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Need To Pay Equity , New Tsunami for 2020 , Online Training
13 March 2020
Pay equity issues are of increasing concern to employers and employees alike, and with good reason. The Equal Pay Act has been reinvigorated by recent political and legislative initiatives as well as social media.
A number of bellwether states, including Massachusetts, California, New Jersey, Delaware, and Oregon, have enacted robust pay equality statutes, with more legislation on the horizon. Equal pay litigation is on the rise and multi-million dollar settlements of class action lawsuits are being reported on a weekly basis.
Activist shareholder groups are demanding that companies conduct pay audits to ensure employees are being paid fairly and in compliance with these new laws.
Systemic pay inequity is top of mind, with recent research indicating that pay gaps are getting worse and could take more than 100 years to close across the world.
EEOC endeavors to "[strike] a careful balance between enforcement and compliance assistance,"Dhillon said, it believes "justice delayed is justice denied" for workers whose discrimination claims remain for long periods in the commission's backlog.
It may be a burden for companies, but it is really a burden for people who are systematically being paid less than they should be paid".
Pay Equity guidelines are designed to address gender pay inequality. Although it has long been illegal for employers to pay men and women different wages for the same work, a significant pay gap still exists. According to a report from the Bureau of Labor Statistics, women earned 82% of what men earned in 2016. For minority women, the pay gap is generally even more pronounced.
State specific salary bans is one way that States have aggressively supported pay inequities more than the Federal requirements.
When employers continue to base salaries on an applicant's past earnings, it can be impossible for women to break free of the cycle of discriminatory pay practices. Low pay can continue to follow them from job to job over the course of their careers. The salary history ban is designed to put a stop to that.
Margie Faulk, a senior level human resources and compliance professional with over 14 years of HR management and compliance experience. A current Compliance Officer/Advisor for HR Compliance Solutions, LLC. 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.
This includes Federal Contracting in the defense, military, anti-Terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie's focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance 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 HR 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 is a member of the Society of Corporate Compliance & Ethics (SCCE).