It is undeniable that there is a pay gap relative to gender, race and ethnicity. Debating how large the gap misses the point: Inequity is just that and carries with it legal, business and DEI considerations.
On September 21, 5:30 to 8:30 p.m. at Ramada Inn (2216 W Landis Ave., Vineland, this issue will be addressed at the Human Resource Association of Southern New Jersey (HRA) Dinner Meeting. HRA member $40; non member $50.
Speaker Jonathan A Segal, Esq. will provide an overview of the legal context for evaluating pay equity. The program will address federal law, the more exacting New Jersey Diane B. Allen Pay Equal Pay Act, OFCCP enforcement and the anticipated addition to the EE0-1 of a pay data reporting requirement.
The program also will discuss state and local laws that ban questions on salary and/or require pay transparency. As important, the program discusses the pros and cons of voluntarily adopting independent of any legal mandate salary bans and pay transparency protocols.
In addition to discussing other systemic steps to increase pay equity, the program will explore pay equity audits designed to uncover and remedy pay inequities. This program will conclude with 11 potential traps in pay equity audits and paths to avoid them.
Learning Objectives
- To understand the legal context for increasing pay equity and risks for not doing so
- To implement specific systemic steps to increase pay equity
- To put together the elements of a robust pay equity audit
Register at hrasnj.shrm.org/forms/sept-21-dinner-registration-form-0.
