Is your company thinking about the need to do an internal gender pay equity audit? Is your company unsure of how to get started, when and how to do a pay equity audit, and what to do if an issue arises in the course of the audit? I attempt to tackle those questions for you in today’s new podcast episode. In addition to providing an update on the joint employer and overtime initiatives in Washington, DC, I am joined by David Cohen of the DCI Consulting Group to discuss what you should be thinking about when it comes to gender pay equity audits. Today is Part 1 of my interview with David, with Part 2 coming in my next episode.
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Thanks as always for listening.
Michael C. Schmidt is the vice chair of the firm’s Labor & Employment Department, and the office managing partner, vice chair, of the New York Midtown office, where he is resident. For more than two decades, Mike has concentrated his practice on representing companies and management in all facets of employment law, such as: (i) defense in litigation involving wage and hour (overtime and unpaid compensation), discrimination, harassment, retaliation and whistle-blowing, non-competes and trade secrets, and disability and other leave-related issues; (ii) day-to-day counseling and in-house training on issues from hiring to firing, and other questions unique to his client’s industries and business; and (iii) drafting and reviewing employment agreements, termination and severance agreements, confidentiality and non-competes, and employment policies and manuals.
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