Overview

Pay equity is the legal concept that equal work deserves equal pay regardless of an employee's race, gender, ethnicity, age, religion or other non-job-related factors.

This means employees who perform the same or similar jobs should receive equal pay. Pay equity is important because it helps ensure that all employees are treated fairly by eliminating wage discrimination, which helps promote diversity and inclusion in the workplace.

The Federal Government has no specific pay transparency law. However, over the past several years, most every state has some version of employer regulation over pay transparency. Many states enacted laws in 2026. The Federal Governments Equal Pay Act and Lily Ledbetter Act set minimum standards for pay equity. States also have their own pay equity legislation. 

So ask yourself:

• Have I kept current on my state(s) pay equity and pay transparency laws?
• Do I understand the Equal Pay Act and Lily Ledbetter Fair Pay Act? What are their important differences? What states enacted other measures to their laws?
• Do I understand the benefits and pitfalls to enacting pay transparency and pay equity into our business?
• How can I enact measures to effectively implement pay equity and transparency into our business and HR culture?

So Join Mark Schwartz in this informative webinar to be up to date on industry standards and compliance.

Why should you Attend

Pay transparency refers to the practice of disclosing compensation-related information to employees, job applicants, or the public. This can include details such as salary ranges, benefits, and wage changes due to promotions. Recently, many states and local jurisdictions have enacted pay transparency laws that require employers to disclose wage information to prospective candidates and current employees. These laws aim to address pay equity and ensure that employees can discuss salaries freely, promoting fairness in the workplace.

Areas Covered in the Session

Pay Transparency:

• Its goals and benefits to your company, including company culture
  
  
  Employee Retention
  Stronger recruiting efforts
  
  
• It’s possible negative effects on your employees and HR
  
  
  Negotiations
  Implementation Issues
  Poaching
  
  
• The four steps for implementing Pay Transparency
  
  
  Conducting a pay audit
  Delivering transparent communication
  Fusing Pay transparency into the work culture
  Goals and progress reports
  
  
• State and local laws
  
  
  General requirements under all State regulations
  State and local specific laws from California, Colorado, Connecticut, Hawaii, New York and more
  
  

Equal Pay:

• The Equal Pay Act of 1963 - Demands equal pay for work based on 
  
  
  Skill
  Effort
  Responsibility
  
  
• The Lily Ledbetter Fair Pay Act of 2009- addresses when a claim of unequal pay based on sex can be filed
  
  
  Example of claims
  Limitations
  Impact on Employers
  
  
• The Importance of Compliance with Equal Pay Laws and Best Practices
• State Equal Pay Regulations
  
  
  General Rules for All States
  Expanded Rules for California, New York and Maryland
  Other states with unique rules
  
  

Who Will Benefit

• HR Managers
• Payroll Managers
• Budget Personnel
• HR and Payroll Compliance Managers
• Department Managers