Pay Equity Compliance: Know all About Pay Disparity, EEO-1 Reporting, Revised EEOC/OFCCP Legislation and More

Why Should You Attend:

The pay gap and pay discrimination will be of increasing concern – if for no other reason than the EEOC and the OFCCP’s new focus on this issue. If your employment practices, including your hiring, promotion, and compensation policies and procedures do not reflect this then your efforts at ensuring a discrimination-free workplace are at best incomplete—and you will be vulnerable to discrimination claims and liability on yet another front.

This webinar will provide an introduction to these issues and the steps you need to take to get you headed in the right direction. It will discuss Title VII and offer a historical perspective on past efforts to attain pay equity with regulations such as the Equal Pay Act, Lilly Ledbetter Act, and the Paycheck Fairness Act.

The session will also include other key discussions such as the new EEO-1 reporting requirements, current requirements for federal contractors, and other best practices for employers.

Areas Covered in the Webinar:

• Understanding Title VII, sex discrimination and pay equity
• Gain some historical perspective on efforts to attain pay equity (Equal Pay Act, Lilly Ledbetter Act, and the Paycheck Fairness Act)
• 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
• What is pay equity and what is pay discrimination
• Some history:
• Lilly Ledbetter, Equal Pay Act
• Paycheck Fairness Act
• Lilly Ledbetter Act
• Current statistics
• Pay discrimination as a form of sex discrimination
• Title VII
• EEOC and OFCCP position
• EEO-1
• New EEO-1 requirements
• Job steering
• Brief overview of current requirements for federal contractors
• What to expect after the new reporting requirements take effect
• What employers should do now
• Best practices

Who Will Benefit:

• HR Directors
• HR Managers
• VPs
• CFOs
• Comptrollers
• Compensation Specialists
• Hiring Managers
• CEOs
• Compliance Officers

Janette Levey Frisch
Employment and HR Attorney, The Emplawyerologist Firm

Janette Levey Frisch is an attorney with more than 20 years’ legal experience. She works with employers on most employment law issues to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs. She authors the firm’s weekly blog, where she discusses issues impacting employers today. She has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer.

Ms. Frisch has also spoken and trained on topics, such as criminal background checks in the hiring process, joint employment, severance arrangements, pre-employment screening among many others. She is licensed in New Jersey and New York. In addition, she serves as a Legal Wellness Professional to employers outside New Jersey and New York on almost all federal employment law issues, to enable employees to address workplace challenges before they escalate to litigation or costly audits.

Ms. Frisch is also a contributor to the recently released book, “Hiring Greatness: How to Recruit Your Dream Team and Crush the Competition,” published by John Wiley and Sons, and authored by David E. Perry and Mark J. Haluska.

Topic Background:

While the Equal Pay Act made pay discrimination illegal over 50 years ago, statistics show a persistent gap between men’s and women’s earnings. While this isn’t exactly breaking news, what is new is that both the Equal Employment Opportunity Commission and the Office of Federal Contract Compliance Programs are stepping up their game and focusing on pay disparities as a form of employment discrimination. The new EEO-1 reporting rules that take effect in 2017. But the reporting rules are only the tip of the iceberg. Both agencies will use the information reported to determine how best to focus their efforts in fighting pay discrimination. Now is the time for employers to get ahead of the EEOC/OFCCP’s new hot button priority and avert pay discrimination claims.

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