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The Face of Compensation

 

Understand the ever-changing landscape of employee compensation and how a pay audit can help identify and mitigate risks to the employer.

Creating employee compensation packages is complex because it is shaped by federal statutes, state and local laws, industry norms and corporate culture. Employers do not always fully appreciate the risks posed by the compliance issues that go beyond minimum wage or the creative compensation solutions available to employers. This topic helps the persons responsible for employee compensation to understand the ever-changing landscape of employee compensation and how a pay audit can help identify and mitigate risks to the employer. The material also explains the mechanics of a pay audit, the benefits of conducting them proactively, and the current state of the law. Failing to understand the litigation risks and compliance concerns relating to employee compensation and pay disparity can negatively impact business operations. It can lead to additional taxes, hiring and retention issues, fines, court costs, and unfavorable settlements. This information is critical for employers so they can avoid unpleasant enforcement actions, adverse judgments, and the business losses associated with lowered employee morale and negative PR.

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The Face of Compensation

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The Face of Compensation

Faculty

Angela M. Stockbridge

Angela M. Stockbridge

Wilkins Finston Friedman Law Group, LLP

  • Senior counsel, Wilkins Finston Friedman Law Group, LLP
  • Practice emphasizes 409A compliance, equity compensation design, and retirement and welfare plan oversight
  • Provides advice to both executives and employers on matters including change in control agreements, deferred compensation arrangements, all types of equity-based compensation plans, nonqualified deferred compensation design, qualified plan corrections and compliance advice, welfare plan administrative advice, and training related to fiduciary duties and HIPAA
  • Prior to joining Wilkins Finston Friedman Law Group, LLP, she was the sole in-house ERISA and executive compensation counsel for a Fortune 500 company, where she established a new change in control plan for executives, provided legal guidance for the merger of qualified defined contribution plans, and assisted the benefits department with contract negotiations, appeals, M&A activity, and annual enrollment
  • Admitted to practice in Texas
  • J.D. degree, Cornell Law School; B.A. degree, University of Texas
  • Can be contacted at 972-638-8407 or [email protected]
Lindsey A. White

Lindsey A. White

Shawe Rosenthal, LLP

  • Partner, Shawe Rosenthal, LLP, Baltimore, MD
  • Represents management in employment litigation in state and federal court.; she also handles matters before administrative agencies like the Equal Employment Opportunity Commission, the Maryland Commission on Civil Rights, and the Department of Labor
  • Provides training to management and employees on discrimination, reasonable accommodations, and other topics; advises human resources professionals and other company officials on personnel issues, and assists them in preparing policies and handbooks
  • Prior to joining Shawe Rosenthal, LLP, Lindsey was a senior trial attorney with the Equal Employment Opportunity Commission, where she litigated, among other cases, cases arising under the Equal Pay Act; in addition, she was detailed as a senior attorney advisor to Commissioner Charlotte Burrows, where she worked on the EEOC’s pay data collection project
  • Completed a two-year federal district clerkship in the Western District of Louisiana
  • Admitted to practice in Maryland
  • J.D. degree, magna cum laude, University of Maryland School of Law; B.A. degree, Miami University
  • Can be contacted at 410-262-9519 or [email protected]
Allison S. Wallin

Allison S. Wallin

Raines Feldman LLP

  • Partner, Raines Feldman LLP, Los Angeles, CA and Bellevue, WA
  • Management-side labor and employment attorney with over 20 years of experience defending companies of all sizes in significant employment matters, including wage and hour and discrimination class actions under federal and state laws
  • For the better part of the last decade she has defended dozens of California Private Attorneys General Act lawsuits, which impose some of the greatest risks on companies with employees in California, and which include the potential of personal liability for the employer’s managers, operators, officers and directors
  • Represented one of the world's largest employers in multiple wage and hour class actions and including through federal jury trial
  • In addition to defending litigation matters, she provides labor and employment advice including risk management, compliance, and best practices for human resources departments and senior-level management
  • Has conducted pay audits in diverse industries including hospitality, retail, consulting, and manufacturing
  • Admitted to practice in California and Washington and federal courts across the country
  • J.D. degree, Seattle University School of Law; B.A. degree, University of Washington
  • Can be contacted at 310-730-4388 or [email protected]
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The Face of Compensation

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