Third Thursday Webinar - Pay Equity, Proposed Revisions to the EEO-1 Report, State Law Developments, and the Coming Elections

With national elections just around the corner, the “Pay Equity” drumbeat is only getting louder. The Obama Administration and several presidential candidates continue to cite the alleged “pay gap” between women and men – often cited as women earning just 77 cents for every dollar earned by men – as support for executive action that is impacting all employers. The Office of Federal Contract Compliance Programs (OFCCP) has issued a final rule implementing the President’s Executive Order on pay transparency and has received comments on its proposed “compensation data collection tool.” On February 1, 2016, the EEOC joined the fray, announcing proposed revisions to the “EEO-1 Report” which, if approved, would require all employers with 100 or more employees – not just government contractors or subcontractors – to submit W-2 wage data and hours information regarding all of their employees on an annual basis. Not to be left out, various states – including New York and California – have enacted new “fair pay” legislation that present new challenges for employers, inside and outside of the courtroom. Our panelists will discuss these developments and outline strategies employers may consider to address any potential pay gaps and otherwise limit exposure in light of the pay equity initiative.

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