MITIGATE PAY EQUITY RISK
More than ever before, employers are faced with increasing Pay Equity demands and complexities. On top of existing Federal Pay Equity laws, many states have also enacted their own unique mandates, reporting requirements, and penalties for non-compliance.
HR Works has the expertise and resources to help employers:
- Meet OFCCP and affirmative action requirements to assess the equity of compensation systems
- Comply with mandated filings and other requirements
- Minimize the risk of discrimination lawsuits
IMPLEMENT PAY EQUITY BEST PRACTICES
In addition to complying with Government regulations, employers are experiencing increasing pressure from investors, employees, and the general public, to ensure fair and equitable compensation practices.
Our solutions offer a more proactive approach to preventing pay discrimination, and can also:
- Support your diversity, equity, & inclusion (DEI) efforts
- Provide assurances to stakeholders and employees
- Ensure consistency in pay practices
- Better inform the decisions of potential job candidates
Many states have their own unique pay equity laws with varying rules and requirements. Download our state pay equity law comparison chart to learn more.
Pay Equity Analysis Services
Whether you’re evaluating pay equity to be proactive or to meet a legal requirement, let HR Works guide your analysis. As part of these services, HR Works will:
- Review compensation practices
- Create appropriate pay groups
- Perform regression analysis
- Identify irregularities
- Provide recommendations for adjustments
- Produce final results report
CA Pay Data Reporting
HR Works will prepare and file your pay data reports with the CA Department of Fair Housing and Employment (DFEH) in accordance with Senate Bill 973 enacted on September 30, 2020. Our services include:
- Consultation on reporting requirements and data tracking to support complaint reporting
- Reporting of annual earnings within U.S. Bureau of Labor Statistics pay bands by race, ethnicity and gender
- Reporting of total annual hours worked
- Calculation of proxy hours where actual hours are unavailable for exempt employees
- Electronic submission of reports to DFEH
IL Equal Pay Registration Certificate
In accordance with Senate Bill 1480, all private employers with 100 or more employees in Illinois and are required to file EEO-1 with the EEOC are now required to obtain an Equal Pay Registration Certificate.
As part of this requirement, employers must provide:
- Section D of EEO-1 in format approved by Secretary of State
- EEO-1 with list of employees and total wages
- $150 application fee and state of equal pay compliance
- Comprehensive evaluation of any potential, past or current employee with involved with criminal activity
Watch Our Webinar
Pay Equity Matters: The Business Imperative for Ensuring Fair Compensation Practices
WHAT OUR CLIENTS ARE SAYING
Hear what our clients have to say about working with us.
“HR Works is so incredibly knowledgeable about the newest trends and about how they are being legislated. Their customer service, follow up and follow through are amazing. They are really more partners than service providers.
“Their advice has helped us tremendously in two ways: to achieve our goals of obtaining a diverse workforce and to fulfill our compliance requirements.”
“We have been very pleased with the service and support received from the staff at HR Works. They have consistently demonstrated an exceptional knowledge of the affirmative action planning process from the plan development stage through the OFCCP compliance review process. Their attention to detail is remarkable and their analysis of data is very thorough.
“HR Works’ employees always show a high degree of professionalism and great patience when collecting and synthesizing the data from our various complex systems. I look forward to continuing our working relationship with HR Works.”
“When I first called HR Works, I was under deadline for filing my AAP, had received an audit notice, and was too busy to assemble the material on my own. HR Works shared my sense of urgency, educated me throughout the process, and made it their priority to ensure a successful audit. Had I not found HR Works, I might still be struggling to learn from a book on how to write an AAP. Instead, I can relax, knowing it’s getting done correctly.”
“They assist on all aspects—from advice on setting up systems, to gathering the information, to consulting with our HR team on the plan’s creation. HR Works also provides consultation on implementing proactive AA practices throughout the organization and keeps us apprised of the latest developments in related laws and regulations. We continually receive high levels of service, not just during plan development, but throughout the year. When we need AA advice and expertise, HR Works is only a phone call away.”
“HR Works has proven to be an invaluable resource over the past five years. Just recently we received an audit letter from the OFCCP that somehow was overlooked, and we needed to move quickly. I called HR Works, and within hours we had everything we needed…
“HR Works’ employees are always willing to go above and beyond to provide top notch client service. They are so knowledgeable in affirmative action planning, and their approach is refreshing. We look forward to our continued relationship with HR Works.”