This training program will discuss how to develop a model that provides an understanding of the company’s pay structure and that explains differences in pay among comparable employees. It will analyze how to develop a well-designed and well-executed pay equity study using well-maintained and complete data as a good business practice that serves as an important tool in managing the risk associated with allegations of pay discrimination.
Can you justify wage differentials based on neutral job related factors?
Wouldn’t you rather know in advance of an OFCCP audit or a discrimination charge if you have pay discrepancies so that you can fix them?
Pay equity, also called pay satisfaction, is described as the degree to which the actual pay of an employee matches what he or she thinks they deserve. High pay equity means high employee satisfaction with his or her job, low pay equity increases the potential for absenteeism, grievances, strikes, and turnover. In light of the government’s interest in ferreting out inequity, how do we apply the principles of pay equity while remaining competitive and out of trouble? In this session, the instructor will discuss the twilight zone of pay and employment equity and share some tips for consideration as you review your programs.
Why Should You Attend:
Do you know if your employees are being paid equitably?Can you justify wage differentials based on neutral job related factors?
Wouldn’t you rather know in advance of an OFCCP audit or a discrimination charge if you have pay discrepancies so that you can fix them?
Pay equity, also called pay satisfaction, is described as the degree to which the actual pay of an employee matches what he or she thinks they deserve. High pay equity means high employee satisfaction with his or her job, low pay equity increases the potential for absenteeism, grievances, strikes, and turnover. In light of the government’s interest in ferreting out inequity, how do we apply the principles of pay equity while remaining competitive and out of trouble? In this session, the instructor will discuss the twilight zone of pay and employment equity and share some tips for consideration as you review your programs.
Learning Objectives:
- Understanding meaning behind the laws and executive actions surrounding pay equity
- Building a framework for a compensation philosophy that weighs comparable worth for equitable pay decisions
- Understand how to rate job evaluation results and comparisons
- Best practices for maintaining pay equity
Areas Covered in the Webinar:
- What equitable pay means in a practical sense
- Why pay and employment equity matters - five reasons to focus on pay equity
- What is the law on pay and employment equity?
- Advantages to integrating pay equity principles into your compensation system
- How to assess equity issues in the workplace
- Developing a compensation philosophy that includes an equitable pay process
- Key steps for establishing a sound base pay program
- Comparable worth… what does it mean?
- Creating a weighing formula for assessing comparable worth and equitable pay
- Some thoughts about developing a compensation rewards program
Who Will Benefit:
- CFOs
- Payroll and accounting managers
- Employers and business owners
- Human resources specialists and managers
Course Provider
Cathleen M. Hampton,
