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Live Webinar

90-minute live streaming program
  • September 17
  • 1:00 - 2:30 pm EST

Also available as:

OnDemand Webinar
Audio & Reference Manual

Equal Pay Laws: What to Expect

September 17

Learn all issues impacting the gender pay gap and how the Equal Pay Act (EPA) affects your organization.

Many employers are under the false impression that pay equity risks were a creature of the Obama Administration. While the dreaded EEO-1 reporting of compensation by gender, race and ethnicity is likely derailed for the time being, pay equity risk is very real in 2017. Practitioners don’t expect the issue to be abandoned at the federal level and at least eight states have enacted legislation that increases the pool of plaintiffs compared to Title VII and the Equal Pay Act (EPA) and limits the scope of exceptions. This topic helps legal and human relations personnel responsible for EEO compliance, anti-discrimination programs or managing compensation processes to understand the definition of a gender pay gap, learn about legally defensible (and indefensible) bases for pay differentials, and how to identify pay gaps. It will also address the process of setting up a pay equity study, including attorney client privilege concerns, and cover evolving issues including the use of prior salary history.

Learning Objectives

  • You will be able to discuss the concepts of substantially similar work, defensible reasons for pay disparity.
  • You will be able to recognize the risks associated with making compensation decisions based on prior salary history.
  • You will be able to explain the basics of conducting a pay equity study and how to identify high risk areas in your organization.
  • You will be able to review your organization’s records retention requirements, job applications and policy updates and best practices to avoid litigation.

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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

What's Happening
  • DOL and Census Data Show Substantial Pay Gap Between Male and Female Earnings; Women Reportedly Earn 79 Cents for Every Male Dollar; EEOC Data Analysis of Bay Area Tech Companies Shows Gaps Based on Gender, Race and Ethnicity
  • The Equal Pay Act Was Enacted in 1963, but Current Legislative and Regulatory Actions in California, New York, Illinois, Maryland and Massachusetts and Elsewhere Here Provide Expanding Remedies
  • New State Laws Apply to Large and Small Employers and Expand the Range of Covered Jobs (Work No Longer Has to Be Equal, Can Be Similar or Comparable) and Cutting Back Defenses
  • Existing Restrictions on Pay Transparency Are Being Expanded and Government Agencies Are Demanding Information to Assess Pay Disparities
    • Government Contractors Are Subject to Substantial Reporting Obligations That May Lead to Investigation and Litigation
Why You Should Care
  • Acting EEOC Chair Victoria Lipnic Has Affirmed EEOC Commitment to Pay Equity
  • CA, NY, MD, IL, MA and Others Have Implemented Their Own Pay Equity Laws and Texas, Connecticut, Indiana, Mississippi, Missouri, and the District of Columbia Are Considering Similar Legislative Action
  • The California Fair Pay Act Was Extended Beyond Gender to Cover Race and National Origin, Effective 1/1/2017
  • The Combination of NLRA Protections on Employee Rights to Discuss Compensation, the OFCCP Transparency Initiative, State Law Protections and the Power of Social Media Are Making It Harder to Maintain Confidentiality
  • Several States Have Enacted Restrictions on Use of Salary History in Setting New Offers, With More to Come
  • Status of EEOC Proposed Rule Requiring EEO-1 Reporting of W-2 Earning and Hours Worked by Gender, Race and Ethnicity
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Webinar

This course was last revised on April 27, 2017.

Call 1-866-352-9540 for further credit information.

  • CA MCLE 1.5 including Elimination of Bias 1.5
     
  • Lorman Business Center, Inc. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit, of which includes 1.50 hour(s) of Elimination of Bias.
     

To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Live Webinar Registration

  • CPP/FPC
     
  • Lorman Education Services is an approved provider through the American Payroll Association. This seminar is approved for 1.5 RCHs. PLEASE NOTE: To receive credit through the American Payroll Association for this program you MUST attend the program in its entirety and use the streaming option, as well as enable (and complete) the required progress checks.
     
  • AL CLE 1.5
     
  • This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.5 hours credit.
     
  • AR CLE 1.5
     
  • This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
     
  • Arizona CLE 1.5
     
  • The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
     
  • CA MCLE 1.5
     
  • Lorman Business Center, Inc. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
     
  • CT CLE 1.5
     
  • Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.5 CLE credit(s).
     
  • HI CLE 1.5
     
  • This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
     
  • IL CLE 1.5
     
  • This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
     
  • ME CLE 1.5
     
  • This course has been approved by the State of Maine Board of Overseers of the Bar. Lawyers who complete this course shall receive 1.5 hours of CLE credit under M. Bar R. 12.
     
  • MS CLE 1.5
     
  • This program has been approved by the Mississippi Commission on Continuing Legal Education for a maximum of 1.5 credit hours.
     
  • MT CLE 1.5
     
  • This program has been approved by the Montana Commission of Continuing Legal Education for a total of 1.5 CLE credits.
     
  • NH MCLE 1.5
     
  • NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 90 Minutes.
     
  • NJ CLE 1.8
     
  • This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
     
  • NV CLE 1.5
     
  • This program has been approved by the Nevada Board of Continuing Legal Education for 1.5 CLE hours.
     
  • PA CLE 1.5
     
  • This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
     
  • RI CLE 1.5
     
  • This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
     
  • TN CLE 1.5
     
  • This program has been approved as a distance learning format by the Tennessee Commission on Continuing Legal Education for a maximum of 1.5 hours of credit.
     
  • VT CLE 1.5
     
  • This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hours of CLE credit.
     
  • WA CLE 1.5
     
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of Law & Legal Procedure credit.
     
  • WI CLE 1.5
     
  • This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
     
  • WV MCLE 1.8
     
  • This program has been approved by the West Virginia State Bar MCLE Commission for 1.8 MCLE hours.
     
  • HR Certification Institute 1.5
     
  • This program has been approved for 1.5 recertification credit hours toward general recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.5
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
     
  • CPE 1.8 including Personnel/HR 1.8
     
  • Lorman Education Services is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: https://www.nasbaregistry.org/cpas/complaints. For more information regarding administrative policies such as complaint and refund, please contact our offices at 866-352-9539. CPE Credit: Maximum Credit Hours: 1.8 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Personnel/HR for 1.8 hours. Prerequisite: basic knowledge of employment laws. Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: Group Internet Based. Please refer to the information in this brochure for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board. Please note: In order to receive CPE credit for this course you MUST use the streaming audio option, as well as enable and complete the required progress checks.
     
  • Lorman Business Center, Inc. is a registered provider for CPA CPE through the State Education Department of New York, Sponsor number: 000640. The following course will carry the subject area of Advisory Services for 1.5 hours.
     

Audio & Reference Manual

  • Arizona CLE 1.5
     
  • CA MCLE 1.5 including Elimination of Bias 1.5
     
  • CT CLE 1.5
     
  • GA CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MO CLE 1.8
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8 including Elimination of Bias 1.8
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Who should attend?

This live webinar is designed for human resource managers, benefits and payroll professionals, business owners and managers, accountant, controllers, CFOs and attorneys.

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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Margaret Keane

Margaret Keane

DLA Piper LLP

  • Employment law partner at DLA Piper LLP
  • Experienced litigator and counselor, defended and advised employers on discrimination issues for more than twenty years
  • Represented employers in class actions alleging systemic gender, national origin and race discrimination in hiring, training, promotion, compensation and discharge
  • Defended employers against EEOC charges of pattern and practice discrimination in hiring, promotion and compensation
  • Advised and represented federal contractors in OFCCP audits investigating claims of systemic discrimination in hiring and promotion practices
  • Worked with employers to implement remedial measures including development of new tests and selection procedures
  • Defended employers against discrimination claims at trial and in arbitration
  • Extensive track record of using mediation to successfully resolve discrimination claims and achieve client objectives
  • Advises employers on compliance with California Fair Pay Act, Title VII and addresses pay equity issues
  • J.D. degree, University of Pennsylvania Law School; B.A. degree, Boston University
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

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Pay once and get a full year of unlimited training in any format, any time!

  • Live Webinars
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  • State Specific Credit Tracker
  • Members Only Newsletter
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Questions? Call 877-296-2169 to speak with a real person.

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Product ID: 406275
Published 2017, 2019
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