How new Act will change your pay policies
A bill’s working its way through Congress that could cause a lot of headaches for HR and anyone involved in hiring.
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Learn MoreA bill’s working its way through Congress that could cause a lot of headaches for HR and anyone involved in hiring.
On Sept. 27, California Governor Gavin Newsom signed a game-changing pay transparency bill into law. The law will require pay ranges in job ads for employers with 15 employees or more who are based or hiring in California. In addition, the law is the first to require employers with 100 employees or more to report…
Responsible HR recordkeeping starts long before any job candidate walks through the door the first time, and doesn’t end until long after the person leaves.
Even though a federal bill aimed at preventing employers from asking job applicants to provide a salary history appears to have stalled, many finance departments may still avoid salary history questions.
As pay transparency continues to rise in popularity – even for states without legislation in place – HR is forced to adapt to new processes and procedures related to pay transparency. Since widespread pay transparency is still in its early stages, trial and error is the name of the game when it comes to pay…
Of course, most employers don’t set out to intentionally pay female employees less than male employees. Nevertheless, it ends up happening a lot more than you’d expect.
Ready to overhaul your policies? You may have to, if you want to avoid a lawsuit.
As parental leave policies are becoming increasing popular, HR pros need to keep this in mind: Not giving new fathers the same type of leave as new mothers to bond with a newborn or newly placed adopted or foster child can prove very costly.
You’d think this would’ve gone without saying, given all of the one-sided legal hullabaloo in this area recently. But this is the federal government we’re talking about, and what should go without saying must be said (or, rather, carved into stone).
Nike just joined an increasing number of employers that are making sweeping pay changes in an effort to close the gaps between male and female employees’ paychecks and prevent bias problems down the road.
President Obama has made it clear that equal pay is one of his top priorities, and his latest action should go a long way to advancing that goal. It’s also likely to add a significant amount of administrative work for HR and benefits pros.
Some members of Congress are already following through on one of last year’s campaign promises: making it easier to sue employers for pay discrimination.
In recent years, pay equity has become a top priority for employees. Women and minority workers want to make sure they’re being paid fairly, and some employers are taking action to guarantee that. Salary history bans (prohibiting employers from asking candidates about past earnings) are one way to ensure people aren’t underpaid for their entire…
A veteran employee filed Title VII race and pay discrimination claims after he noticed a newer colleague quickly climbing the ranks and earning substantial raises. In 2010, Paul Palmer Jr. II, who is Black, was hired as a lecturer in an Illinois university’s Business Marketing Department. Alongside his role as lecturer, Palmer served as a…
Pay transparency laws, which started gaining steam last year, are becoming more and more commonplace as companies try to keep up with a tight labor market and attract top candidates. As little as a few years ago, it was somewhat rare to see salary ranges. In fact, a recent Indeed study found that since pay…
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