Oregon’s new Equal Pay Act attempts to level the uncertain compensation playing field in a number of key respects by:
Expanding the protections against disparate pay on the basis of more protected classes than just gender;
Implementing new restrictions regarding salary history inquiries, and
Expanding the remedies available to employees.
In an attempt to provide some balance, the new Act also expressly acknowledges that there may be legitimate, non-discriminatory factors to justify a difference in pay when, on its face, the wage disparity appears unequal or unfair. What does this all mean to employers and when do you need to take action? Join us for this informative program and find out about the new salary history inquiry restrictions, applicable deadlines, and strategies for implementing and complying with the new provisions.
