Equal pay has long been federal law, and now states are stepping in with additional laws to help ensure equal pay. In addition to being the law, pay equity can impact a company's ability to effectively recruit and retain employees.

This material is designed to help human resources and payroll personnel, managers, CFO's, other executives and their legal counsel understand and minimize the risks of pay equity claims, while remaining in compliance with equal pay requirements.

Learn how to conduct a pay equity audit, identify when pay disparity is due to legitimate, nondiscriminatory reasons, and how to correct discriminatory pay equity. Learn proactive steps and best practices for managing pay equity to ensure compliance with equal pay requirements.What You'll Learn:Equal Pay and Compensation Discrimination

• Title VII of the Civil Rights Act of 1964
  
• Equal Pay Act of 1963
  
• Lilly Ledbetter Act
  
• EEOC Guidance on Equal Pay
  
• EEOC's Program on Pay Equity
  
• Salary vs. Salaried Nonexempt Classification a New Salary Level

Pay Equity Audits

• Purposes and Benefits of Pay Equity Audit
  
• What Pay Should Be Compared
  
• Whose Pay Should Be Compared
  
• Determining If a Disparity Exists
  
• Identifying Legitimate Reasons for Pay Disparities
  
• Documenting the Audit

Reducing Pay Equity Claims

• Correcting Issues Identified in Pay Audits With Legal Guidance
  
• Compensation and EEO Policies
  
• Management Training
  
• Documenting Reasons for Compensation