Pay Equity: Meeting the Evolving Requirements and Becoming Who Your Organization Wants to Be
Pay equity laws move quickly: California, New York, Massachusetts, California (again), Colorado, California (again, again). Some prevent pay differences. Others require affirmative disclosure of traditionally proprietary information. These rapidly evolving laws create mismatched requirements that can extend well beyond any one state’s boundaries. This session will cover the emerging trends in pay equity and how employers can begin thinking today to prepare for what’s to come tomorrow.
Learning Objectives:
- Learn about recent trends in pay equity.
- Discuss the benefits of proactive pay analyses.
- Review strategies to comply with ever-evolving laws—and the potential risk involved in failing to do so.
- Hear about the interplay between pay equity laws and fairness that employees and applicants demand.
Christopher Patrick
Christopher Patrick is a Principal in the Denver, Colorado, office of Jackson Lewis P.C. and is a member of the Firm’s Affirmative Action Compliance and OFCCP Defense Practice Group, Pay Equity Resource Group, and Corporate Diversity Counseling Group.
Christopher counsels on EEO compliance, affirmative action, pay equity, and diversity. He also oversees the preparation of affirmative action plans, directs privileged pay analyses under state and federal laws, and defends employers in OFCCP audits.