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Live Webinar

90-minute live streaming program
  • July 24
  • 1:00 - 2:30 pm EST

Salary History Ban Laws: What You Can and Cannot Ask

July 24

Gain a better understanding of key issues with salary disputes within history.

Many jurisdictions across the country have now passed laws governing whether employers may ask job applicants about their prior compensation history during the hiring process. And it can seem like every few weeks another jurisdiction passes a new salary history ban. Some laws may even restrict such inquiries after a conditional offer, and other laws require employers to affirmatively disclose to applicants compensation information about the job. The laws generally do not have the same wording or cover all of the same topics, leaving employers guessing about how each jurisdiction may treat complex issues. For instance, many of the laws leave employers in quandary about what to do when an applicant volunteers that they earned more at a prior company to negotiate a better compensation package, what it even means for an applicant to volunteer prior salary information, or how an employer should handle obtaining information about vested compensation an applicant may be forfeiting to join a new company. Ultimately, these laws form a confusing patchwork that can be difficult for employers to track and navigate. In this material, William J. Simmons and Martha Keon, attorneys at the national employment law firm of Littler Mendelson, P.C. will guide attendees through the nuances of each law that has been passed to date, and provide guidance on approaches companies can take to have a 50-state policy on this issue.

Learning Objectives

  • You will be able to review future salary history ban laws with a guiding framework to assess whether any new laws fundamentally alter your chosen national practice.
  • You will be able to recognize the differences in the various salary history ban laws to formulate a 50 state or national approach to dealing with the issue of applicant past compensation.
  • You will be able to identify the jurisdictions across the country that have passed salary history bans and which jurisdictions are likely to pass them in the near future.
  • You will be able to discuss with other internal stakeholders key issues in the salary history ban laws to formulate a company-wide or selective jurisdictional approach to the salary history ban laws.

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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

How the Laws Define Prohibited Salary History Inquiries

Where Salary History Inquiries Are Permitted After Conditional Offer and the Proper Scope of Such Inquiries

Working With Vendors and Third-Parties, Such as Recruiters and Staffing Agencies, to Comply With the Laws

Addressing Applicant Requests for Compensation Disclosures

Exceptions to the Prohibitions of the Laws

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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

Live Webinar Registration

  • ASA 1.5
     
  • This program qualifies for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]
     
  • 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).
     
  • GA CLE 1.5
     
  • This program has been approved by the Georgia Commission on Continuing Lawyer Competency for 1.5 CLE hours.
     
  • 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.
     

Who should attend?

This live webinar is designed for human resource professionals, payroll professionals, personnel managers, business and office managers, presidents, vice presidents, CFOs, controllers, accountants, bookkeepers and attorneys.

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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

Martha J. Keon

Martha J. Keon

Littler Mendelson, P.C.

  • Shareholder at the national law firm of Littler Mendelson, P.C.
  • Specialize in advising Littler’s national client base on issues related to the salary history ban law trend
  • Has written many articles on the various laws that have been passed across the country and have spoken at national conferences and local conferences on the topic
  • has trained in-house legal and human resources professionals on the laws and helped clients with operations spanning 50 states develop policies and procedures to address the salary history ban laws and corresponding equal pay and wage equity obligations
  • Can be contacted at 267-402-3050 and [email protected]
William J. Simmons

William J. Simmons

Littler Mendelson, P.C.

  • Shareholder at the national law firm of Littler Mendelson, P.C.
  • Specialize in advising Littler’s national client base on issues related to the salary history ban law trend
  • Has written many articles on the various laws that have been passed across the country and have spoken at national conferences and local conferences on the topic
  • has trained in-house legal and human resources professionals on the laws and helped clients with operations spanning 50 states develop policies and procedures to address the salary history ban laws and corresponding equal pay and wage equity obligations
  • Can be contacted at 267-402-3047 and [email protected]
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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: 405836
Published 2019
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