Equal Pay Playing a Major Role in Election Discussions

Equal pay has become one of the major talking points candidates are positioning themselves around in the 2016 election. As we've seen in recent presidential races, the women's vote has become an increasingly significant margin politicians can no longer ignore. Voters are making themselves heard; as long as the candidates are listening, another landmark equal pay bill shouldn't be too far away.

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Information provided by womensforum.com 
OFCCP and EEOC Collaborate on the Collection of Compensation Data

On January 29, 2016, EEOC proposed revisions to its longstanding EEO-1 form to require all employers with 100 or more employees, not just contractors, who currently submit the EEO-1 to submit additional summary data on wages paid to their employees, including by gender, race, and ethnicity. Click here to learn more about this OFCCP-EEOC data collection collaboration.

Information provided by DOL Office of Federal Contract Compliance Programs
OFCCP Final Rule Promotes Pay Transparency

OFCCP Protects Workers from discrimination based on compensation inquiries, discussions, or disclosures

Effective January 11, 2016, Executive Order 13665 amends Executive Order 11246; covered federal contractors and subcontractors are now prohibited from discriminating against employees and applicants who choose to inquire about, discuss, or disclose their own compensation or the compensation of another employee or applicant (barring few exceptions).


Information provided by DOL Office of Federal Contract Compliance Programs 
Compensation Services

Equal pay, fair pay, and paycheck fairness are the buzz words in all three branches of government -- from the U.S. Supreme Court hearing both the Lilly Ledbetter and Betty Dukes legal cases; the signing of the Lilly Ledbetter Fair Pay Act; and, the current push for the passage of the Paycheck Fairness Act.

Compensation system analysis has become an extremely important issue in recent OFCCP compliance evaluations. The time to audit and assess company compensation pay practices should be performed well in advance of an OFCCP compliance evaluation and corrective actions should be implemented.

THOMAS HOUSTON can work with you to refine the data analyses utilized in the OFCCP's broad-brush approach. Our analytical compensation services include regression analyses; pooled compensation analyses by jobs of similar scope; bonus analyses (by bonus program); and, analyses of total cash compensation.

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