| Step 1: Client will conduct a self-audit of all existing jobs. Pay Equity Self Audit Process - Provided by Foley & Foley, PC |
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| As a general rule, it is discrimination to pay unequal wages to female employees for equal work on jobs that require equal skill, effort and performed under similar working conditions. | Client will create job bands consisting of one or more jobs that have been determined to perform "equal work." |
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| Step 2: Client will assess any pay/wage differentials between genders. Checklist of Data Required - Provided by Foley & Foley, PC |
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| Identify any pay/wage differentials between employees of opposite genders performing "equal work." | Determine whether that differential is based upon a seniority system, a merit system, a system which measures earnings by quantity or quality of production, or a differential based on any factor other than sex. |
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| Step 3: We will have a privileged conversation. | |
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| You will forward to us the results of your self-evaluation and assessment, including the document that contains all job bands and the assessment of any wage differential between employees of opposite genders. | We will meet by phone to review and finalize your evaluation and assessment. You ask questions. We provide answers. |
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| Step 4: We will work together to create a plan that will provide immediate progress toward eliminating pay differentials uncovered by the evaluation. | |
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| Take our recommendations, finalize your evaluation and change any recruitment or employment practices to achieve compliance. | Relax knowing that you have conducted a thorough front end assessment and may be establishing an affirmative defense to a pay equity claim. |
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