Contact Bethany Kempfe at bkempfe@littler.com
The gender pay gap has the attention of both the federal government and a number of state governments. Beyond the gender equity laws recently passed in states like California, Massachusetts and New York, both the EEOC and the OFCCP have initiated actions regarding pay equality. Most concerning, the EEOC has announced that the yearly EEO-1 form will soon have to include pay data and that data will be used to evaluate potential investigatory targets and OFCCP audit selections. In reality, the EEO-1 data that will be required is so broad that the EEOC’s and OFCCP’s targeting decisions will be based more on speculation than reality. However, you need to be prepared and the best way to do that is to evaluate your organization’s pay equity situation, preferably under attorney-client privilege.
Pay discrimination claims under the Equal Pay Act and Title VII will likely be the next wave of class action litigation. This program will help you ensure that companies are compliant and prepared to defend against agency investigations and litigation.
Registration and Breakfast: 8:00 – 8:30 am
Program: 8:30 – 10:30 am
Space is limited.
Speakers
