Equal Pay for Equal Work: Why to prep now for the new Pay Equity law
Video recording will be available July 6 through July 17
To register, click the video above.
S. Lorrie Ray, Employers Council
Last May, the Colorado State Legislature passed SB19-085, the Equal Pay for Equal Work Act, which goes into effect January 1, 2021.
That's when Colorado employees will have the right to sue employers for allegations of pay discrimination — which means they can recover liquidated damages, plus back pay, for up to three years.
In addition, the law requires that companies internally post all job openings and list a salary range for the position. What's more, it forbids employers from asking about salary history.
In short, if you're an employer in the state of Colorado, you need to prepare now for the new act, due to the complexities involved.
Designed for dealer principals, general managers, HR managers, business managers and controllers, Lorrie will discuss what you need to know about the new law. She'll outline the importance of laying a solid foundation with your compensation structure now, along with steps to protect your dealership and limit your liability.
The reasons for — and scope of — the legal changes
What will be affected at your dealership
How to prepare for January 1, 2021
What factors may and may not be used to explain salary differences for employees of different sexes performing substantially similar work
How a pay audit this year can save you from a lawsuit
About our presenter
Employers Council Director of Member Engagement S. Lorrie Ray's experience in the variety of problems typically facing employers includes resolution of civil rights cases before state and federal administrative agencies, federal wage and hour disputes and state law claims, employment discrimination, wrongful discharge and health and safety laws. Also, she is a frequent lecturer on employment law matters.
Previous to working with Employers Council, Lorrie worked at the U.S. Department of Labor Office of the Solicitor for a little more than three years, prosecuting wage and hour cases for the Department.