February 2016 Issue Highlights
In the Spotlight: Janna Rogers, RN, CCM, SHRM-SCP, SPHR
- February2016 a note from the editor
- Profile: Janna Rogers, RN, CCM, SHRM-SCP, SPHR
- SHRM Certification – The Future of HR is Here
- Register for Online SHRM CP | SCP Certification Exam Prep Class Beginning March 3
- 2016 ARSHRM State Conference in Rogers April 6-8
- 2016 TNSHRM Strategic Leadership Conference in Nashville April 8
- 2016 TNSHRM State Conference in Memphis September 14-16
- MSSHRM 2016 Leadership Conference in Pearl March 11-13
- 2016 SHRMGA State Conference in Augusta September 18-20
- Profiles of Top HR Technology Companies
- Web Exclusive: 7 Powerful Ways to Boost Your Team Performance by Harvey Deutschendorf
- Same-Sex Discrimination Under Title VII: Did the Playing Field Just Change or Not? by Jeff Weintraub
- Making the Leap from Wellnes to Well-Being by Mark Rodrigues
- Why HR Should Expect Better Background Screening in 2016 by Susan McCullah
- Tennessee Workers’ Compensation Law and Practice
- District Court: Health Coverage Made Available Only to Wellness Program Participants is OK by Chris Davis
- 2016: A Year of HR Advocacy – the Perfect Way to Continue Momentum from 2015? SHRM’s Spring Employment Law & Legislative Conference March 14-16 in Washington, DC by Mike Aitken
- Is There Value in Keeping Healthy People Healthy by Matt Ginn and Murray L. Harber
- Resolve to Welcome Wellness by Blake Rogers, Jimmy Hinton, Chris Menard and Ricky Reynolds
- AWA | SHRM-Memphis Seminar December 17
- Short-Term Workers, Long-Term Effects by Gary Peeples
- Mississippi Bans “Ban-the-Box” Legislation by Michael S. Hudson
- Guidance on Internal I-9 Audits by Bruce E. Buchanan
- USERRA and Temporary Positions by Dale Conder Jr.
- Tips for Building Trust in Workplace Relationship by Barbara Richman
- Next Issue – Labor and Employment Law and Legislation -Articles and Ads Due by February 10
February Breaking News
On the anniversary of the Lilly Ledbetter Fair Pay Act signed into law in 2009, President Obama announced executive action to require companies with 100 employees or more to report to the federal government how much they pay their employees broken down by race, gender, and ethnicity. The new regulation is being jointly published by the EEOC and the DOL. The purpose of the new regulation is to help prevent discrimination and reduce the gender pay gap.
Currently women in full-time jobs earn 79 cents for every dollar a man earns. In addition, it is reported that the gender wage gap in the U.S. is 2.5 percentage points larger than the average among industrialized countries.
The Lilly Ledbetter Fair Pay Act, which President Obama signed into law in 2009, allows employees to file lawsuits regarding equal pay for up to 180 days after a discriminatory paycheck. President Obama will also call on Congress again to pass the Paycheck Fairness Act. The EEOC states “this new data will assist the agency in identifying possible pay discrimination and assist employers in promoting equal pay in their workplaces.” According to the EEOC, the data will identify industry and occupations with the worst pay disparities. The compensation data would be an addition to employment information companies are already required to submit annually on race and gender. The aggregate data will be published to help employers “facilitate voluntary compliance.” The new requirements will begin in 2017.
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