As we previously reported, at the end of last year, the New York city council passed a bill to require NYC employers with four or more employees to disclose in job postings – including those for promotion or transfer opportunities – the minimum and maximum salary offered for any position located within New York
On December 15, 2021, the New York City Council approved a bill that will require NYC employers with four or more employees to disclose in job postings – including those for promotion or transfer opportunities – the minimum and maximum salary offered for any position located within New York City. The Mayor has until January
Special thanks to Brian Wydajewski, Narendra Acharya, Aimee Soodan, Tulsi Karamchandani, Scott McMillen, Angelique Poret-Kahn, Ginger Partee, John Foerster and Matthew Gorman.
Our two-part webinar series, co-hosted by the Association of Corporate Counsel – Chicago Chapter, is designed to ensure that Midwest in-house counsel are up to
Special thanks to co-author, Monica Kurnatowska.
A convergence of forces is changing the public face of the boardroom: the increasing amount of data showing how inclusion and diversity improves performance, impassioned protests for gender equality, the impact of the Black Lives Matter movement, pressure from investors and shareholders, and legislation. While gender diversity has
Companies are facing critical business challenges in regard to their most important asset – their people. While workforce transformation is not a new concept for global organizations, the pandemic has forced us to rapidly adapt our standard ways of working and how we engage with employees to ensure the long-term viability of the business. We
Most US multinationals conduct regular pay equity audits, but for further insights into promoting equity and removing potential bias in compensation, companies are increasingly exploring adding performance ratings audits to the standard review cycle.
Performance ratings can often have a large impact on an employee’s rate of pay and/or bonus compensation. However, for many companies, performance ratings are discretionary, given by managers without specific guidelines or training to follow and without many (or any) checks and balances. In addition, considerations regarding leveling of job descriptions, both at the time of hire and as employees matriculate, may impact performance ratings. Because the results of a pay audit are only as good as the data inputs, it makes sense to take a closer look at how the underlying data comes to be.
Continue Reading Taking Your Pay Equity Analysis To The Next Level: Performance Ratings Audits
Special thanks to guest contributors Monica Kurnatowska, Bernhard Trappehl and James Brown.
The EU Commission has proposed a directive that would reinforce the entitlement to equal pay for men and women for the same work, or work of equal value, including by giving employees the right to comparative pay information and by requiring gender pay gap reporting for employers with 250+ employees, amongst other measures. Some EU member states already have aspects of these rules, while others do not, meaning that the rules could be a significant additional compliance burden for some organisations. The rules, if adopted, would be unlikely to come into force before late 2024.
The EU Commission has proposed a new directive on pay transparency. If adopted, it would:
Based on previous experience, we estimate that these proposals, if adopted, would need to be implemented by sometime in late 2024.
Continue Reading European Union: Commission Proposes Pay Transparency Rules to Secure Equal Pay
As employers contemplate using compensation to incentivize employees and management toward achieving the company’s I&D goals, our global counselors and litigators share a framework for thinking through both the practical and legal considerations when designing a reward system related to I&D.
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The UK government has announced that due to the continuing impact of the pandemic, the gender pay gap reporting deadline for the 2020/21 reporting period will be extended by six months to October 5, 2021 for qualifying employers in the private sector. Employers are, however, encouraged to report their figures before the deadline.
The reporting
In his first day in office, President Joe Biden signaled that his administration will take a different approach to D&I in the workplace than the previous administration. Corporate leaders should continue investing in D&I work, implementing policies that create equity and foster inclusion for underrepresented minorities, such as enforcing zero-tolerance rules for discrimination, harassment and
