About The Event
On September 30, 2020, California Gov. Gavin Newsom signed SB 973, which imposes new pay reporting requirements on certain employers. The bill takes effect on January 1, 2021, with the first report due by March 31, 2021.
These new reporting requirements aim to reduce gender and racial pay gaps. According to the legislature, this collection of pay data will permit the state to “more efficiently identify wage patterns and allow for targeted enforcement of equal pay or discrimination laws.”
What Does California’s Annual Pay Data Report Require?
This new law requires private employers with 100 employees or more who are required to file an annual EEO-1 report under federal law to submit an annual report to the California Department of Fair Employment and Housing (DFEH). The first report is due on March 31, 2021, and annually thereafter. Each report submitted by March 31 covers the prior calendar year.
- California Pay Data Reporting Regulations
- The effective date of reporting
- What determines a gap in pay
- How can minorities & women benefit from these reports?
- How will California create violations of the regulation
- What can Employers do to prepare
- What is the Data Protection Reporting on a Federal Level?
- Why has California and other states taken an aggressive approach on Pay Data Reporting
- How are pay bands identified under the new regulations?
- How will the data be used?
- How will fines and penalties be levied?
- Pay Equity is the new tsunami
- Learn how Employers should prepare for the new regulations
- Learn how the pay discrimination has impacted women and minorities
- Learn what actions perpetuate pay disparity even in the best of Employers
- Learn how pay equity fines can cripple Employers not addressing pay gaps
- Learn the best way Employers can address pay disparity when they find it
- Identify the best method that Employers can discuss compensation without risking violations
Who Should Attend
- California Employers
- Multi-State Employers with a geographic footprint in California on site or remotely
- HR Professionals
- Compliance Professionals
- Office Managers
- Anyone interested in learning about California workplace regulations
Industries: Human Resource, HR Compliance
Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for Federal Defense Contracting Industry, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives globally which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.
Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie has completed the Certified Compliance and Ethics Professional training and is a member of the Society of Corporate Compliance & Ethics (SCCE).
The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
Compliance Prime is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org
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