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Pay Equity Audit Service Flow Chart

Step 1: Client will conduct a self-audit of all existing jobs.
Pay Equity Self Audit Process – Provided by Foley & Foley, PC
As a general rule, it is discrimination to pay unequal wages to female employees for equal work on jobs that require equal skill, effort and performed under similar working conditions. Client will create job bands consisting of one or more jobs that have been determined to perform “equal work.”
Step 2: Client will assess any pay/wage differentials between genders.
Checklist of Data Required – Provided by Foley & Foley, PC
Identify any pay/wage differentials between employees of opposite genders performing “equal work.” Determine whether that differential is based upon a seniority system, a merit system, a system which measures earnings by quantity or quality of production, or a differential based on any factor other than sex.
Step 3: We will have a privileged conversation.
You will forward to us the results of your self-evaluation and
assessment, including the document that contains all job
bands and the assessment of any wage differential between
employees of opposite genders.
We will meet by phone to review and finalize your evaluation and assessment. You ask questions. We provide answers.
Step 4: We will work together to create a plan that will provide immediate progress
toward eliminating pay differentials uncovered by the evaluation.
Take our recommendations, finalize your evaluation and change any recruitment or employment practices to achieve compliance. Relax knowing that you have conducted a thorough front end
assessment and may be establishing an affirmative defense to a pay equity claim.