Being able to prove that your company's compensation practices don't discriminate based on gender, race, age, or another protected characteristic is now more important than ever. That's because the recently enacted Lilly Ledbetter Fair Pay Act has amended Title VII, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and the Rehabilitation Act to clarify that a discriminatory compensation action occurs each time a discriminatory paycheck is issued.
The Fair Pay Act does not change the fact that employees can only go back two years to recover damages. What it does change is that even more individuals will be able to file suit, instead of having their cases thrown out because they filed too long after the employer made the initial discriminatory pay decision.
With more legal challenges possibly on the pay discrimination horizon, there's no better time to audit your compan...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Firing employee who complained of harassment? Don't let alleged harasser play any role
- Supreme Court to hear PDA accommodation case
- The New Rules on Hiring - The Legal Way to Handle I-9s and No-Match Letters - Audio Conference
- Termination following customer complaint