how-can-employers-navigate-components-of-the-salary-ban-and-avoid-violating-new-hiring-regulations

How Can Employers Navigate Components of the Salary Ban and Avoid Violating New Hiring Regulations?

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Live Webinar | CEU Approved

  • 90 minutes

State and local governments are increasingly adopting laws and regulations that prohibit employers from requesting salary history information from job applicants. The laws are aimed at ending the cycle of pay discrimination and some go further than merely banning pay history questions. A few also prohibit an employer from relying on an applicant's pay history to set compensation if discovered or volunteered; others prohibit an employer from taking disciplinary action against employees who discuss pay with co-workers.

Until recently, employers in all states could ask applicants about their current salaries or what they made at previous jobs. However, with a renewed national focus on gender inequality in pay, many states are considering salary history bans that prohibit this practice. So far, only a handful of states and cities have passed such laws. However, employers should be aware that more laws could be on the horizon and be mindful of equal pay laws when negotiating an applicant’s salary.

Join this session by expert speaker Margie Faulk, where she will discuss how to evaluate your pay practices to determine changes. Learn how the EEO-1 Reporting Component 2 guidelines will help develop effective pay practices.

Session Highlights:

  • Learn what pay practices will increase retention and diversity

  • Create hiring practices that will enhance your current recruitment practices

  • Learn how to keep track of states requiring salary bans

  • Create compensation audits that hit all the salary ban requirements

  • Learn which states & local jurisdictions have current salary questions bans

  • Learn how most states handle the regulations

  • How can Employers determine the most effective method to create pay audits?

  • What does the EEOC have to do with pay equity?

  • How can the EEOC assist Employers with creating pay equity guidelines

  • Learn how to develop policies that will sustain pay equity requirements

  • Recommendations for Best Practices With Respect to Salary History Bans

  • Pay Transparency Laws

  • Learn how to evaluate pay equity systems that can collect the correct pay data

Why You Should Attend:

Salary history bans are designed to address gender pay inequality. Although it has long been illegal for employers to pay men and women different wages for the same work, a significant pay gap still exists. According to a report from the Bureau of Labor Statistics, women earned 82% of what men earned in 2016. For minority women, the pay gap is generally even more pronounced. When employers continue to base salaries on an applicant’s past earnings, it can be impossible for women to break free of the cycle of discriminatory pay practices. Low pay can continue to follow them from job to job over the course of their careers. The salary history ban is designed to put a stop to that.

Who Should Attend:

  • All Industry HR Professionals

  • Compliance Professionals

  • Employers with Site Locations in State Specific Location

  • Small Business Owners

  • Manager/Supervisors who are part of the interview Process

  • Compensation Professionals

  • Employers Required to complete EEO-1 Reports


*You may ask your Question directly to our expert during the Q&A session.

 ** You can buy On-Demand and view it as per your convenience.

Margie Faulk

Margie Faulk

Margie Faulk, a senior level human resources professional with over 14 years of HR management and compliance experience. A current Compliance Officer for HR Compliance Solutions, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. This includes Federal Contracting in the defense, military, anti-Terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few. Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations. 

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).

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Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.


This webinar has been approved for 1.5 HR (General) recertification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

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