California's New Fair Pay Act: A New Era of Pay Equity
Leading the nation on pay equity, California's new Fair Pay Act that took effect on January 1, 2016 requires equal pay for "substantially similar work" across employer locations. Wanda R. Dorgan, head of the Labor and Employment practice for Sinnott, Puebla, Campagne and Curet, will share her views on what employers should do to comply as the California Labor Commissioner, who is responsible for enforcing the Act, seeks to define exactly what "substantially similar work" means at the same time plaintiffs' attorneys ready for the next wave of lucrative cases to shape those definitions.
What are the key factors that should define similar work?
How do employers justify pay differences, or can they?
What can and should employers do when they see violations?
What are the best practices for employers?
Should those best practices be built from the bottom of the organization up or from the top of the organization down?
Hear Ms. Dorgan explain her perspective on how the law on pay equity is evolving and how you can best prepare.
Wanda R. Dorgan
Wanda leads the Labor and Employment practice of her law firm with nearly 30 years of experience as a management-side labor and employment lawyer. She has frequently been consulted to handle highly sensitive or difficult matters and cases throughout the State. Her experience in representing both private and public sector employers ranges from matters involving administrative agencies to the United States Supreme Court.
Wanda also handles traditional labor matters, including collective bargaining. She has served as West Coast Labor Counsel for a Fortune 500 company including assisting with reorganization of the Company’s workforce and plant closings following various mergers, and has helped smaller employers function efficiently and effectively given the many challenges of operating in California. She aids clients and their human resources organizations in avoiding employment liability by, among other things, using "big picture" strategies. She has been a frequent commentator and lecturer on employment-related topics.
This program has been approved for 1.25 Professional Development Credits (PDCs), towards SHRM-CP and SHRM-SCP, through the Society for Human Resource Management (SHRM).
This program has been approved for 1.25 California-specific recertification credit hours through the HR Certification Institute (HRCI). For more information about certification or recertification, please visit the HR Certification Institute homepage at www.hrci.org. This program has been submitted to the HR Certification Institute (HRCI) for review.
The use of this seal is not an endorsement by the HRCI of the quality of the program. It means that this program has met the HRCI's criteria to be pre-approved for recertification credit.
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