Organizations have an affirmative obligation to avoid findings of discriminatory pay practices. Such a finding can be costly in terms of penalties and payment of back wages. It is important for organizations to have a proactive strategy to avoid the potential allegations of wage discrimination. In this highly interactive workshop, you will focus on developing:
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An awareness of and the skills to identify the elements that actually influence salary, wages, and other types of compensation
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A strategy for determining if the elements of compensation are uniformly applied; and, if so, what the impact is on racial minorities and women
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A nondiscriminatory approach to compensation
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Wage differentials and when they can be deemed discriminatory
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The importance of neutral job related factors
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Analyzing compensation data as a useful tool to assure fairness and equity in compensation practices
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Analyzing compensation data to identify problems that can be corrected without being the subject of a complaint, compliance review finding, or litigation
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Overview of the legal and regulatory framework
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Determining Similarly Situated Employee Groups (SSEGs)
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Variables that impact pay
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Developing a regression model
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Overview of cohort process
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Responding to OFCCP's evolving methodology
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Conducting a cohort analysis
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Potential pitfalls
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Statistical analysis of cohorts
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Addressing potential problem areas
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Defenses justifying pay differences
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Compliance evaluation strategies
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A strategic approach to EEO compensation analysis
Affirmative action professionals responsible for AA compliance
Glenn Barlett
