All of the laws enforced by EEOC, except for the Equal Pay Act, require employees (or candidates) to file a Charge of Discrimination with the EEOC before they can file a job discrimination lawsuit against an employer. This means that Equal Pay should be a main concern for employers since employees can call an attorney the moment that they feel non-equality is occurring regarding their pay. Even if proven to not be true, dealing with a lawsuit is stressful and expensive. Additionally, in 2020, EPA charges cost employers $10.7 M in financial settlements.
Stay out of court and the news by understanding compensation and benefits mandates and options, the Federal Fair Labor Standards Act and any state laws that may affect you, legalities around Independent Contractor status and general best practices. Additionally, ensure your managers and leadership team understand and comply with these items.
Being a Top Employer means going above and beyond the law to ensure your team has pay equity first and foremost but also is aware of your pay increase structure whether than involves es pay for performance options or another type of compensation plan altogether, Finally, work life balance is crucial in today’s world and must be part of a Total Compensation Plan.