The Jackson Lewis Pay Equity Resource Group is pleased to announce a special series to help employers prepare for Equal Pay Day. “Rethinking Pay Equity” will take a look at several of the biggest questions facing employers in the ever-evolving #equalpay landscape, including: How can prior salary information perpetuate the persistent pay gap, and how should we measure and address the impact of years-long reliance on such information in the hiring process? What data should we use when reviewing pay? Who should be compared against whom? What do we do if pay analyses reveal a problem? Should the company voluntarily make public disclosures about pay?

Our four-part series will be published over the next few weeks, culminating with a unique webinar presented by Jackson Lewis Pay Equity Resource Group Co-Chairs Joy Chin and Stephanie Lewis on April 2, 2019.

April 2, 2019, is Equal Pay Day. The date, which changes each year, is meant to represent how far into 2019 a woman, on average, must work to earn what a man earned in 2018.

These days, employers face greater challenges around pay than they have for decades. The country has seen a surge in new equal pay legislation and legal theories about pay discrimination, one that is being fueled by the #MeToo movement and growing calls for gender equality. The result is a whole new set of rules, obligations, and best practices around compensation for employers.

Join us in the lead up to Equal Pay Day 2019 with “Rethinking Pay Equity,” a special series of legal alerts aimed at assisting employers by addressing the hottest topics and trends in the world of equal pay. The first alert — “Overcoming the Impact of Prior Salary Information” — is available now.

Also, be sure to register for our important webinar on April 2. Registration is complimentary, but space is limited, so please do not delay.

View Original Source
Photo of Stephanie E. Lewis Stephanie E. Lewis

Stephanie E. Lewis is the Office Managing Principal of the Greenville, South Carolina, office of Jackson Lewis P.C. She is the Co-Chair of the Pay Equity Resource Group. Ms. Lewis represents employers in employment litigation and advises clients on preventive practices and policies to avoid litigation.

Ms. Lewis has handled all aspects of employment law but focuses on sexual harassment, pay discrimination, and disability discrimination issues in the automotive, manufacturing, retail, and pharmaceutical industries. She regularly presents on employment-related topics to Bar and industry groups.

Ms. Lewis served as a law clerk for Karen Johnson Williams of the Fourth Circuit Court of Appeals and Patrick Michael Duffy of the United States District Court for the District of South Carolina.

While attending law school, she served as Articles Editor of the North Carolina Law Review and received the James E. and Carolyn B. Davis Award for Character and Service.

Photo of K. Joy Chin K. Joy Chin

Joy Chin is a Principal in the Long Island, New York, office of Jackson Lewis P.C. She is the Co-Leader of the Affirmative Action Compliance and OFCCP Defense Practice Group and Chair of the firm’s Pay Equity Resource Group.

Ms. Chin has over 20 years’ experience helping employers navigate EEO and affirmative action regulations in the course of running their businesses. She regularly works with corporate counsel and human resources managers to develop practical approaches to EEO and affirmative action compliance. Ms. Chin successfully has defended employers in litigation, OFCCP audits and Equal Employment Opportunity Commission (EEOC) and Office of Federal Contract Compliance Programs (OFCCP) complaint investigations, including “glass ceiling” audits and claims of systemic discrimination in pay, hiring, promotion and termination.

Ms. Chin oversees a team of AAP analysts and data specialists in the preparation of hundreds of affirmative action plans (AAPs), EEO-1 and VETS-4212 reports each year for the firm’s government contractor clients. In addition, Ms. Chin and the firm’s team of Ph.D. and Master’s statisticians work closely with national clients to design and conduct in-depth analyses of compensation and bonus awards systems to identify and address potential problems before they arise.