An Overview of s: Since the early 1980s, the wage disparity between men and women has remained at around 77 percent. This has been the case ever since the beginning of the decade. How come there has been no advancement since then? The reason, according to President Obama, is that law enforcement has not been as forceful as they should have been. Given the existence of this wage discrepancy, it is reasonable to assume that pay discrimination exists. What is the reason why, after more than twenty years, no one has been able to identify and solve this discrimination? Obviously, some of the causes might be due to problems with the statute of limitations, which ultimately contributed to the failure of the pay discrimination lawsuit filed by Lilly Ledbetter, which ultimately resulted in the enactment of the Lilly Ledbetter Fair Pay Act in 2009. On the other hand, President Obama is of the opinion that the most important cause is that the Equal Employment Opportunity Commission and the Office of Civil Rights and Civil Protection have not been sufficiently active in their efforts to combat wage discrimination. When the boss tells the agencies to “be aggressive,” the agencies find methods to act in a manner that is aggressive. Learn what the plans are for addressing pay disparities that the EEOC and the OFCP have, what they will be looking for during an investigation or audit, and what you can do to avoid being a part of these agencies’ front page headliners (you should know that the EEOC and the OFCP do not sign confidentiality agreements). why you should go to the event: Despite the passage of title vii in 1964, which prohibits discrimination in the terms and conditions of employment (which includes pay), and the equal pay act, which prohibits pay disparities based on gender, there is still a significant pay disparity between what men and women make for the same work. Although these laws prohibit discrimination, there is still a significant pay gap between men and women. “Because it is out there,” President Obama has given orders to government agencies such as the Equal Employment Opportunity Commission and the Office of Civil Rights and Civil Protection to investigate and identify instances of pay discrimination. If you attend this webinar, you will learn about the actions that the EEOC and the OFCP are doing in response to the direction issued by President Obama, as well as how you may ensure that you are not included in their “success” stories. the following topics were discussed at the session: what are the reasons why Title VII and the Equal Wage Act have not been successful in reducing pay disparities? a discussion on the Lilly Leadbetter Pay Act and its implications for your company, with reference to the case of Lilly Leadbetter identifying instances in which managers participate in performance evaluations that are characterized by prejudices, which may result in inadvertent pay discrimination The strategic strategy that the EEOC has developed to deal with wage discrimination A statement from the Office of Civil Contractors (OCCP) on the issue of wage discrimination in relation to federal contractors how you can get things done before the EEOC and the OFCP come knocking on your door who will be able to benefit: executives in charge of human resources, payroll people, owners of businesses, and compensation analysts The law firm of Jackson Lewis, LLP, which has offices in 59 locations throughout the United States, has Susan Desmond working as a partner alongside them. Following her graduation from the University of Tennessee School of Law, she has been working as a labor and employment law attorney representing management in the field of labor and employment law. Susan is a well-known author and speaker who has written on a variety of topics related to work and labor. Chambers USA has recognized her as one of the most prominent business attorneys in the United States who specializes in labor and employment law. She is also included in the list of the finest lawyers in America.
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