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Unjustifiable Wage Gaps: How to Spot and Fix Pay Equity Mistakes to Avoid Legal Risk under the Equal Pay Act and Title VII - On-Demand

Unjustifiable Wage Gaps: How to Spot and Fix Pay Equity Mistakes to Avoid Legal Risk under the Equal Pay Act and Title VII - On-Demand

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Unjustifiable Wage Gaps: How to Spot and Fix Pay Equity Mistakes to Avoid Legal Risk under the Equal Pay Act and Title VII - On-Demand

Webinar now available On-Demand.

WEBINAR SNAPSHOT: Learn how to minimize the legal risk of equal pay claims under the Equal Pay Act and Title VII and how state and local laws could create additional compliance burdens.

There are federal, state, and local laws prohibiting pay discrimination. And recently, many states and municipalities have expanded pay equity legislation to ban salary history inquiries and restrict employers from considering salary history when determining employee compensation. Many states and cities have also expanded their equal pay laws to cover additional protected characteristics; and to require equal pay for the same or comparable work. 

To avoid pay discrimination claims under the federal Equal Pay Act, Title VII of the Civil Rights Act of 1964 (Title VII) and similar state laws, employers need to know what steps they should take to audit their pay practices so they can identify any differences in pay between protected groups, determine the causes, and correct pay practices. And, employers need to know what steps they should take to achieve and maintain pay equity across their organization.

Use this on-demand webinar that will teach you how to minimize your organization’s legal risks. Attorneys Lara de Leon and Christopher Olmsted of Ogletree Deakins will walk you through current legislative trends so you’ll have a better idea of the expectations being placed on employers to eradicate the pay gap and provide practical insights into how to avoid equal pay claims under Title VII.

You’ll learn:

  • Current trends in pay equity legislation nationwide—and the practical impact these laws could have on your workplace
  • How to determine whether work is “comparable” or “substantially similar”—and whether and when some variation in pay is permitted when employees are performing such work
  • Whether things like geography, seniority and merit systems, compensation based on earnings by quantity or quality of sales, education, training, experience, and travel factor into whether a job is substantially similar
  • Tips for conducting your pay practices audit to 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
  •  Affirmative defenses to equal pay claims brought under the Equal Pay Act and Title VII 
  • And more! 

About Your Presenters

Lara C. de LeonLara C. de Leon, Esq.
Ogletree, Deakins, Nash, Smoak & Stewart, P.C.

Lara de Leon is a shareholder with the law firm Ogletree Deakins in its San Antonio, Texas office.  She works with employers of all sizes to provide practical and strategic advice in all aspects of employment law. de Leon counsels and trains clients on matters including discipline and termination, leaves of absence, accommodations, harassment, investigations, and wage/hour compliance. She also has extensive experience successfully defending clients against all types of employment law claims in federal and state courts, in arbitrations, and before administrative agencies.

She is co-chair of Ogletree’s Pay Equity Practice Group. She is licensed to practice law in Texas and California, and is Board Certified by the Texas Board of Legal Specialization in Labor and Employment Law.  

Christopher W. OlmstedChristopher W. Olmsted, Esq. 
Ogletree, Deakins, Nash, Smoak & Stewart, P.C.

Christopher Olmsted, a shareholder at Ogletree Deakins in San Diego, California, helps businesses avoid employment-related legal claims by providing California employment law compliance advice. He also defends employers in a variety of litigation matters. Olmsted’s employment law compliance experience includes advising businesses regarding wage and hour compliance, difficult terminations, leaves of absence guidance, disability accommodation obligations, workplace investigations, policy creation and updates, employment agreements and other contracts, pay equity audits, exempt classification audits, and other state and federal law compliance matters.

Olmsted has represented clients in state and federal trials, arbitration proceedings, and administrative law hearings. He also has significant experience representing clients on appeals before California and federal courts of appeal.