Trusaic
SEPTEMBER 29, 2022
Mean and median pay data reporting is a new requirement, never before seen, and it will likely help California’s Civil Rights Department (CRD), formerly the Department of Fair Employment and Housing, identify pay discrimination in the workplace. . SB 1162 non-compliance. SB 1162 will set the bar even higher.
Trusaic
AUGUST 16, 2022
Still, SB 1162 requires employers to report median and mean hourly rates within each job category and for each combination of gender race/ethnicity, strengthening the DFEH’s ability to identify pay discrimination in employer compensation systems. . What organizations should do to prepare.
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Trusaic
SEPTEMBER 1, 2022
The reason for this new addition is so that the state Civil Rights Department, formerly known as the Department of Fair Employment and Housing, can more easily identify pay discrimination within an organization. SB 1162 non-compliance penalties. Which organizations must comply with SB 1162?
Hppy
DECEMBER 27, 2021
For instance, you can’t force one employee to handle all your employees’ recruitment, payroll, and compliance tasks. The cost of maintaining an HR department can quickly add up, especially if you have many employees since HR personnel can’t handle several functions.
Stratus
MARCH 21, 2022
To maintain compliance, here’s a quick recap of what teen workers can and cannot do : Youth under 14 are extremely limited to working any job if the company is not owned by their parents. This could backfire by having the appearance of age discrimination. Related articles: Is Hiring Teens a Good Alternative to a Tight Labor Market?
Trusaic
DECEMBER 5, 2021
The state of New Jersey recently updated its Law Against Discrimination (NJLAD) to include protections against age discrimination. With the expansion of potential employer liability, organizations should take note of the changes to ensure compliance. Below we outline what employers need to know about the anti-discrimination law.
Trusaic
JANUARY 31, 2022
Penalties for non-compliance. New York City is the latest in a string of local jurisdictions and states to combat wage discrimination through pay transparency. The law will take effect May 15 and employers will need to share salary ranges for available job positions. The growing trend of pay transparency.
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