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Overview: The pay gap between men and women currently stands at around 77% and it has been this way since the early 80s. Why has there been no progress since? President Obama believes it is because enforcement has not been aggressive enough. After all, this pay gap must mean pay discrimination is out there. Why has no one been finding and addressing this discrimination in over twenty years? Of course, some of the reasons could be statute of limitations issues that doomed Lilly Ledbetter's pay discrimination suit - thus leading to the passage of the Lilly Ledbetter Fair Pay Act in 2009. President Obama, however, feels that the most significant reason is that the EEOC and the OFCCP has just not been aggressive enough in addressing pay discrimination. And, when the boss says "be aggressive," the agencies find ways to do just that. Learn what the EEOC and the OFCCP plans are for addressing pay disparities, 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 (the EEOC and the OFCCP don't sign confidentiality agreements).

Why should you attend: 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. President Obama has ordered federal agencies like the EEOC and the OFCCP to seek and find pay discrimination "because it is out there." This webinar will tell what steps the EEOC and the OFCCP are taking in response to President Obama's directive and how to make sure you're not part of their "success" stories.

Areas Covered in the Session:

• Why Title VII and the Equal Pay Act haven't worked to address pay disparities
• The case of Lilly Ledbetter
• The Lilly Ledbetter Pay Act and what it means to your organization
• Detecting when supervisors engage in stereotypes in performance appraisals that may lead to unintentional pay discrimination
• The EEOC's Strategic Plan to address pay discrimination
• The OFCCP's response to addressing pay discrimination with regard to federal contractors
• What you can do before the EEOC and the OFCCP come knocking
  

Who Will Benefit:

• Human Resource Managers
• Payroll Personnel
• Company Owners
• Compensation Analysts