About The Event
Combating pay discrimination issues has long been the goal of the EEOC and the OFCCP. In its recent strategic plan, the EEOC considers pay discrimination issues to be of top priority. The EEOC revised the EEO-1 form to gather pay data for this purpose. While the form was nixed, it is now back in play. What you tell the EEOC can mean an audit from the EEOC or the OFCCP. It is vital to perform your own pay analysis so you won’t be caught with large back pay awards. We will discuss laws that affect pay and how to perform a pay analysis.
Aras Covered
- The Newly Resurrected EEO-1 Form Requiring Pay Data
- How the EEOC and the OFCCP Are Planning to Use Your Pay Data
- Why the Federal Government Has Pay Issues as a High Priority
- Is There Really a Pay Gap?
- Understanding Laws that Govern Pay Discrimination
- The Anatomy of a Pay Equity Audit
- Salary History Bans in Connection with Pay Equity Requirements
- How to Conduct a Pay Equity Analysis
Who Should Attend
Human resources manager, hiring officials, recordkeeping positions
Industries: Human Resource, HR Compliance
Susan Fahey Desmond
Susan Fahey Desmond is a principal in the New Orleans office of Jackson Lewis P.C. Jackson Lewis is a labor and employment law boutique firm with offices in over 54 cities across the country. In addition to being a frequent speaker and author, Ms. Desmond is listed in Best Lawyers in America and has been named by Chambers USA as one of America’s leading business lawyers. The National Association of Professional Women recently named her as a VIP Woman of the Year.
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