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Equal Pay Laws: What to Expect

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.


Runtime: 86 minutes
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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 September 17, 2019.

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

  • SHRM 1.25
     
  • 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 1.25 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
     

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

Audio & Reference Manual

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 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.

MP3 Download

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 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.

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More Program Information

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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Product ID: 406275
Published 2019
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