Why is OFCCP focused on pay?
Directive 307 and OFCCP’s new methods for analyzing compensation applies to anyone who is a government contractor. However, if you aren’t a government contractor, this topic is still relevant to you. If you are in an HR or legal role, you may have heard that the many states have passed a plethora of laws regarding equal pay over the past three years. They are written in a way that makes it easier for a plaintiff to bring a claim saying that they were paid differently than others based on their race or gender. This could be a very hot item going forward in terms of lawsuits. You don’t have to be a government contractor to get sued by a plaintiff’s attorney. This video covers the OFCCP’s approach per the new directive and what you should be doing.
Agenda
Faculty
Daniel V. Duff, III
Jackson Lewis P.C.
- Principal in the Long Island, New York, office of Jackson Lewis P.C.
- More than 18 years of experience in advising clients in a wide array of employment law and litigation areas, with a focus on affirmation action, diversity, EEO and pay equity matters
- Has defended numerous OFCCP compliance evaluations and onsites, and complaints of discrimination, including for private companies and institutions of higher learning, as well as handled cases/administrative proceedings involving claims of race, gender, age, disability and sex discrimination, including class and collective action cases and pay equity claims
- Broad experience dealing with the OFCCP, EEOC, as well as a variety of state and local employment fair practice agencies
- Significant appellate practice experience, including defending appeals to the New York State Court of Appeals and the United States Supreme Court
- J.D. degree, Cornell Law School; B.A. degree in history, College of the Holy Cross
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