Pay Equity Changes for 2024! What Employers Need to Know to Be Compliant!

Pay equity compliance has been changing at several levels at once. Under the Pay Equity Act, federally regulated employers with 10 or more employees must build a pay equity plan that identifies and corrects gender-based wage gaps in predominantly female job classes, give covered employees 60 days to comment on the draft, post the final plan, file an annual declaration and update the plan every five years.

Required pay increases must be paid by a set deadline, with phasing allowed only when increases exceed 1% of annual payroll: up to five years for employers with 10 to 99 employees and up to three years for those with 100 or more. Separately, an OPM rule bars more than 80 federal agencies from using an applicant's current or past pay to set salary, and pay transparency rules were proposed for federal contractors.

This 90-minute webinar explains these rules and how state pay equity laws fit alongside them.

• Explain EEOC requirements and weigh the pros and cons of pay equity policies
• Describe the pay equity plan, declaration and pay increase requirements under the Pay Equity Act
• Identify pay transparency requirements and salary history bans
• Compare state pay equity laws with federal rules
• Explain how EEO-1 pay data reporting affects employers
• Conduct an internal pay equity audit to find pay disparities
• Put best practices in place to stay compliant

• Goals of current pay equity rules
• EEOC requirements and the pros and cons of pay equity policies
• The Pay Equity Act: pay equity plans, comment periods, annual declarations and phased increases
• Pay transparency requirements
• How states handle pay equity and when state policies take precedence
• States with their own pay equity policies
• Salary history bans in hiring
• Gender pay equity and its impact on women, minorities and other groups
• EEO-1 pay data reporting
• Conducting an internal pay equity audit
• Best practices that show employees you take pay equity seriously

Pay gaps persist: apart from Asian women, women in most racial and ethnic groups still earn less than White men. At past rates, it could take Black women more than 200 years to reach pay equity.

This session helps business owners, leadership, HR, compliance, compensation and payroll professionals understand their obligations and take practical steps, including an internal pay equity audit, to show employees they take pay equity seriously.

• Business Owners
• Company Leadership
• CEO
• HR Professionals
• Compliance professionals
• Compensation specialist
• Payroll Administrators
• Professionals interested in learning more about pay equity

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.  Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations. 
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).