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.