Market Areas > Human Resources > Pay Equity and Wage Discrimination

Pay Equity and Wage Discrimination: Six Critical Reasons to Focus on Equal Pay

Course Description:

Why should an employer care about pay equity?  Here are six good reasons…

• Class Actions on the Rise – The top 10 private wage-and-hour settlements under the FLSA totaled $363.6 million in 2009, a 43.9 percent increase from 2008.
• Increase in EEOC Activity – A record-breaking 93,000 workplace discrimination charges were filed with the EEOC in 2009.
• National Equal Pay Enforcement Task Force – President Obama is cracking down on violations of equal pay laws so that women get equal pay for an equal day’s work.
• Lilly Ledbetter Fair Pay Restoration Act – The new law changes the statutory time limit for filing pay discrimination claims and declares that a new unlawful employment practice occurs with each paycheck that comes after the initial discriminatory pay decision.
• Paycheck Fairness Act (PFA) – This proposed legislation could increase damage awards and the size of class actions as well as the burden for employers to justify pay differentials.
• Impact of the Economic Downturn – Pay freezes, workforce reduction and other cost-cutting measures may open the flood-gates for pay inequity claims.

Has your company been proactive about pay equity?  Can you determine how your compensation practices would stack up against a pay equity claim?

During this critical audio conference, our expert faculty will show you how to audit your compensation practices to assure pay equity, identify potential issues and reduce your risk of exposure to wage discrimination claims. 

In just 75-minutes, you will learn:

• How rulings interpret pay equity issues and what it means to your organization
• How to audit your compensation structure to reveal internal pay inequities
• Implications of the Paycheck Fairness Act, the Fair Pay Act, and the Equal Pay Act
• How the Paycheck Fairness Act could change the Equal Pay Act and strengthen penalties for violations
• Common Fair Labor Standards Act (FLSA) violations and how to avoid them

By the end of this interactive session, you’ll also know:

• How FLSA will change if the Fair Pay Act becomes law and how this will alter pay requirements
• Best methods for communicating and documenting pay decision rationale
• How the EEOC defines lawful pay differentials
• Which federal and state regulatory issues apply and when
• Methods for setting non-discriminatory starting pay and annual increases

Featured Faculty:

Whitney Ferrer, Associate, Littler Mendelson P.C.

Ms. Ferrer represents and counsels management clients in connection with all types of employment matters arising under federal and state law, including matters arising under Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Family and Medical Leave Act, and the Fair Labor Standards Act. Ms. Ferrer also represents employers in complex class and collective actions involving overtime and other wage-related claims. Ms. Ferrer regularly counsels clients on the preventive measures they should take to avoid or reduce employment and wage related claims, and she provides advice on the practical and legal implications of everyday employment decisions. Ms. Ferrer also has extensive experience in conducting audits of company wage and hour practices, and is a founding member of Littler Compliance Audit Services.

Christine Tenley, Of Counsel, LittlerMendelson P.C.

Ms. Tenley joined Littler Mendelson's Atlanta office in November 2008. She represents employers in all aspects of employment discrimination and harassment litigation. Ms. Tenley's practice also entails drafting and reviewing restrictive covenants, such as non-competition and non-solicitation agreements and other employment agreements. Ms. Tenley regularly counsels employers on initiating and responding to litigation involving misappropriation of trade secrets and theft of employer information. Ms. Tenley’s practice further includes defending employers in wage and hour collective actions. In addition to litigation, Ms. Tenley assists employers with compliance with state and federal employment laws, including Title VII, the ADEA, the ADA, the FLSA, the FMLA, and WARN.

MONEY-BACK GUARANTEE:

We're so confident you'll get what you want out of this conference that we'll refund every penny if you're not completely satisfied. No questions asked! It's 100% risk-free!

Pricing:

Unable to Attend?  Order the CD!
Your CD recording includes the complete audio conference presentation, audience Q&A and presentation materials.

APPROVED FOR RECERTIFICATION CREDIT:

HRCI - Receive 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. "The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit."

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