In early May, the Washington state governor signed the Washington Equal Pay and Opportunities Act (EPOA). This act imposes pay transparency requirements that go beyond most other pay equity laws and will likely affect most employers in our state. Here’s what you need to know: The EPOA prohibits Washington employers from inquiring about an
Challenge: Our client was interested in achieving and maintaining gender pay equity among their workforce. Solution Deployed: We know that base pay often is a root cause of total compensation pay gaps, so we began by reviewing current pay practices and organizational structures. We then gathered all relevant data and were able to complete a thorough analysis that included looking beyond performance ratings: at other factors that are less prone
Barely a day goes by without some mention of equitable pay. Whether it’s in the news or a briefing from a legal firm or HR society, there is quite a bit of buzz about pay equity – and for good reason: The National Women’s Law Center (NWLC) published a report based on the most recent U.S. Census Bureau data showing that women earn 80 cents for
Challenge: A professional services client was managing their pay differently in different parts of the organization. Concerns about pay discrimination and internal equity drove the need for implementation of an organization-wide and consistently administered compensation plan. Managers were fearful of change and needed training, mentoring and communications support to help navigate the new system.
There is a process for setting pay for the newly hired. The merit pay matrix is in place, payment and performance are aligned, and there is an understanding of how and what employees are paid throughout the organization, right? But when 99% of an organization’s employees still receive pay increases every year despite an