Trusaic

APRIL 9, 2024

However, there will be some additional requirements imposed upon them as the law, which must be in effect by June 2026, progresses. Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps.

Planning Tools 130

Planning Tools Assessment Software Recruiting Software Discrimination 130

Trusaic

APRIL 25, 2024

Thus, all German employers will have to make a significant adjustment to make ahead of its anticipated implementation in June 2026. Account for intersectional discrimination in pay practices and consider needs of workers with disabilities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps.

Assessment Software 130

Assessment Software Recruiting Software Discrimination Compliance 130

Trusaic

AUGUST 15, 2024

any demographic class can be identified as having a disparity), thereby reducing the chance of missing any “reverse discrimination” risks. A prevailing market approach, which is utilized by some workplace equity software solutions, is to pre-set “Male” and “White” as the reference class of your analysis. Moreover, in the U.S.,

Hiring Software 147

Hiring Software Compliance Analysis Talent Management 147

Trusaic

APRIL 30, 2024

Account for intersectional discrimination in pay practices and consider needs of workers with disabilities. Employers can lean on pay equity software solutions to expedite this process and determine root causes of potential pay disparities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps.

Planning Tools 130

Planning Tools Assessment Software Recruiting Software Discrimination 130

Trusaic

MAY 30, 2024

Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. Employers can lean on pay equity software solutions to expedite this process and determine root causes of potential pay disparities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps.

Planning Tools 130

Planning Tools Discrimination Assessment Software Recruiting Software 130

Trusaic

JUNE 25, 2024

Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. Employers can lean on pay equity software solutions to expedite this process and determine root causes of potential pay disparities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps.

Hiring Software 130

Hiring Software HR Software Analysis Discrimination 130

Trusaic

MAY 23, 2024

Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. Employers can lean on pay equity software solutions to expedite this process and determine root causes of potential pay disparities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps.

Assessment Software 130

Assessment Software Discrimination Recruiting Software Planning Tools 130

Trusaic

MAY 14, 2024

Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. Employers can lean on pay equity software solutions to expedite this process and determine root causes of potential pay disparities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps.

Assessment Software 130

Assessment Software Discrimination Recruiting Software Report 130

Trusaic

MAY 7, 2024

Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. Employers can lean on pay equity software solutions to expedite this process and determine root causes of potential pay disparities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps.

Hiring Software 130

Hiring Software Assessment Software Recruiting Software Planning Tools 130

Trusaic

JUNE 13, 2024

Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. Employers can lean on pay equity software solutions to expedite this process and determine root causes of potential pay disparities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps.

Interview Software 130

Interview Software Discrimination Recruiting Software Analysis 130

Trusaic

AUGUST 29, 2024

Achieve Authentic Pay Equity With Software With an average pay gap in Brazil of 19.4%, most employers are at risk of being required to submit action plans. Using pay equity analysis software makes it easier to identify the root causes of pay disparities in pay and remuneration criteria. Create a compensation philosophy.

Report 130

Report Hiring Software Planning Tools Analysis 130

Trusaic

JUNE 20, 2023

The legislation, which must be transposed into law by 2026, requires employers to act when an unjustified gender pay gap of 5% or more exists. For the first time, intersectional discrimination has also been defined in EU legislation. The EU Pay Transparency Directive is also a potential gamechanger for global pay equity.

Employer Branding 130

Employer Branding Comparison Planning Tools HR Software 130

HR Brew

AUGUST 14, 2024

In May, Colorado became the first state to pass legislation governing the use of AI and protecting consumers against algorithmic discrimination. It is set to take effect on February 1, 2026. “HR The key focus for Colorado is this concept of algorithmic discrimination,” Rood said.

AI Recruiting 392

AI Recruiting HR Software Hiring Software Assessment Software 392

Trusaic

SEPTEMBER 24, 2024

Account for intersectional discrimination in pay practices and consider needs of workers with disabilities. Employers can lean on pay equity software solutions to expedite this process and determine root causes of potential pay disparities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps.

Recruiting Software 130

Recruiting Software Assessment Software Discrimination Harassment 130

Trusaic

MARCH 14, 2024

To comply with the EU Directive, Austrian organizations with 250 or more employees will have to adapt to much more stringent requirements by 2026. Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. Not asking job candidates about their salary history.

Discrimination 130

Discrimination Assessment Software Interview Software Recruiting Software 130

Trusaic

APRIL 16, 2024

Account for intersectional discrimination in pay practices and consider the needs of workers with disabilities. By 2026, EU employers with 250 or more employees must report on gender pay gaps. Companies can leverage pay equity software solutions to expedite reviews of existing pay practices and determine causes of pay disparities.

Hiring Software 130

Hiring Software Discrimination HR Software Report 130

Trusaic

NOVEMBER 28, 2023

AI Executive Order and EEOC Title VII Title VII prohibits discrimination in the workplace based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity) or national origin. It also affects employers using algorithmic decision-making tools, such as pay equity software.

AI Recruiting 147

AI Recruiting Assessment Software HR Software Software 147

Trusaic

JUNE 11, 2024

equal pay law was enacted, additional laws have been introduced, aimed at strengthening equal opportunities: Title VII of the Civil Rights Act of 1964 prohibits employers from discrimination based on race, color, religion, sex, or national origin. Strengthening Equal Pay Laws Since the U.S. State laws : Building on the U.S

Hiring Software 130

Hiring Software Discrimination Software Data 130

Trusaic

AUGUST 13, 2024

Account for intersectional discrimination in pay practices and consider the needs of workers with disabilities. By 2026, EU employers with 250 or more employees must report on gender pay gaps. Companies can leverage pay equity software solutions to expedite reviews of existing pay practices and determine causes of pay disparities.

Assessment Software 130

Assessment Software Planning Tools Recruiting Software HR Software 130

Trusaic

AUGUST 3, 2023

The burden of proof in cases of alleged pay discrimination is on the employer. If pay discrimination is proven, employees are entitled to compensation including full recovery of back pay and bonuses. First reports under the EU Pay Transparency Act are due by June 7 th , 2026. Compensation is uncapped.

Harassment 130

Harassment Assessment Software Compensation Diversity 130

Trusaic

OCTOBER 10, 2023

Purpose of EEOC & DOL WHD The EEOC investigates “complaints of job discrimination based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, age (40 or older), or genetic information.” Pay data reporting is also seen as a key tool to fight discrimination.

Wage and Hour Training 130

Wage and Hour Training Discrimination Planning Tools HR Software 130

Trusaic

AUGUST 1, 2023

The recovery period for back pay for successful pay discrimination claims has also been increased from three years to six years. Further, the legislation also prohibits pay discrimination based on any protected category under Hawaii law, not just sex. Hawaii: On July 3 rd , 2023, SB1057 was signed into law by Governor Josh Green.

Assessment Software 130

Assessment Software Interview Software Discrimination Compensation 130

Trusaic

AUGUST 22, 2023

EU member states have three years to transpose the Directive into law (until June 7, 2026). Similarly, t he EU makes provision for intersectional discrimination and the needs of workers with disabilities. To ensure a “ deterrent ”: T he burden of proof shifts to employers to prove the absence of pay discrimination.

Assessment Software 130

Assessment Software Planning Tools Compensation Discrimination 130

Workable

AUGUST 28, 2024

Key provisions will be phased in as follows: Ban on high-risk AI systems: 6 months after the start date Codes of practice: 9 months after the start date Transparency rules for general-purpose AI: 12 months after the start date Requirements for high-risk AI systems: 36 months after the start date In other words, it will take full effect in 2026.

AI Recruiting 62

AI Recruiting HR Software Hiring Software Recruiting Software 62

Trusaic

SEPTEMBER 13, 2021

Rhode Island recently reformed its pay equity law in an effort to ensure fairness in compensation for all employees and enhance accountability measures for individuals who have experienced wage discrimination in the workplace. This advantage will be available to employers from January 1, 2023 through June 30, 2026.

ATS 130

ATS Recruiting Software Discrimination Planning Tools 130

Trusaic

JULY 9, 2024

Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. Employers can lean on pay equity software solutions to expedite this process and determine root causes of potential pay disparities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps.

Hiring Software 233

Hiring Software Planning Tools Interview Software Discrimination 233

Trusaic

JULY 23, 2024

EU members have until June 2026 to adopt the requirements, with immediate compliance stipulated for employers with 250 or more workers. Conduct a Pay Equity Analysis Using Software Other items include: Pay explainability. As noted above, intersectional discrimination is defined in the EU Transparency Directive.

Report 130

Report Data Planning Tools Assessment Software 130