Podcasts about Equal Pay Act

There's bad news, really, and it's been coming and I think I've had my head in the sand for some time. I've been wanting things to get better quickly. I've wanted things to move out from grindy-ness, and a lack of fun, and excess, and nonsense. It's just been for four years of long, slow grind, it seems. Well, Matthew Hooton's opinion piece in the New Zealand Herald has laid it out starkly, unequivocally, in no uncertain terms. The grindy times are here for a long time, as he says. Brooke van Velden's constitutionally dubious and deeply unpopular legislation to amend the Equal Pay Act and more bold moves like it, are now unavoidable, whether they take the form of massive spending cuts, much higher taxes, or most likely, he says both. And the reason? Successive governments have been on a massive jolly, and now we, and successive generations have to pay for it. As Hooton reminds us, Treasury began formerly warning in 2006, about the looming fiscal challenges after 2030. It expected future governments would follow the responsible fiscal management of the Bolger, Shipley, and Clark governments, that they would maintain surpluses, pay back debt, put aside cash for a rainy day. Had we heeded the advice and followed the blueprint, we would be 15% of GDP in the black this year. Instead, the Key-English and Ardern-Hipkins Governments went on a 15-year spending spree, putting us 23% of GDP in the red, despite the Super Fund's returns on investments exceeding expectations. You can say what about the Canterbury quake, the GFC, and Covid? You can say all of that. But he's quite right. Successive governments have had to recover from crises, but they've also used that time to have a spend up, to push through expensive legislation and policies, of their choosing, of their ideology, while at the same time having to fork out billions in damage recovery. So, the four years of grindy times are going to be nothing in comparison to what we are going to see. There's more with this came from. Thanks to the Key-English and Ardern-Hipkins legacy, we're nearly 40% of GDP, or more than $170 billion, behind where Helen Clark, Winston Peters, and Sir Michael Cullen planned back in 2006, just as baby boomers retire and health costs start to explode. He says and argues without radical policy change, there is no plausible scenario that doesn't lead to eventual financial and social collapse. I urge you to read it and have a look and see what you think. That is why Labour's well-intentioned and accurately costed ill thought-out legislation is being scrapped. That is why superannuation and healthcare costs will be put under the microscope as costs balloon. And that is why I would argue, National and Labour need to work together to get us out of this mess. Treasury warned of the fiscal challenges in 2006. They warned of them again in a 2012 post-election briefing to John Key, the papers stressed again as baby boomers move into retirement, New Zealand's 65 and over population is projected to grow nearly four times more quickly than the total population, and consequently there'll be a rapid rise in health, aged care, and New Zealand super costs. Treasury said the fiscal challenge is considerable. There is no way to avoid making trade-offs. Given the potential economic and social instability that could result from any uncertainty about these trade-offs, we think it's crucial that effort be made to build broad public consensus on the way forward. And that's where we are today. The trade-offs are starting but there's no consensus, because it's just been sprung on us. Well, it hasn't been sprung on us. Treasury have been warning of this for some time, and we have ignored it as voters and the parties have ignored it. Both National and Labour are at fault, but we voters are to blame as well. We can't just stand there saying, “oh, we're victims we didn't know”. Would we have elected any party to government that laid out the grim prognosis for New Zealand Inc. and spelled out the tough measures we would need to take to recover? If Christopher Luxon had stood there in 2023 and said, we're in a real mess and it goes way beyond Hipkins and Robertson, Ardern and Robertson. It goes back a lot further than that and we are going to have to cut the equal pay amendment legislation, we're going to have to raise the age of superannuation, as every other western country we measure ourselves against has done, we're going to have to look long and hard at healthcare, we're have to look long and hard at welfare payments, and we're probably going to have to scrap some of them because we're in a deep, deep fiscal hole. Would we have said thank you so much for spelling it out. We're going to vote National back in to do these austere and tough measures that we need to recover so that we've got a country for our grandchildren. I doubt it. We are just as much to blame. The party is well and truly over, and it has been for some time. We've just borrowed to keep it going and buried our heads in the sand, turned up the music so we don't hear the creaking and the groaning of the economy as it struggles to keep the party going. It's time we all grew up. And it's time both the Prime Minister and the Leader of the Opposition worked together to try and keep the country together while we work our way out of this mess. See omnystudio.com/listener for privacy information.

This week, the New Zealand government has pushed through with urgency, the introduction of a Pay Equity Amendment Bill which makes changes to the Equal Pay Act 1972, making the criteria for pay equity claims stricter, and discontinuing thirty three existing claims, which were representing thousands of workers. While coalition party politicians say the amendment would benefit women and could save ‘billions', opposition parties and community commentators reject these notions and have expressed disappointment and frustration at the lack of opportunity for public engagement on the issue. Producer Sara spoke with University of Auckland teaching fellow Simon Schofield about the issue. She began the interview by asking why this bill is so problematic

The Government has rushed through changes to the Equal Pay Act that will make it harder for workers to make claims of unfair pay based on gender discrimination They claim it save billions. Hawkes Bay care worker Crissie Chaplin got in touch with the panel to tell us how pay equity changed her life...

This week, the New Zealand government has pushed through with urgency, the introduction of a Pay Equity Amendment Bill which makes changes to the Equal Pay Act 1972, making the criteria for pay equity claims stricter, and discontinuing thirty three existing claims, which were representing thousands of workers. While coalition party politicians say the amendment would benefit women and could save ‘billions', opposition parties and community commentators reject these notions and have expressed disappointment and frustration at the lack of opportunity for public engagement on the issue. Producer Sara spoke with University of Auckland teaching fellow Simon Schofield about the issue. She began the interview by asking why this bill is so problematic

In this episode of Hiring to Firing, hosts Tracey Diamond and Emily Schifter explore the classic movie 9 to 5 and its critique of workplace inequities. Joined by wage and hour reporter Daniela Porat from Law360, they share insights on the evolution of wage and hour laws, pay transparency, salary history bans, and the ongoing fight for gender equality in the workplace. Tune in for a thought-provoking discussion on workplace equality and practical tips to help employers comply and keep up with the ever-changing legal landscape in this area.

This episode of Big Blend Radio's California Employment Law podcast with San Diego attorney Ward Heinrichs focuses on Federal and California Employment Laws that Protect Women in the Workplace. Check out Ward's article that gives an overview of some of the laws and acts such as the Equal Pay Act. Pregnancy Discrimination Act, Sexual Harassment Prevention Training, Patient Protection & Affordable Care Act, and more: https://blendradioandtv.com/listing/laws-that-protect-women-in-the-workplace/  Based in San Diego, California, Ward represents both employers and employees in almost all areas of labor law. More: https://bestemploymentattorneysandiego.com/  Ward Heinrichs appears on Big Blend Radio very 4th Wednesday. Follow his podcast appearences here: https://www.youtube.com/playlist?list=PLzIUCV2e7qm3jXMGjBdJrHc4zxpoWFP5O 

In Illinois, March 25, 2025, is designated as Equal Pay Day to highlight ongoing wage disparities, as stated by State Senator Celina Villanueva. Despite the Equal Pay Act of 1963, the pay gap persists, with women earning significantly less than men. Senate Resolution 158 emphasizes the disparities for various groups: Asian American women reach parity on April 7th to bridge the gap, Black women until July 10th, and Native Hawaiian and Pacific Islander women until Aug. 28th. Latinas must work until Oct. 8th, Disabled women until Oct. 23rd, and Native women until Nov. 18th. Moms face a significant pay gap as well, with their Equal Pay Day falling on May 6th, and LGBTQIA+ individuals must work until June 17th. The resolution encourages public awareness and action to address these inequalities. Villanueva stresses the importance of closing the wage gap for economic justice and equity in Illinois.

Women who work full time earn, on average, 83.6 cents for every dollar men do. When factoring in race, women of color earn even less on the dollar. To address this persistent gender wage gap, lawmakers amended the Illinois' Equal Pay Act to make the job application process more transparent. Reset spoke with Sharmili Majmudar, Executive Vice President of Policy, Programs, and Research for Women Employed and Kathryn O'Connor, HR Source's Director of Compensation about how this could affect salaried and hourly employees, and the adjustments employers will have to make. For a full archive of Reset interviews, head over to wbez.org/reset.

This session provides a comprehensive understanding of executive pay structures, legal frameworks, and employee benefits management. It emphasizes compliance with regulations and the strategic use of compensation and benefits to attract and retain talent. Key Topics Covered Executive Compensation: Includes base salary, stock options, bonuses, and severance packages (e.g., golden parachutes, golden handcuffs). Employment Regulations: Key laws such as the Fair Labor Standards Act (FLSA), Equal Pay Act, Pregnancy Discrimination Act, and Family and Medical Leave Act (FMLA). Employee Benefits: Coverage of COBRA, HIPAA, and the Affordable Care Act (ACA), focusing on health insurance and retirement plans. Compensation Concepts: Differentiating exempt vs. non-exempt employees, permissible wage differentials, and job classifications. Motivational Incentives: Tools like discretionary and non-discretionary bonuses, gainsharing plans, and Employee Stock Ownership Plans (ESOPs). This session equips HR professionals with critical knowledge to manage compliance, design effective benefit programs, and optimize compensation strategies for organizational success.

This session provides an in-depth exploration of key employment laws, discrimination protections, and strategic HR planning frameworks critical for HR professionals. It highlights the role of HR in ensuring compliance, promoting diversity, and aligning workforce strategies with organizational objectives. Key Topics Covered Employment Discrimination and Civil Rights: Understanding laws such as the Civil Rights Act (1964 and 1991) and Equal Pay Act to ensure fair treatment in hiring, pay, and promotions. EEOC Guidelines and Processes: Complying with anti-discrimination policies and effectively handling EEOC charges. Affirmative Action and Diversity: Implementing strategies to foster workplace inclusivity while balancing legal and ethical considerations. Immigration and Employment Compliance: Navigating laws like IRCA and leveraging tools like E-Verify and H-1B visas for workforce planning. Strategic Workforce Planning: Utilizing forecasting, staffing models, and workforce management tools to align HR practices with business growth strategies. Growth Strategies and Organizational Planning: Managing HR's role during mergers, acquisitions, and joint ventures to support organizational transformation. This session equips HR professionals with practical applications and examples from companies like Google, Starbucks, and Walmart to illustrate compliance, diversity, and strategic HR practices in action.

In this week's episode, Lizzie and Arden explore the history and impact of the Equal Pay Act of 1963, a landmark legislation aimed at closing the wage gap between men and women in the workforce! Join them as they explore the social and political climate of the early 1960s that led to the bill's introduction, the obstacles that it had to overcome to get passed, and the challenges that still exist today!  Follow us on Twitter and Instagram at @letsgetcivical, @lizzie_the_rock_stewart, and @ardenjulianna. Or visit us at letsgetcivical.com for all the exciting updates! Learn more about your ad choices. Visit megaphone.fm/adchoices

This Day in Legal History: BBC FoundedOn October 18, 1922, the British Broadcasting Company (BBC) was founded, a significant development in media law and broadcasting regulation. The BBC was established as a private corporation, but it was under significant government oversight from the start. The British government, through the Post Office, issued the first broadcasting license to the BBC, marking the beginning of public broadcasting in the United Kingdom. This laid the foundation for legal frameworks governing media, free speech, and public interest in broadcasting. The regulatory framework for the BBC was formalized with the 1927 Royal Charter, establishing it as a public corporation funded by a license fee paid by UK households with a television set. This model influenced media law around the world, as it balanced government oversight with editorial independence, a crucial tension in media law. The Charter also emphasized the BBC's duty to inform, educate, and entertain, principles that have been reflected in subsequent legal debates about public broadcasting globally.This founding event has had lasting effects on how media is regulated, ensuring that broadcasters serve the public interest while maintaining freedom from government control. The creation of the BBC contributed to the evolution of modern media law, particularly in areas concerning state influence, media independence, and the regulation of public broadcasters.A lawsuit by former Jones Day associates Mark Savignac and Julia Sheketoff, accusing the firm of gender discrimination in its parental leave policy, is set for trial on November 7, 2025. The couple claims that the firm's policy unfairly grants new mothers extra leave based on an assumed eight-week postpartum disability period, violating Title VII of the Civil Rights Act, the Equal Pay Act, and the D.C. Human Rights Act. The court ruled that a jury could question the medical basis of the policy, warranting a trial. Before the trial, the parties are required to attempt mediation with Magistrate Judge G. Michael Harvey, though Jones Day expressed skepticism about reaching a settlement. The lawsuit also involves claims of retaliation, as Savignac alleges he was fired after challenging the policy, while Sheketoff had already left the firm. Both represent themselves in the case.Jones Day 'Dad Leave' Case Headed to Mediation, Gets Trial DateAhead of the November 5, 2024, U.S. election, several battleground states are warning local officials that interfering with voting or delaying result certification could lead to criminal charges or financial penalties. States such as Arizona, Michigan, Pennsylvania, and Wisconsin have investigated and charged officials who attempted to disrupt elections in previous cycles. Pennsylvania officials, for example, threatened criminal misdemeanor charges against a local county manager who blocked the use of mail-in ballot drop boxes. In Arizona, two officials are facing felony charges for delaying vote certification in 2022.The focus on preventing election interference is driven by concerns over unfounded fraud claims and ensuring that the results are certified on time. States have tightened oversight, with penalties including fines, jail time, or responsibility for recount costs. Local officials have been reminded that the certification process is a legal requirement, not an opportunity to challenge election outcomes.US states warn officials: Delaying, tampering with vote could bring criminal charges | ReutersA Florida judge issued a temporary restraining order prohibiting the DeSantis administration from threatening to prosecute TV stations airing ads in support of the state's abortion rights referendum. The ads, promoted by the coalition Floridians Protecting Freedom, advocate for the November ballot amendment that would secure abortion access until fetal viability (around 24-28 weeks), countering Florida's six-week ban enacted earlier this year. The state's Department of Health had previously sent cease-and-desist letters to TV stations, claiming the ads were false. The judge ruled that political advertisements are protected by the First Amendment, preventing further state actions against broadcasters until a preliminary injunction hearing on October 29.Florida judge grants temporary restraining order over abortion measure adsThis week's closing theme is by Franz Liszt.This week, we close with the music of one of history's most legendary composers and pianists, who passed away on October 19, 1886. Liszt was not only a virtuoso performer but also a revolutionary composer whose works pushed the boundaries of classical music. Born in Hungary, Liszt dazzled 19th-century Europe with his unmatched piano skills, and his compositions remain staples in the concert repertoire to this day. He pioneered new musical forms, including the symphonic poem, and was deeply influenced by both Hungarian folk music and the Romantic spirit of the time.Liszt's compositions span a wide range of emotions and technical demands, showcasing both his artistic depth and virtuosity. As a composer, he sought to transcend traditional boundaries, and his works often reflect a blend of dazzling technical skill and deep emotional complexity. Among his most celebrated compositions is the "Hungarian Rhapsody No. 2," which we've chosen as our closing theme this week. This piece is iconic for its vibrant energy, dramatic shifts, and a playful yet powerful use of Hungarian folk melodies. From the slow, brooding introduction to its whirlwind conclusion, it perfectly encapsulates Liszt's ability to captivate both performers and audiences. As we listen to this work, we remember the profound legacy Liszt left behind, a legacy that continues to inspire musicians and music lovers around the world.Without further ado, Franz Liszt's Hungarian Rhapsody No. 2, enjoy.  This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.minimumcomp.com/subscribe

Women's rights have come a long way thanks to activists who used their voices to drive change. Examples include the right to vote (19th Amendment 1920), Equal Pay Act (1963), Equal Rights Amendment (1972), Roe vs Wade (1973), Women's Educational Equity Act (1974) and Pregnancy Discrimination Act (1978). Until the 1970s, women could not acquire credit or a mortgage. There are always challenges, from equal pay and gender quality to reproductive rights and affordable health care. Use Your Voice.Fearless Fabulous You is broadcast live Wednesdays at 12 Noon ET on W4WN Radio - Women 4 Women Network (www.w4wn.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Fearless Fabulous You Podcast is also available on Talk 4 Media (www.talk4media.com), Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.

Deborah Vagins from Equal Rights Advocates talks with Jordana about the continued push for Equal Pay. 

For this episode of The Jason Cavness Experience, I am covering HR Laws you have to follow if your company has 49 or fewer employees CavnessHR Product/Market Fit Validation and Tech Platform Validation To help us with our product market fit and tech platform validation. We are providing Employee Handbooks and HR policies at no cost to companies with 49 or fewer people in the city of Seattle. Email me at jasoncavness@CavnessHR.com if you are interested in this. Go to www.thejasoncavnessexperience.com for the full episode and other episodes of The Jason Cavness Experience on your favorite platforms.  Sponsor  CavnessHR delivers HR companies with 49 or fewer people with our HR platform and by providing you access to your own HRBP. www.CavnessHR.com HR Laws for Small Business with 49 or fewer employees  If you have at least one employee, the following HR laws apply to you.  Drug-Free Workplace Act: The Drug-Free Workplace Act of 1988 only applies to federal grant recipients and federal contractors with a contract for more than $100,000. Drug-Free Workplace Requirements Generally, it requires that covered employers: adopt a drug-free workplace policy; and establish a drug-free awareness program. Employers faced with alcohol and drug use in the workplace often consider employee and applicant drug testing as a way to reduce safety risks and avoid other problems caused by employee drug use. Employers that use drug testing should be aware of the many laws and regulations governing safety, employee privacy, and disability.  The issues involved include both legally mandated and voluntary drug-free workplace programs, discrimination and accommodation, testing, and special requirements for the transportation industry. Electronic Communications Privacy Act (ECPA): Prohibits intentional interceptions of wire, oral, or electronic communications. https://it.ojp.gov/privacyliberty/authorities/statutes/1285 Employee Polygraph Protection Act: Forbids most employers to use lie detectors. Poster required.  https://www.dol.gov/agencies/whd/polygraph Employee Retirement Income Security Act (ERISA): Regulates benefits through a complex series of rules covering pensions, profit-sharing, stock bonus, and most insurance and other benefit plans. What is ERISA? The Employee Retirement Income Security Act (ERISA) was enacted to ensure that employees receive the pension and other benefits promised by their employers. ERISA also incorporates and is tied to Internal Revenue Code (IRC) provisions designed to encourage employers to provide retirement and other benefits to their employees. Most provisions of ERISA and the IRC are intended to ensure that tax-favored pension plans do not favor the highest-paid employees over rank-and-file employees. ERISA has a complex series of rules that cover pension, profit-sharing, stock bonus, and most “welfare benefit plans,” such as health and life insurance. ERISA has created a single federal standard for employee benefits, and it supersedes almost all state laws that affect employee benefit plans. An employer's responsibilities under ERISA vary depending on the type of plan involved. https://www.dol.gov/general/topic/retirement/erisa Military Leave -Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994: Prohibits discrimination against those who serve in the military; mandates military leave of absence.  With the increased use of reserve and National Guard troops in full-time military service, employers must frequently deal with the requirements of the Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994 when those employees are called to active services and when they return. USERRA governs the leave and reinstatement requirements for military personnel. The law contains specific requirements for protected leave, rules for benefits employees are entitled to during military leave, and the requirements for reinstatement back in the civilian workforce.  https://www.dol.gov/vets/programs/userra/userra_fs.htm Employee Right to Know Laws (Hazardous Chemicals in Workplace): A disclosure rule that requires private sector employers with hazardous substances in their workplace to develop a comprehensive hazard communication program to train and inform employees.  https://www.osha.gov/Publications/osha3111.html National Labor Relations Act (NLRA): Employees have the right to organize and bargain collectively for wages, hours, and working conditions. The National Labor Relations Act of 1935 (NLRA) was passed by Congress to encourage a healthy relationship between private sector workers and their employers. It was designed to curtail work stoppages, strikes, and general labor strife, which were viewed by Congress as harmful to the economy and the nation's welfare. To this end, the Act defines and protects the rights of employees and employers, encourages collective bargaining, and prohibits certain practices on the part of both labor and management. The NLRA also provides a system for conducting elections to determine who represents the employees and for enforcement of the strictures against unfair practices by any of the parties.  https://www.nlrb.gov/guidance/key-reference-materials/national-labor-relations-act Occupational Safety and Health Act (OSHA): Employers must furnish a workplace that is free from recognized hazards. Poster required. https://webapps.dol.gov/elaws/elg/osha.htm Equal Pay Act (EPA): Forbids discrimination in pay on the basis of gender. Poster required. Two federal statutes prohibit gender-based differences in pay: the Equal Pay Act of 1963 (EPA) and Title VII of the Civil Rights Act of 1964 (Title VII). Title VII and other federal laws also prohibit pay discrimination based on race, color, religion, national origin, age, and disability. Although the EPA and Title VII both prohibit pay discrimination based on gender, the laws differ in several aspects, including coverage, enforcement, and remedies.  https://www.eeoc.gov/laws/statutes/epa.cfm Fair Labor Standards Act (FLSA): Regulates the payment of minimum wages and overtime. Poster required. The Fair Labor Standards Act (FLSA), also known as the federal Wage and Hour Law, regulates minimum wage, overtime, equal pay, recordkeeping, and child labor for employees of enterprises engaged in interstate or foreign commerce and employees of state and local governments. The FLSA is enforced by the Wage and Hour Division of the U.S. Department of Labor (DOL). The FLSA applies in all states, but states are permitted to develop their own laws and regulations to provide even greater protection for their workers than is provided under federal law. In cases in which the two laws conflict, the law most beneficial to the employee prevails. Therefore, it is essential that employers understand both the state and federal laws. https://www.dol.gov/agencies/whd/flsa Immigration Reform and Control Act (IRCA): Employers must verify that workers are legally entitled to work in the United States. IRCA also prohibits employers from discriminating in hiring, firing, recruiting, or referring based on national orgin or citizensip status. It is also illegal to retaliate against an employee who has filed.  The Immigration Reform and Control Act of 1986 (IRCA) bars employers from hiring individuals, including undocumented immigrants, who are not legally entitled to work in the United States Employers must verify that individual are eligible to work by obtaining an Employment eligibility Verification Form, know as Form I-9 and inspecting the required supporting documents at the time of hiring. I-9 forms must be retained for 3 years after the worker is hired or for one year after termination, whichever is longer. https://www.uscis.gov/i-9 Federal Income Tax Withholding:  Employers are required to make deductions from employees' pay for Social Security. Employers are required by law to make deductions from the pay of their employees for federal income tax, for Social Security tax under the Federal Insurance Contribution Act (FICA), and for Medicare tax. The government provides detailed tables for the computation of these withholding amounts. Internal Revenue Service (IRS) Publication 15 (Circular E), Employer's Tax Guide, provides details and may be obtained on the IRS website athttps://www.irs.gov/forms-instructions.  What do employers need to consider regarding Social Security and Medicare? The Social Security program was created by the federal Social Security Act. It is a worker-employer-government insurance program, covering benefits for retirement, survivors, disability and Medicare. Employers withhold two separate taxes from employees' paychecks. One is the Social Security tax and the other is the Medicare tax. Medicare, which is funded through taxes, provides health insurance for people aged 65 or older and many people with disabilities. Medicare consists of Parts A (hospital insurance), B (medical insurance), and C (Medicare Advantage), which offer additional preventive health benefits and patient protections. In 2006, Medicare began offering prescription drug plans, known as Part D.  https://www.irs.gov/individuals/international-taxpayers/federal-income-tax-withholding Federal Insurance Contributions Act (FICA) of 1935 (Social Security): Employers and Employees are required to contribute to Social Security and Medicare. https://www.irs.gov/taxtopics/tc751 Health Insurance Portability and Accountability Act (HIPAA): Limits the duration of pre-existing condition exclusion in group health plans and gives new enrollees credit for prior coverage. https://www.hhs.gov/hipaa/index.html If you have at least 15 employees, the following HR laws apply to you. Americans with Disabilities Act (ADA): Forbids discrimination against the disabled. The Americans with Disabilities Act (ADA) prohibits disability discrimination. In the workplace, employers cannot discriminate against a qualified individual with a disability. Reasonable accommodation by employers is required absent undue hardship. The ADA Amendments Acts of 2008 (ADAAA) and its regulations significantly broadened the definition of disability, shifting the focus away from whether an individual has a disability and toward whether discrimination occurred.  https://www.dol.gov/general/topic/disability/ada Pregnancy Discrimination Act (PDA): Forbids discrimination on the basis of pregnancy, childbirth, or related medical conditions. Several federal laws protect or grant rights to workers on the basis of pregnancy or related medical conditions. These rights and protections may include the right to be free from discrimination, harassment, and stereotypes; the right to reasonable workplace accommodations, such as job modifications, extended or additional breaks, and leave; the right to leave for pregnancy, childbirth, related medical conditions, and bonding; and the right to equivalent fringe benefits, such as health insurance. https://www.eeoc.gov/laws/statutes/pregnancy.cfm Genetic Information Nondiscrimination Act: To prohibit discrimination on the basis of genetic information with respect to health insurance and employment. The Genetic Information Nondiscrimination Act (GINA) prohibits genetic information discrimination against employees or job applicants. https://www.eeoc.gov/laws/statutes/gina.cfm Title VII of the Civil Rights Act of 1964: Prohibits discrimination on the basis of race, color, religion, sex, and national origin. Federal fair employment laws protect employees from discrimination based on age, race, color, sex, national origin, religion, disability, and genetic information. Federal law covers employers of 15 or more employees, except for the Age Discrimination in Employment Act (ADEA), which covers employers with 20 or more employees. State laws often cover employers with fewer employees and provide protection for groups not covered under federal law. Certain individuals in the workplace, such as independent contractors, are not protected by federal fair employment laws if they are not employees. Employers are liable for discriminatory acts by supervisors—in some cases, strictly liable. There are many preventive measures an employer can take to reduce the probability of being sued for discrimination. Civil rights laws also impose numerous recordkeeping requirements on employers. https://www.eeoc.gov/laws/statutes/titlevii.cfm Civil Rights Act of 1964 (Update): Extends prohibition of discrimination on the basis of sex to gay, lesbian, and transgender individuals. https://www.npr.org/2020/06/15/863498848/supreme-court-delivers-major-victory-to-lgbtq-employees If you have at least 20 employees, the following HR laws apply to you. Age Discrimination in Employment Act (ADEA): Forbids the discrimination on the basis of age 40 and over. The Age Discrimination in Employment Act (ADEA) prohibits all public employers and private employers with 20 or more employees from discriminating against employees or applicants based on age. Individuals must be at least 40 years of age to be covered by the ADEA. Harassment of employees based on age is also unlawful discrimination. The ADEA also protects an older worker's disability payments, retirement incentives, life insurance, pension, and retirement plans. Amendments to the ADEA set out standards for waivers of legal rights by older employees in return for retirement incentives. Many states also have fair employment laws that prohibit age discrimination. Different age groups may be protected under state law, and smaller employers may be subject to state requirements. https://www.eeoc.gov/laws/statutes/adea.cfm Consolidated Omnibus Benefits Reconciliation Act (COBRA): Requires that employees who lose coverage under group health plans be given a continuation option. https://www.dol.gov/general/topic/health-plans/cobra CavnessHR Product/Market Fit Validation and Tech Platform Validation To help us with our product market fit and tech platform validation. We are providing Employee Handbooks and HR policies at no cost to companies with 49 or fewer people in the city of Seattle. Email me at jasoncavness@CavnessHR.com if you are interested in this.

Foreign Relations Council 2023 marks the 75th anniversary of the Universal Declaration of Human Rights. On UN Day this year we are honoring that historic agreement by emphasizing the rights of youth, especially the right to quality education. We are joined by UNA Global Goals Ambassador Virgil Parker speaking about the importance of SDG #4, Quality Education.Virgil Parker is a U.S. Fulbright Alum, community advocate, and Howard University graduate with a degree in Journalism and a minor in Afro-American studies. Virgil served as a White House HBCU Competitiveness Scholar for the White House Initiative on HBCUs. Currently, Mr. Parker is a television producer for News10NBC (WHEC-TV). Mr. Parker has moderated and participated in national and regional conversations regarding various topics such as The Future of HBCUs in the COVID-19 Era, Philanthropic Equity for Minority Serving Institutions, and Bringing Local Governments And HBCUs Together and more. Most recently, he executive produced two projects commemorating the 45th Anniversary of Education and Sharing Day and the 60th Anniversary of The Equal Pay Act of 1963. His work has been included in media outlets such as Forbes, The Hill, iHeartRadio, Blavity, HBCU Buzz, and Diverse Issues In Higher Education.For more information about the Iowa City Foreign Relations Council, visit icfrc.org.

Attention Washington hospitality employers! Stay updated with recent amendments to the Equal Pay Opportunity Act: ensure your job postings are compliant to avoid potential lawsuits. Join our upcoming webinar for an in-depth breakdown. Plus, dive into our new “Going Green” resource collection to align with sustainable regulations and save costs. As the post-pandemic phase unfolds, access archived COVID-19 resources and current guidelines to safeguard your business and staff. Stay informed and thrive with these essential insights. A special thank you to My Hospitality Insurance for their support. For more information, go to https://wahospitality.org/Subscribe to Washington Hospitality Industry Podcast on Soundwise

The Equal Pay Act was signed into law 60 years ago. The federal legislation mandated that employers pay women the same as men, but today, women still only earn about 82 percent as much as men, and Washington has one of the highest gender pay gaps in the country. We can only make Soundside because listeners support us. Make the show happen by making a gift to KUOW:https://www.kuow.org/donate/soundside

You're sitting at your desk and the person next to you sneezes. A Few moments later, another sneeze, followed by the blowing of their nose. You start hearing some coughs thrown into the mix. We've all been in that position when we see someone in the office while they're under the weather, wishing they had stayed home rather than getting everyone else sick. Since the COVID Pandemic, there has been a rise in awareness around sickness in the workplace. In today's episode, Chuck and John discuss handling sick employees and how to ensure you have good policies in place.In the HR News segment, the team touches on the following topics and more:- Equal Pay Act 60th Anniversary: #LevelThePayingField eeoc.gov- Halt a Hazard Challenge osha.govSupport the showNOW AVAILABLE and approved for 3 SHRM Recertification Credits - The Ultimate Book of HR Checklists – Getting HR Right: Your Step-by-Step Reference for Avoiding Costly Mistakes. Go to HRChecklists.com (On sale - 30% off ) Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at info@hrstoriespodcast.com for suggestions and inquiries.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

In this episode of The Workplace podcast, CalChamber employment law expert Matthew Roberts sits down with Bianca Saad, CalChamber vice president of labor and employment for content, training and advice, to discuss the legal requirements of the California Fair Pay Act and provide best practices for improving compliance.

It has been 60 years since President John F. Kennedy signed the Equal Pay Act of 1963. In this episode, we'll hear how far the United States has come since Kennedy signed the landmark legislation, and just how far it still has to go in guaranteeing equal pay for equal work.

Sixty years ago, President John F. Kennedy passed the Equal Pay Act of 1963. It was one of the first federal anti-discrimination laws that dealt with wage discrimination on the basis of sex. While Kennedy was the man who signed the bill into law, it was only because of a women-led movement that the act became a reality.

Pay disparity. The new pay transparency laws. How do you negotiate your next salary when you've never done it? Or worse, you advocated for yourself and didn't get the raise? Big woof. There's been minimal transparency on salary negotiation, and navigating without a wing woman is challenging. Now you have one. Enter Bhavana Smith. Bhavana Smith the Founder of Until There Are Nine®, a network and resource group whose purpose is to give women the power to advocate for their rightful share of compensation, rewards, and professional advancement. In this episode, we talk about the following: Negotiation tactics for closing the gapHow to navigate the new pay transparency laws that differ by locationWhat she learned about the relationship between trust and transparencyHow she managed her mind when she realized she was in the wrong roleThe free tools and resources she's created are available to everyone, regardless of genderShow Guest: Bhavana Smith, the Founder of Until There Are Nine®, a network and resource group whose purpose is to give women the power to advocate for their rightful share of compensation, rewards, and professional advancement. Bhavana has spent 25+ years in marketing, advertising, and consulting and, speaking to her friends and colleagues, realized a support system was needed to learn how to negotiate compensation. She wanted to find a way to share lessons and experiences with other women after learning that reluctance to negotiate was one of the reasons for the gender pay gap. Until There Are NineLinkedIn Jill Griffin's Career Accelerator Group Coaching Experience starts soon. Get on the List HEREThe Career Refresh host, Jill Griffin works with individuals, teams, and organizations to create cultures that allow leaders to increase performance while maintaining their well-being. Visit JillGriffinCoaching.com for more details on: 1:1 Career Strategy and Executive Coaching Gallup CliftonStrengths Corporate Workshops to build a strengths-based culture Team Dynamics training to increase retention, communication, goal setting, and effective decision-making Grab an individual Strengths & Strategy Session with Jill Griffin HEREFollow @jillGriffinOffical on Instagram for daily inspiration.

As more states adopt pay transparency regulations, it's important that business owners throughout the country are aware of the laws that may be heading their way. That's why on this episode we have Frank Kerbein, Director of the Center for Human Resources at the Business Council of New York State, talking with us about the newest bills coming out of New York City and New York State, and what they mean for businesses and employees. Listen in as he talks about what salary transparency is, the impact these laws have on job seekers, the growing trend of wage compression, and more. Topics Include: 00:50 – Introduction to Frank Kerbein 02:22 – The Business Council of New York State 03:09 – What is going on with pay transparency? 04:47 – What exactly is pay transparency? 05:36 – Why pay transparency regulations are needed 07:49 – Impact on New York job seekers 09:32 – Pay transparency laws at a national level 11:19 – Wage compression for current employees 13:48 – Compensation beyond salary 15:50 – Employer audits 17:06 – Pay transparency regulation issues 18:59 – Where the New York State bill stands 20:24 – Wrap up Learn more about pay transparency and what the benefits are at www.paychex.com/articles/management/pay-transparency. Find out what you need to know about the Equal Pay Act and pay equity at https://www.paychex.com/articles/human-resources/what-hr-needs-to-know-about-pay-equity. DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.

In this episode of the Employee Survival Guide Mark discusses your right to pay transparency at work.  #SayYourPay It is not surprising that a large number of American workers (around 50% of all employees according to some recent surveys) including managers incorrectly believe that you can be disciplined or even terminated for discussing employee wages. In fact, employees have the legal right to voluntarily discuss their wages with each other pursuant to Article Seven of the National Labor Relations Act (NLRA). This law has protected this right since 1935!State law and local jurisdictions have more recently enacted laws that make it illegal for private sector employers to discriminate against employees for discussing compensation. California, Colorado, Connecticut, Delaware, Maryland, Nevada, Rhode Island, South Carolina and Washington have enacted such laws in recent years. New York City and several other major cities have followed suit. All of these laws seek to expand the existing protections against pay discrimination under the Equal Pay Act of 1963, which requires employers to pay women an equal amount paid to men for the same position.These state and local laws generally impose an affirmative duty on employers to disclose pay ranges for positions when requested by employees or prospective applicants. Generally, these laws require employer disclosure of salary ranges for a position at time of hiring, when an employee changes positions within the organization, or upon request. Colorado and New York City actually require that disclosure of pay ranges be included in all job postings!Listen in and send Mark any comments you have. Free speech is welcomed here. mcarey@capclaw.com. Thank you.This episode was written by Chris Avcollie, edited by Matt Zako, and produced by Mark Carey.Listen to the Employee Survival Guide podcast latest episode here  https://capclaw.com/emIf you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important. For more information, please contact Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.

The day was October 20, 1972. Parliament passed the Equal Pay Act, a move met with jubilation by those lobbying for equality. But 50 years on, those celebrations are largely muted. Māori, Pasifika, women and those with disabilities continue to be underpaid. Women's liberation movement in New Zealand leader Sue Kedgley, and Mind the Gap spokesperson Dellwyn Stuart spoke to Guyon Espiner.  

Erik J. Olson talks to Lindsay A. Freedman, the Managing Partner at Freedman Law, LLC located in Maryland and Virginia. Lindsay practice regularly includes Title VII of the Civil Rights Act, Family and Medical Leave Act, Fair Labor Standards Act, Americans with Disabilities Act, Age Discrimination in Employment Act, Equal Pay Act, False Claims Act, Maryland Wage Payment and Collection Law, non-compete agreements, employment/severance agreements, contracts, and insurance claims. He has been named Super Lawyers “Rising Star” in both Washington, D.C. and Maryland. He is a member of the prestigious Board of Governors for the Federal Bar Association, Maryland Chapter. On behalf of the FBA, he chairs an annual pro bono "Wills for Veterans" event to celebrate our nation's service-members. Learn from his expertise and what trends are helping grow his firm on this episode of The Managing Partners Podcast! —- Array Digital provides bold marketing that helps managing partners grow their law firms. arraylaw.com Follow us on Instagram: @array.digital Follow us on Twitter: @thisisarray Call us for a FREE digital marketing review: 757-333-3021 SUBSCRIBE to The Managing Partners Podcast for conversations with the nation's top attorneys.

In the ever-expanding universe of Women's Soccer- very few stars shine brighter than the Captain of USA's national team, Becky Sauerbrunn. With more than 200 caps and counting, her contributions on the pitch have filled scores of highlight reels.  So it seems strange to say her biggest impact, and likely her most lasting legacy, will be Sauerbrunn's work off the field, largely behind the scenes. Sauerbrunn was one of the original five women who summoned the determination to put their livelihood on the line and go into battle with their employer for equal pay and equitable treatment. This season six debut episode (woot woot!) of Player's Own Voice hears Sauerbunn acknowledge that the six year back-and-forth was a nerve wracking experience.  She details how those years were marked by a number of small milestones.  The American Men's and Women's national teams were not very close allies at the dispute's outset, back in 2016, but by the time the dust settled, Sauerbrunn says the solidarity with the men's squad was a key to getting deals done. The women players sued the U.S. Soccer Federation in 2019, seeking damages under the federal Equal Pay Act and Title VII of the Civil Rights Act.  Three years after that, a $24 million settlement was reached. Pay, though obviously important, is a relatively straightforward issue. Equitable treatment requires a lot more ongoing effort and thought.  Coaching, facilities, travel, health care…the areas of discrepancy and unequal treatment extend into so many aspects of the elite athlete's experience.  Anastasia asks Sauerbrunn the simple question: what's next? Canadians, take note: For the captain and her like-minded teammates, a goal now is to help spread their know-how and collective bargaining experience to women and sports federations around the world.  Starting with their frenemies to the North.  

In this weeks episode of the RD Exam Made Easy Podcast, you're gonna learn about the "Acts" - government acts that is. This episode was requested by a listener like you.  There's a lot of government acts but this episode reviews some of the most common ones regarding working conditions and expectations. I made a FREE cheat sheet for you that summarizes these laws. Download your cheat sheet here and follow along. You'll learn about: 1935: National Labor Relations Act 1938: Fair Labor Standards Act 1947: Taft Hartley Labor Act 1959: Labor Management Reporting and Disclosure Act 1963: Equal Pay Act 1964: The Civil Rights Act 1967: Age Discrimination in Employment Act 1972: Equal Employment Opportunity Act 1990: Americans with Disabilities Act 1993: Family Medical Leave Act 1996: Health Insurance Portability and Accountability Act (HIPAA) 2020: Affordable Care Act These laws are long and wordy. There's a lot to them so if you want to learn more about each of these laws, I recommend you research the laws further. The goal for this episode is to summarize the laws and break them down so you have a basic understanding if you were asked a question on the RD Exam.  Be sure to listen as I give a shout-out to a listener who just passed the RD Exam. When you pass the RD Exam, I'd love to congratulate you on the podcast too. And if you have a question you want featured on the RD Exam Made Easy Podcast, please let me know. You can send me a message on instagram @jananichollrd. 

The gender pay gap is the difference between what men and women make for the same work. According to Salary.com, currently, women on average make 82 cents for every dollar men make. In this episode we discuss ways to bridge the pay and gender gap and provide suggestions on how you can be part of the solution. This is part 2 of 2.

More than 4,000 Federal, D.C. government employees joined AFGE in May. Today's labor quote: Dave Cann. Today's labor history: JFK signs Equal Pay Act.     @wpfwdc #1u #unions #LaborRadioPod @AFLCIO @AFGENational Proud founding member of the Labor Radio Podcast Network.

Miller Johnson attorneys Sarah Willey and Rebecca Strauss discuss how employers offering higher pay to lure new hires could risk lawsuits under the Equal Pay Act.

Some clerical health staff will earn 20,000 dollars more a year to recitify years of being underpaid. District health boards have reached a gender pay settlement with 10,000 administration staff, 90 percent of whom are women. This is the first pay equity settlement under the new Equal Pay Act. PSA union delegates and affected workers Nancy McShane and Nia Bartley spoke to Susie Ferguson.

In this episode, we discuss two recent legislative updates in Mississippi, including a bill banning workplace vaccine mandates for public employers, as well as the state's first Equal Pay Act. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Read Robin's article on the bill banning workplace vaccine mandates for public employers here. Read Mackin's article on Mississippi's first Equal Pay Act here. Host: Susan Deniker (Steptoe & Johnson PLLC / West Virginia)Guest Speakers: Robin Banck Taylor & W. Mackin Johnson (Butler Snow LLP / Mississippi)Visit the ELA website at www.ela.law.

The Health Minister is "puzzled" by a decision for nurses not to vote on a pay equity deal. The Nurses Organisation says a proposed settlement is contrary to provisions in the Equal Pay Act, that prevent pay equity increases being offset against existing entitlements. Andrew Little told Andrew Dickens an agreement was reached between two unions and the 20 DHBs, in December. “Everybody knew all the issues, they reached a deal, they shook on it, that's the deal and my view is, people should stick to the deals they make.” LISTEN ABOVE 

Today I am diving into how we have been lulled into a false sense of action with Equal Pay Day and why the stats are unacceptable after almost 60 years since the Equal Pay Act passed in 1963. I'm also sharing the WHY behind my upcoming compensation masterclass next week, April 19. Let's talk about it! Secure your seat for the masterclass here: ownyoursalary.com

March is Women's History Month and last Tuesday (Mar 15, 2022) was Equal Pay Day. Adrian and Devin are joined by intern Mori Johnson to discuss pay disparities for women and other factors that stem out of unequal pay. Sit back and listen well!1st: Why Brittany Went to Russia (1:05)Russia has been a popular spot for female athletesTop salary of WNBA vs NBARevenue sharing is extremely low in the WNBAPoor situations for women's payBreak: A to the O2nd: Disparities for Women (14:15)Pay disparities for womenThe wealth gap for womenWomen are in more debtWomen have less savings and retirementOccupational segregationBreak: Stars and Constellations3rd: Raising Wages (33:20)The Equal Pay Act of 1963Paycheck Fairness Act (2021)Raising the minimum wageWays we can ensure equal payBreak: The JamEnding: (55:55)Next WR: WR#9 (Mar 26, 2022)Next Episode:  Let's Talk about SCOTUS (Mar 29, 2022)DonateCharity of the Month: Common Ground FoundationLike, Follow, Share, SubscribeCheck out our News articlesThanks and Farewell Hosted on Acast. See acast.com/privacy for more information.

"Young girl, you'll be a woman soon, and then have a job where you're paid only 88 cents to the dollar of a man" or however the song goes. Women in the United States earn less money than men and strictly because we're women, and though Equal Pay Day has come and gone, equal pay is not a thing in the United States and many factors inform this injustice. And who has it worse than anyone? Well, join me as I deep dive into the US gender wage gap and find out the dirty details of this American injustice; learn why equal pay is a dream, a wish your heart makes, cause at the rate we're going we shall not see it in reality. Works cited and used: Wikipedia entry "Equal Pay Act of 1963"; WAPT 16 ABC "Mississippi Black Women's Roundtable calling for equal pay law" online article February 8, 2022; National Partnership for Women and Families press statement, April 11, 2016, "The Gender Wage Gap Costs America's Women Nearly $500 Billion Per Year, New Equal Pay Day Study Finds" and Fact Sheet of March 2021 "Paid Leave Will Help Close the Gender Wage Gap"; WH.Gov "Fact Sheet: National Strategy on Gender Equity and Equality," issued on October 22, 2021; IWPR.org policy brief issued March 2021 "The Gender Wage Gap by Occupation, Race and Ethnicity 2020"; Marc Benioff for Time Magazine "Thank you, Lilly Ledbetter" published April 12, 2016; Anne Branigan for the Washington Post, "Equal Pay Day falls earlier this year. Here's what to know" published March 15, 2022; Kristin Roe-Finkbeiner for Time Magazine, "This Equal Pay Day, let's smash the maternal wall" published March 15, 2022; and Center for American Progress, “Women of Color and the Wage Gap," published on November 17, 2021; --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

What would the world look like if women had money rights from the start of time? I would imagine a very different world. Women have been pushing their way into equality for years. It was just 1963 when the Equal Pay Act was passed and1974 when the Equal Credit Opportunity Act made it illegal for credit card companies to discriminate against women. If you are a woman listening you know we still have a long way to go, but thanks to these 5 female pioneers our future is brighter. In this episode, in honor of International Women's Day, I'm highlighting 5 historical women who have changed money and the takeaways you can apply to your life right now.LinksWomen on Money articleHetty GreenMadam C.J. WalkerAbigail AdamsMaggie Lena WalkerStacey CunninghamEpisode SponsorsShopify is more than a store. Connect with your customers. Drive sales. Manage your day-to-day. Go to http://www.shopify.com/mymoney for a FREE fourteen-day trial and get full access to Shopify's entire suite of features.Find out how Upstart can lower your monthly debt payments today when you go to UPSTART.com/mymoney. I want you to start living a happier life today. As a listener, you'll get 10% off your first month by visiting our sponsor at http://www.betterhelp.com/mymoney. If you're the type of person who's like me and always thinking about new business ideas and startup ideas, start listening today to the My First Million podcast in any podcast player.FOLLOW & SHARELeave us a 5-star review. Head to this link and let us know why you love the show. Reviews help us continue to grow and bring on more amazing guests. Thank you in advance! http://bit.ly/millennial-money.Love this episode? Share it with a few friends so they can learn these valuable money concepts as well.Be sure to FOLLOW and SUBSCRIBE to never miss an episode!Sign up for my weekly Let's Talk Money email newsletter https://bit.ly/letstalkmoneyemailShannah Shares: Community Q&AHave a Shannah Shares question, submit it here https://www.mmoneypodcast.com Follow Me Here for More Money TipsShannah on Twitter https://twitter.com/shannahgame Shannah on Instagram https://www.instagram.com/shannahgame/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In honor of International Women's Day on March 8th, we discuss issues like Equal Pay Act claims and cases before the US Supreme Court. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Tara Stingley (Cline Williams Wright Johnson & Oldfather, LLP / Nebraska)Guest Speaker: Mollie Mohan (Tueth Keeney Cooper Mohan Jackstadt P.C. / Eastern Missouri)Visit the ELA website at www.ela.law. 

What can Germany learn from California in terms of Equal Pay? Award-winning journalist Birte Meier explored this question during her Fellowship at the Thomas Mann House in Los Angeles. In this episode of 55 Voices for Democracy, she talks about how California's Equal Pay Act effectively protects against discrimination by, for example, allowing workers to speak openly about their salaries. Meier has worked as a ZDF editor, doing investigative business stories and in-depth political reports since 2007.

The Door's To The CEO CLUB close on October 30, 2021. Secure your spot before prices go up https://www.marthalramos.com/ceoclub Latina and women of color (WOC) in general are making headway in education and entrepreneurship, so why is there still a wage gap? October 21, 2021, is Latina Women's Equal Pay Day. To put that in perspective, Latina women have to work 22 months to match what a white male earns in 12 months. "Yup, we're not smiling either! Fifty-seven years after the Equal Pay Act, and despite educational achievements, credentials, and increased skills, Latina women and their contributions are valued less than our white male counterparts. In this week's episode, our Audacious AF founder Martha Ramos and her guest, life coach, and NLP thought leader, Diana Hernandez Wayne, discuss how generational conditioning and Imposter Syndrome keep women from asking for more in the workplace. Together, Diana and Martha shine the light on the Gender Pay Gap and the multi-layers that surround women of color in the workplace. The layers are often oversimplified in media sound bites but we are discussing them in this episode and you don't want to miss it. Get full show notes and more information here: https://www.marthalramos.com/official-podcast Connect with Diana: Website: www.dianawayne.com Facebook: https://www.facebook.com/dianawlives/ Instagram: https://www.instagram.com/dianalives/ Resources Mentioned In This Episode: https://leanin.org/ https://www.marthalramos.com/ceoclub www.nationalpartnership.org Let's connect: Are you an audacious AF woman of color who is ready to jumpstart your business? Download my FREE guide: 7 Steps To Getting Clear AF Join the CEO Club: https://www.marthalramos.com/ceoclub If you liked this episode, please leave a 5-star rating/review and share it with your Amigas/friends! --- Support this podcast: https://anchor.fm/martha-ramos4/support

Do you know what pre-underwriting is? You should. Getting pre-underwritten can help you compete with cash buyers in Denver and Colorado Springs. We look at the unintended consequences of Colorado's Equal Pay act for remote workers, and the 4 easy camping tips everyone should know when exploring the outdoors. For more info visit: https://www.erinandjamesrealestate.com.

For this special episode, Max and Amit discuss Governor Pritzker signing the new law to amend the Illinois Wage Payment and Collection Act to increase the monthly interest penalty. They also discussed President Biden's new Executive Order regarding non-compete agreements, what the Order means, and the potential implications. And they discussed the new amendments to the Equal Pay Act regarding an equal pay certificate for businesses with more than 100 employees.

Do women in Rhode Island receive equal pay for equal work? What does the law that was passed by the RI General Assembly mean for women, employers, and employees? Today, we discuss the Equal Pay Act for RI.

Equal Pay Act, EEOC, Title 7 cases are now on the rise. Employment Litigation Attorney Ivie Serioux breaks down the truth that law and practice are very different especially when it comes to equal pay for black women professionals. We champion the need to have honest conversation in communities we trust on compensation to gain the insights to hold companies accountable to pay you your worth! Finally, we discuss the pandemic which paints the scary picture about the disproportionate impacts of unemployment and wages that is stated by the Women's Law Center that “ the loss earnings leave Black women without a financial cushion to weather the current crisis, it also makes it harder for Black women to build wealth, contributing to the racial wealth gap and barriers to Black families' economic prosperity Don't forget to subscribe to our podcast! Follow us on on IG: @CorporateForTheCulture Follow us on Twitter: @Corp4TheCulture Follow us on Linkedin: Corporate For The Culture --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

What is the Equal Pay Act of 1963 and how does it protect both women and men? In this latest episode of the Justice at Work podcast, attorneys Grace Starling and Catherine Gavrilidis define equal pay and talk about ways employees can advocate for themselves under the law. Listen as Grace and Cat also discuss the gender pay gap and Equal Pay Day, the date which marks the extra days each year it takes a woman's pay to equal that of a man's from the prior year. https://bit.ly/3w0BS4L

Looking back at the history of working women makes it clear how far we've come as a society — and in law specifically — but also how far there is to go. As McGuireWoods Partner Phyllis Young puts it in this episode: “It's almost like we started with these bigger issues and it's gotten more refined as far as how we're treating women in the workplace.” After the 19th Amendment gave some women the right to vote in 1920, it still took an uphill struggle to make the law apply in practice for women of color. At the same time, women were fighting for equal pay. Legislation like the 1963 Equal Pay Act, the 1964 Civil Rights Act and Title IX of the 1972 Education Amendments formed a solid backbone, as did cases championed by gender discrimination attorneys like late Supreme Court Justice Ruth Bader Ginsburg. However, as McGuireWoods Associate Kelsey Hitchcock notes, not only does the gender wage gap still exist, it's even wider for women of color. Statistics also show that although more women than men are earning law degrees, more men hold senior positions in law firms. One place where women are given more than their fair share of work is at home. In heterosexual relationships, women are still doing most of the housework and childcare — a dynamic that has been exacerbated during the COVID-19 pandemic. But that's not to say there hasn't been progress. McGuireWoods Counsel Ann Dorsett says that 30 years into her career, she's finally seeing fewer women dropping out of the legal profession, and more women — and men — willing to help the next generation of female lawyers. “It has to be intentional: involving women in client meetings, placing them in higher roles. And I do see that intentionality.”

We are shaking things up here at The Confidence Collective with a very special series focused on educating women about their rights in the workplace. We've partnered with Ashley Tremain & Carmen Artaza of Tremain Artaza PLLC to discuss issues like pay discrepancy, hostile work environments, discrimination, non-compete clauses and more. _____________ THE INTERVIEW Ashley is a founding partner of Tremain Artaza PLLC –a boutique law firm in Dallas, Texas that focuses on representing individual employees and entrepreneurs in all manner of employment disputes. The firm is recognized asa “Tier 1” firm for employment law (individuals) by U.S. News - Best Law Firms.® Tremain Artaza PLLC is a woman owned business and takes particular pride in representing working women in cases under the Equal Pay Act, the Pregnancy Discrimination Act, and the FMLA. Ashley is Board Certified in Labor & Employment Law, and a member of the Texas State Bar College. She has been recognized by The Best Lawyers in America for the past five years, and is its 2020 "Lawyer of the Year” for Employment Law (Individuals) in the DFW Metro Area. She has also been recognized by Texas "Super Lawyers" since 2013, and was listed on its “Up & Coming 50 Women” list in 2017 and 2018. Ashley currently is a member of the Dallas Bar Labor Associations Labor & Employment Council, and is a past board member of the Texas Employment Lawyers Association. Ashley also holds down a second full time job as a mom. _____________ In our inaugural episode, Danielle chats with Ashley Tremain about dealing with hostile work environments. We also talk about: • What constitutes a Hostile work environment legal case • How to protect yourself in a hostile environment • Your rights in the workplace • Your rights to discuss pay and wages • What the Human Resources department really does Find more to love at danihawthorne.com! Reach out to Dani: • danihawthorne.com • Instagram: @Danielle.hawthorne Sign up for my Free Mini Confidence Course here: https://learn.danihawthorne.com/3minutes Where to Find Ashley & Carmen: • https://www.tremainartaza.com/

Dr Wanda Wyporska, Executive Director of the Equality Trust, talks to FiLiA's Public Policy Assistant Adeline about the 50th Anniversary of the Equal Pay Act, and why more work needs to be done to ensure women are being given a fair deal.Dr Wanda Wyporska, FRSA, is Executive Director at The Equality Trust, the national charity that campaigns to reduce social and economic inequality. She is a Visiting Research Fellow at the University of York, a trustee of ACEVO (Association of Chief Executives of Voluntary Organisations), Redthread Youth, and Equally Ours and Governor of a primary school. She is a regular keynote speaker and sits on or has advised a range of bodies, such as the ACEVO race advisory panel, the Fight Inequality Alliance Steering Group, the Sheila McKechnie Foundation Social Power review, NUS Poverty Commission and the Sex Education Forum Advisory Group.Wanda has over a decade of experience working in the trade union movement, leading on equalities, social mobility and education policy and is an experienced campaigner. She is a TEDx speaker, has spoken at the United Nations, York Festival of Ideas, and chaired a panel at the Women of the World Festival. She regularly comments in the media, having appeared on Newsnight, BBC Radio 4's The Moral Maze, Sky News, and BBC 1's The Big Questions, and written for The Guardian, HuffPo, and The Independent among other outlets.Wanda was a Starun Senior Scholar at Hertford College, Oxford, where she was awarded a doctorate in European History and subsequently published her first book, Witchcraft in Early Modern Poland 1500-1800 in 2013. It was shortlisted for the Katharine Briggs Folklore Award.Useful linksThe Equal Pay Act: All You Need To Know (FiLiA resource)Equality Trust lifetime earnings loss calculator‘From Pin Money to Fat Cats' report