Pay Equity Assistance

AIM HR Solutions can help you Prepare for Compliance with the Massachusetts Pay Equity Act

The Massachusetts Pay Equity Act seeks to establish equal pay between men and women performing comparable work.  Effective July 1, 2018, the law creates several new mandates for Massachusetts employers.

A) Employers must demonstrate efforts to both identify and eliminate gender-based pay discrepancies.

B) Employers may not take adverse action against employees who inquire about or discuss pay information.

C) Employers may not inquire into the salary history of applicants.

The law allows for both individual and class actions.  However, it also provides protection to employers who have within the past three years both completed a self-evaluation of its pay practices in good faith and can demonstrate that reasonable progress has been made towards eliminating wage differentials based on gender.

Massachusetts employers need a comprehensive strategy to avoid liability. 

AIM HR Solutions can help by:

  • Identifying the skill, effort, responsibility and working conditions for each position and document them is well-crafted job descriptions
  • Determining which positions perform comparable work
  • Analyzing pay by gender across comparable positions, incorporating allowable differentials such as length of service, merit, education and training, productivity, geography or travel.
  • Developing strategies to eliminate gender-based differentials
  • Writing pay transparency policies
  • Training hiring managers on proper pre-employment inquiries
  • 1:1 Remote Compliance Coaching

Employers should start as soon as possible to meet the July 1, 2018, deadline for compliance.

For more information on pay equity assistance, please fill out the contact form below or contact Beth Yohai at BYohai@AIMHRSolutions.com

 

The information contained in the AIM HR Solutions Pay Equity Consulting program is educational in nature. It is not legal advice and should not be construed as legal advice. We urge participants to engage legal counsel and review all actions with legal counsel prior to finalizing their pay equity analysis and actions.

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