March is Compensation Month on The Proactive Employer

March is Compensation Month on The Proactive Employer! Throughout the month, we'll be talking all things compensation. We have some great podcasts lined up, and I'll be presenting a complimentary webinar on compensation auditing. Here's the schedule:

March 5 - Podcast: Five Standards for an OFCCP-Compliant Compensation Self-Evaluation - In this installment, I will be providing five standards for conducting an OFCCP-compliant compensation self-evaluation with respect to gender, race and ethnicity. We'll cover construction of similarly situated employee groupings (SSEGs), statistical analysis and multiple regression analysis, practical versus statistical significance, investigation and remediation of statistically significant disparities, and contemporaneous creation and retention of required data.

March 12 - Podcast: The Implications of the Ledbetter Fair Pay Act - During this installment, I'll be discussing the Ledbetter Fair Pay Act, what it means for compensation discrimination allegations, how to examine compensation for discrimination, and implications of this act on HR professionals.

March 18 - Webinar: Understanding the Compensation Self Audit - In this one-hour webinar, we'll be discussing reasons to conduct a compensation self-audit, the self-audit framework, similarly situated employee groupings, edge factors, data measurability, availability and collection, multiple regression analysis, practical and statistical significance, and follow up investigations. The webinar will take place at 2PM Eastern. You can register for the webinar here (meeting password is 6360)

March 19 - Podcast: Understanding the Compensation Self-Audit - we'll continue our discussion of compensation self-auditing. I'll be providing a recap of my webinar, and touch briefly on the topics relating to a compensation self-audit

March 26 - Compensation systems linked to length of service - are they discriminatory? In this installation, we'll be discussing kinds of compensation systems that use length of service or seniority, and whether or not these kinds of systems introduce gender bias and discrimination. I will provide an economic argument, as well as a summary of the recent legal discussion (note that the information provided should not be construed as legal advice).