Have you taken steps to protect your organization from the liabilities of a pay equity law suit? The first step is to complete a proactive pay audit – In this class you’ll receive the tools necessary to determine which positions require substantially similar skill, effort, responsibility and are performed under similar working conditions.
Using the National Position Evaluation Plan (NPEP) point factor system, you’ll learn how to evaluate positions based on a comprehensive set of well-defined compensable factors. (You will need to bring a lap top with excel capability, a minimum of two hourly/ nonexempt and two exempt position descriptions to review during the position evaluation exercise.)
You’ll leave the program with a full understanding of how to use the NPEP manuals and an automatically tabulating substantiating data document which you will receive in this class.
*You will need to bring a lap top with excel capability, a minimum of two hourly/ nonexempt and two exempt position descriptions to review during the position evaluation exercise.
Who Should Attend
HR or Finance professionals responsible for performing a pay equity analysis.
Learning Objectives
- Overview of the federal and state equal pay laws
- Affirmative Defense Provisions
- Defining Comparable Positions
- Steps to Conducting a Pay Equity Analysis
- Implementing the NPEP system resulting in the definition of comparable positions within your organization.