Pay Transparency and Pay Equity - How to keep your Employees, and the Law, Happy with your Compensation

Mark Schwartz
Instructor:
Mark Schwartz 
Duration: 75 Minutes
Webinar ID: 76340
Price Details
Recorded Webinar
$199 One Attendee
$399 Corporate Recorded
Refund Policy

Recorded: Access recorded version, only for one participant unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)

Corporate Recorded: Access recorded version, Any number of participants unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)

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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 2025. 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


Speaker Profile
Mark Schwartz is an employment tax specialist and has over 15 years of employment tax experience as an independent consultant and as a payroll tax auditor with the State of California. He has managed an audit caseload of 20 ongoing audits, from small home-based businesses to large multi-national corporations. He is expert at defining regulatory and statutory requirements from local, State and Federal government agencies; and helping the average businessperson understand what that means to their business. He has processed weekly and bi-weekly payroll checks plus tax forms for businesses with hourly as well as exempt workers, multistate operations and a wide variety of benefits.

Mr.Schwartz provides consulting services encompassing payroll processing and payroll tax issues. These include payroll tax minimization, payroll tax compliance reviews, independent contractor studies, use of electronic transfers, deductions, benefits, etc. Mark has represented both clients and the State in front of the State Appeals Board. He understands the complexities of local wage laws, unemployment and disability claims, and other wage and benefit issues affecting your employees.

Mark prides himself on his outstanding customer service skills. He listens attentively to his clientele, helping them bridge the gap between the small business world and Government bureaucracy. He eagerly assists with clients needs and feels that educating clients toward faster, accurate and more complete payroll processes provide the most value.

Mark is a participating member of the American Payroll Association. He earned his BA and MBA in Finance at Santa Clara University. He has held Certified Internal Auditor and Certified Investment and Derivatives Auditor Credentials. Mark is currently pursuing a Certified Payroll Fundamentals Credential with the American Payroll Association.

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