Pay equity presents one of the fastest moving issues in the employment law landscape. Politicians have added the “pay gap” to their arsenal of campaign buzz words. State and local legislatures are busy cranking out new and more stringent pay equity laws. The plaintiffs’ employment bar and state attorneys general are taking steps to expand the scope of existing laws.
This program will examine the state of equal pay, review pending lawsuits brought by women against their Wall Street companies and firms, and discuss recently enacted legislation that prohibits employers from asking job applicants about their salary history (e.g., AB168 in California and Local Law No. 2017/067 in New York City). The penalties for violating salary history ban laws can be pricey. In New York City, the fine for an “unknowing” violation can reach $125,000, while the fine for a “knowing and continuing” violation can be as high as $250,000.
Epstein Becker Green’s Pay Equity Group is on top of these issues. Please join us on Tuesday, May 22, for a CLE-accredited breakfast program and a practical discussion on the pay equity landscape that will cover:
- Recently passed and pending legislation that expands employers’ obligations regarding equal pay for equal (or comparable) work
- Best practices for conducting a pay equity audit and avoiding pay equity claims
- How to establish the requirements of pay grades and salary ranges in accordance with certain salary history inquiry laws
To register for this complimentary breakfast briefing, click here.