Comply with equal pay requirements and prevent wage discrimination
What you'll be able to do
•Explain what the Equal Pay Act requires: equal pay for substantially equal work performed under similar conditions
•Identify the legitimate factors (seniority, merit, quantity or quality of production) that can justify a pay difference
•Spot pay-setting and negotiation practices that can create unintended wage gaps
•Review compensation decisions for defensible, job-related justifications before they are finalized
Who it's for
Managers who set starting pay, approve raises, or make offers, plus owners and HR staff responsible for compensation. Relevant to anyone involved in salary negotiations or leveling.
What changes on the job
•Pay decisions backed by documented, legitimate reasons for any differences
•Fewer inequities introduced through inconsistent negotiation or ad hoc adjustments
•Readiness to explain your pay structure if it is ever challenged or audited
Bring this course to your team
See how Thrive delivers enterprise-quality development for SMBs.
How is this different from Title VII pay discrimination?
The Equal Pay Act specifically addresses wage differences between men and women doing substantially equal work. Title VII covers a broader set of protected characteristics. This course concentrates on the equal-pay standard and its defenses.
How long does it take?
About 20 minutes, self-paced. It is a useful refresher before a compensation review or a round of offers.
Does this cover state pay-transparency and pay-history laws?
It focuses on the federal Equal Pay Act framework. Because state pay-transparency and salary-history rules vary and change often, verify your state's current requirements separately.