authorities who will outline how to take a proactive and strategic approach when addressing the growing pay equity challenges your organization faces.
- The growing patchwork of new state and big-city equal pay laws, what they mean practically, and how to respond
- How to take advantage of the “safe harbors” under many new state equal pay laws to protect your organization from claims and liability
- How to conduct a self-audit of your pay system to find and fix unexplained disparities
- And much more!
YOUR EXPERT INSTRUCTOR
Mickey Silberman, a shareholder and the chair of Fortney & Scott, LLC’s Affirmative Action and Pay Equity Practice Group, has more than 20 years of experience representing management in all areas of employment law, specializing in pay equity, OFCCP compliance and audit defense, affirmative action and EEO, and diversity and inclusion. He is recognized as a national expert in the areas of pay equity and systemic pay discrimination and works closely with clients and a team of statisticians to prepare pay equity analyses both on a proactive basis and in response to OFCCP and EEOC pay investigations and private pay litigation.
He regularly defends employers against claims of systemic pay discrimination. He also advises clients on pay system design and administration to identify and address often subtle or hidden barriers to pay equity.
This program has been pre-approved for 1.5 hours of general recertification credit toward PHR and SPHR recertification.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.