On September 30, 2020, California Gov. Gavin Newsom signed SB 973, which imposes new pay reporting requirements on certain employers. The bill takes effect on January 1, 2021, with the first report due by March 31, 2021.
These new reporting requirements aim to reduce gender and racial pay gaps. According to the legislature, this collection of pay data will permit the state to “more efficiently identify wage patterns and allow for targeted enforcement of equal pay or discrimination laws.”
What Does California’s Annual Pay Data Report Require?
This new law requires private employers with 100 employees or more who are required to file an annual EEO-1 report under federal law to submit an annual report to the California Department of Fair Employment and Housing (DFEH). The first report is due on March 31, 2021, and annually thereafter. Each report submitted by March 31 covers the prior calendar year.
- California Pay Data Reporting Regulations
- The effective date of reporting
- What determines a gap in pay
- How can minorities & women benefit from these reports?
- How will California create violations of the regulation
- What can Employers do to prepare
- What is the Data Protection Reporting on a Federal Level?
- Why has California and other states taken an aggressive approach on Pay Data Reporting
- How are pay bands identified under the new regulations?
- How will the data be used?
- How will fines and penalties be levied?
- Pay Equity is the new tsunami
- Learn how Employers should prepare for the new regulations
- Learn how the pay discrimination has impacted women and minorities
- Learn what actions perpetuate pay disparity even in the best of Employers
- Learn how pay equity fines can cripple Employers not addressing pay gaps
- Learn the best way Employers can address pay disparity when they find it
- Identify the best method that Employers can discuss compensation without risking violations
Who Should Attend?
- California Employers
- Multi-State Employers with a geographic footprint in California on site or remotely
- HR Professionals
- Compliance Professionals
- Office Managers
Basically anyone interested in learning about California workplace regulations
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.
Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).