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.
Agenda
Faculty
Margaret Keane
DLA Piper LLP (US)
- 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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