Audio Conferences

  September 27, 2007 at 02:00PM ET

Boeing, Texaco, Wal-Mart and Microsoft have paid out hundreds of millions of dollars for their violations of the Fair Labor Standards Act (FLSA), Americans with Disabilities Act (ADA) and pay practices that were ruled to be discriminatory.

Could your company’s compensation practices land you in court?

The fact is any employer that doesn’t follow its stated pay policy, misclassifies employees, or simply fails to correctly articulate the reasons for pay decisions will run the risk of facing pay inequity claims which could cost them millions.

But, achieving internal pay equity is about more than just avoiding lawsuits.It can increase morale and impact your profitability. Why not join IOMA and our panel of experts to learn how you can—and why you must—achieve pay equity within your organization.

You’ll get a comprehensive review of recent case law—highlighting where other companies have gone wrong—and, you’ll find out how to audit your compensation practices for internal pay equity. In just 90 minutes, you’ll find out how to identify strategies for incentive pay that will reduce claims, turnover, improve morale, and more!

DIAL IN & LEARN:

• How to audit your compensation structure to reveal if you have any internal pay inequities
• The 5 biggest ways employers violate the Fair Labor Standards Act
• How to properly articulate the rationale for pay decisions
• What the Equal Employment Opportunity Commission (EEOC) defines as lawful pay differentials
• The latest legal and regulatory issues affecting pay equity at the federal and state levels
• How to set non-discriminatory starting, promotional, and annual pay rates
• If your pay practices and salaries are structured correctly across state lines
• How the rulings in the Boeing, Texaco, Duke Energy, Microsoft and Wal-Mart cases have interpreted internal pay equity issues

FEATURED FACULTY

Susan G. Nelson
Partner, Nelson & Bushman, LLC

Bob McKenzie, SPHRM
President, McKenzieHR, The Potential of People.