civil rights laws and advancements in women’s economic status, wage
discrimination still persists in every state and virtually every occupation.
Women who work full time, year-round take home about 83 cents for every dollar
that non-Hispanic, white men earn. Over a career—defined as 47 years of
full-time work—women’s total estimated earnings loss compared with men is
$700,000 for a high school graduate, $1.2 million for a college graduate, and
$2 million for a professional school graduate.
gap also persists across all racial and ethnic groups. Women of color
experience wider pay gaps—among full-time workers in 2020, Black and Latina
women made, respectively, 64 cents and 57 cents on the dollar as compared to
non-Hispanic white men. The overall pay gap has only decreased by a nickel
during the 21st century and, unless action is taken, the pay gap between men’s
and women’s earnings will not close until 2093.
Areas Covered in the Session:
is the goal for pay equity for 2023?
what the Equal Employment Opportunity Commission (EEOC) requirements are and
what the pros and cons are to establish pay equity policies
how the National Labor Relations Board (NLRB) has developed specific pay
guidelines for union and non-union employers
what states are schedule to require pay transparency regulations
what types of pay transparency requirements will be mandated
what Employers need to do to become compliant with the Pay Equity requirements
how pay equity will enhance your retention of valuable employees
what pay transparency looks like in job postings
how the Salary History Ban when hiring is a huge step when it comes to pay
how the Great Resignation has impacted the labor market and forced Employers to
how conducting an internal pay equity audit will let you know where you stand
when it comes to pay disparity
what best practices can be initiated to ensure employees that you take pay
Should You Attend?
pay gap between male and female executives at U.S. companies expanded during
the pandemic after years of improvement, according to a new analysis by
financial research firm Morningstar.
2020, the first year of the pandemic and the most recent year for which
pay-disclosure data is available for publicly traded companies, the gender pay
gap in the C-suite became wider, "a reversal of the narrowing that
occurred between 2015 and 2019.
to the root cause of a pay gap involves:
- Organizing an interdisciplinary team that includes representatives from compensation, total rewards, diversity and inclusion, talent acquisition, performance management, training and development, and in-house and outside legal counsel.
- Establishing legal privilege over the assessment to protect it from disclosure.
Who will benefit?
Leadership (CEO, CFO, COO, etc.)
and Inclusion Officers
- Labor Union Representatives
- Management consultants
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).