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Massachusetts New Pay Equity Law Takes Effect July 1: What Employers Should Do Now with Respect to Policies, Pay Audits, and More to Prepare - On-Demand

Massachusetts New Pay Equity Law Takes Effect July 1: What Employers Should Do to Policies, Pay Audits, & More - On-Demand

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Massachusetts New Pay Equity Law Takes Effect July 1: What Employers Should Do Now with Respect to Policies, Pay Audits, and More to Prepare - On-Demand

Webinar now available On-Demand.

WEBINAR SNAPSHOT: Learn what employers with operations in Massachusetts need to do to get in compliance with the state’s new pay equity law in effect July 1, 2018 and how to conduct a good-faith evaluation of pay practices to minimize legal liabilities and costly penalties.

Massachusetts’ “An Act to Establish Pay Equity” takes effect July 1, 2018, and that means companies that employ workers in the state have little time to get up to speed on how to ensure compliance and identify any disparities and “level up” wages as necessary.

Right now, women in the state earn between 50 and 82 cents for every dollar men earn. The Massachusetts Employment Law Letter reported that this pay gap “costs Massachusetts women, who are the breadwinners in nearly 320,000 families across the Bay State, about $11 billion per year.”

To combat the large gender-based disparity, the new Massachusetts pay equity act is quite stringent and could have a major impact on employers based or operating in Massachusetts. For instance, it imposes rigorous equal pay obligations and bars organizations from engaging in certain pay-related conduct.

With the clock ticking, now is the time to get up to speed on the new law’s expansive nature and how to ensure that your company is in compliance by July 1.

Use this widely popular on-demand webinar led by Massachusetts Employment Law Letter Editor Kimberly Klimczuk, an attorney with Skoler & Abbott. She will explain why employers should be very concerned about this new law’s rigid standards. She’ll also offer strategies on how to limit your company’s liability to equal pay claims brought under this act.

You’ll learn:

  • The scope of Massachusetts’ new “An Act to Establish Pay Equity”, including:
    • What it covers, and what HR should immediately do ahead of the July 1, 2018 effective date
    • How the definition of “comparable work” is defined under this new law
    • Whether (and when) some variation in pay is permitted when employees are performing comparable work
    • Why the statute’s use of the term “substantially similar” with regard to work performed may lead to greater liability against employers
    • How geography, seniority and merit systems, compensation based on earnings by quantity or quality of sales, education, training, and experience, and travel factor into whether a job is substantially similar
  • How long employees have to file pay disparity claims under Massachusetts law
  • The liability and damages your organization could face for failure to comply with the state’s new pay equity law
  • How an employer may establish an “affirmative defense” to an equal pay claim under the new Massachusetts pay equity law, including:
    • Best practices for completing a “good-faith” self-evaluation of your pay practices
    • Why it’s important to be able to demonstrate your efforts are “reasonable in scope and detail” and that you’ve made “reasonable progress” toward eliminating wage differentials within three years prior to an alleged violation
  • Tips for conducting a comprehensive audit of your current pay practices to identify and correct gender-based disparities, including how to:
    • Evaluate starting pay across job categories
    • Standardize your policy for salary increases and promotions
    • Ensure that merit-based pay systems are based on objective, relevant criteria as part of a formal weighing or scoring system
    • Determine if some variation in pay will still be permissible for employees performing comparable work in certain instances
    • Avoid legal missteps if you discover pay disparities—and what the law expressly prohibits employers from doing if they discover a pay disparity exists, and recommended strategies for legally “leveling up” lower wage earners
  • Recommended revisions to hiring, salary, and promotion policies—when in the employment application process you may ask about salary history and how to update your job applications to get in compliance
  • Why now is the time to nix “salary secrecy” policies to avoid liability under the National Labor Relations Act and Massachusetts law
  • How to minimize the effects of implicit bias that have historically led to pay disparities

About Your Presenter:

Kimberly Klimczuk, Esq.Kimberly Klimczuk, Esq.
Skoler & Abbott

Kimberly Klimczuk joined Skoler & Abbott in 2004 and concentrates her practice on labor law and employment litigation. Ms. Klimczuk’s experience includes representing clients in labor arbitration and successfully defending clients in state and federal court and before administrative agencies in a variety of areas of employment law, including wage/hour law, discrimination, harassment, wrongful discharge, and breach of contract.

Ms. Klimczuk is a frequent speaker for a wide variety of associations and organizations, as well as for Business & Legal Resources webinars and events, and is an active member of the Western Massachusetts community.

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