Pay equity issues are of increasing concern to you and with good reason. The Equal Pay Act has been reinvigorated by recent political and legislative initiatives. A number of bellwether states have enacted robust pay equality statutes, with more legislation on the horizon. Equal pay litigation is on the rise. And, of course, the new EEO-1 reporting requirements – which will compel you to report pay data to the government for the first time ever – will soon have far-reaching ramifications for your business. You need to get a line on the evolving world of pay equity before you get left behind.
The Fisher Phillips Pay Equity Practice Group works with you to help navigate the challenging demands of equal pay laws and resulting legislation. With lawyers across the country dedicated to knowing the ins and outs of the evolving state laws, we can evaluate your workforce to identify disparities, help you implement pay practices designed to comply with the increasing demands of new laws and regulations, and defend any claims of unlawful pay practices that land on your desk.
Proactive Audit and EEO-1 Reporting Assistance
We can conduct a privileged audit of your pay practices, an indispensable first step in any compliance effort. To help you prepare for and comply with federal and state pay equality requirements, including the completion of the new EEO-1 form, we’ll undertake a careful three-step process. We’ll review your compensation policies and pay determinations to ensure your organizational decisions are properly documented. We’ll identify differences in pay across gender and other protected classifications. And we’ll ensure that you are prepared to justify any pay disparities based on legitimate factors, such as location, education, or training.
We take a holistic approach to pay equity issues. We review policies, applications, and other critical documents to ensure compliance with new and evolving pay equity laws. We train those management level employees, human resources staff, and compliance experts responsible for determining and monitoring employee compensation. Our goal is ensuring that these key individuals have a complete understanding of pay equality and the mandates of the Equal Pay Act (EPA), applicable state laws, and the EEO-1 pay data requirements.
Defense of Legal Actions
The EPA permits employees to file time-consuming and costly unlawful pay collective actions, and we predict the number of equal pay collective actions will grow exponentially in the near future – just as wage and hour claims have done over the past several decades. As data analysis of your compensation system becomes readily available through EEO-1 reporting forms, these lawsuits will only become more prevalent and the damages demanded even greater. Our deep bench of accomplished class and collective litigators stands ready to respond to litigation and enforcement actions in an aggressive but strategic way.
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