Beginning with the 2018 EEO-1 annual report, employers are required to annually submit detailed pay, gender and race data for all employees. This data will be used to initiate systemic pay investigations against employers. Also, changing the “pay game”: increasing pay discrimination litigation and agency enforcement actions; a wave of new, aggressive state fair-pay laws; and growing pressure from investors on companies to guarantee pay equality. How should you respond to protect your organization? In this session, you will:

• Learn about the Equal Employment Opportunity Commission’s (EEOC's) new EEO-1 Pay Reporting requirements.
• Discover how the EEOC plans to publish your pay data and how it will be used by the EEOC and the Office of Federal Contract Compliance Programs (OFCCP) to initiate systemic pay investigations, even in the absence of complaints by employees.
• Hear about growing pressure from activist shareholders to guarantee pay equality.
• Gain insights into the EEOC's and OFCCP's investigation methods and the best ways to respond to pay audits and investigations.
• Familiarize yourself with the California Fair Pay Act (CFPA) and the 20+ states that have proposed or passed aggressive fair-pay laws.
• Learn how to conduct a privileged review of your pay systems to proactively identify and eliminate pay equity issues.