Pay equity is at the forefront of regulatory, political, shareholder, employee, and public concern. 2016 brought an unprecedented wave of new and proposed pay equity legislation and other initiatives at the federal and state level, seeking to address the pay gap. This is also a trend internationally. These initiatives will make it easier for employees and government agencies to bring pay claims against employers and may expose employers to public scrutiny as well as increased litigation risks and costs. While it remains to be seen how the Trump administration will pursue these issues at the federal level, employers should expect employees, plaintiffs’ attorneys, and state and local actors to remain focused on the pay equity issue.
Our Pay Equity Team advises employers on how these rapidly evolving pay equity initiatives affect their businesses and puts in place compliance strategies to stave off litigation. As needed, we defend employers in high stakes compensation discrimination litigation, as well as OFCCP audits and EEOC investigations.
We have developed broad and practical strategies to assist employers in reviewing their compensation systems, along with aids to help with compliance. In addition, we regularly offer in-house CLE programs to educate all levels of management about the requirements of the new laws, thereby enabling our clients to protect their business.
Orrick’s Pay Equity Team has significant experience in: