The Face of Compensation Live Online Training
On Demand Webinar Credits CLE, NASBA, CPE, HR Certification Institute, AIPB, SHRM ( In Partnership With Lorman Business Center, LLC)
July 17 at 1:00 - 2:30 pm EST
Understand the ever-changing landscape of employee compensation and how a pay audit can help identify and mitigate risks to the employer.
Creating employee compensation packages is complex because it is shaped by federal statutes, state and local laws, industry norms and corporate culture. Employers do not always fully appreciate the risks posed by the compliance issues that go beyond minimum wage or the creative compensation solutions available to employers. This topic helps the persons responsible for employee compensation to understand the ever-changing landscape of employee compensation and how a pay audit can help identify and mitigate risks to the employer. The material also explains the mechanics of a pay audit, the benefits of conducting them proactively, and the current state of the law. Failing to understand the litigation risks and compliance concerns relating to employee compensation and pay disparity can negatively impact business operations. It can lead to additional taxes, hiring and retention issues, fines, court costs, and unfavorable settlements. This information is critical for employers so they can avoid unpleasant enforcement actions, adverse judgments, and the business losses associated with lowered employee morale and negative PR.
- You will be able to discuss the purpose of conducting a pay audit and ways in which it benefits both employers and employees.
- You will be able to identify the regulatory bodies and statutes that shape compensation packages.
- You will be able to recognize the risks to an employer that can be mitigated through pay audits.
- You will be able to review the current state of the law on compensation, including recent case law, recent legislative changes, and questions about what comes next for employers.
- Not Just Salary Negotiations – Components and Creativity in Compensation Packages
- The Wage Gap(s) – Gender and Racial Disparity
- General Compliance Concerns – Federal Statutes and Regulations That Shape Compensation
- Who Needs It and Why
- How Pay Audits Work
- When to Conduct a Pay Audit
- Legislative Updates
- Litigation Updates
- What the Future Holds for Compensation
This live webinar is designed for human resource and benefits professionals, business managers, CFOs, accountants, bookkeepers, office managers, administrators, directors, payroll professionals and attorneys.
- Senior counsel, Wilkins Finston Friedman Law Group, LLP
- Practice emphasizes 409A compliance, equity compensation design, and retirement and welfare plan oversight
- Provides advice to both executives and employers on matters including change in control agreements, deferred compensation arrangements, all types of equity-based compensation plans, nonqualified deferred compensation design, qualified plan corrections and compliance advice, welfare plan administrative advice, and training related to fiduciary duties and HIPAA
- Prior to joining Wilkins Finston Friedman Law Group, LLP, she was the sole in-house ERISA and executive compensation counsel for a Fortune 500 company, where she established a new change in control plan for executives, provided legal guidance for the merger of qualified defined contribution plans, and assisted the benefits department with contract negotiations, appeals, M&A activity, and annual enrollment
- Admitted to practice in Texas
- J.D. degree, Cornell Law School; B.A. degree, University of Texas
Allison S. Wallin
Raines Feldman LLP
- Partner, Raines Feldman LLP, Los Angeles, CA and Bellevue, WA
- Management-side labor and employment attorney with over 20 years of experience defending companies of all sizes in significant employment matters, including wage and hour and discrimination class actions under federal and state laws
- For the better part of the last decade she has defended dozens of California Private Attorneys General Act lawsuits, which impose some of the greatest risks on companies with employees in California, and which include the potential of personal liability for the employer’s managers, operators, officers and directors
- Represented one of the world's largest employers in multiple wage and hour class actions and including through federal jury trial
- In addition to defending litigation matters, she provides labor and employment advice including risk management, compliance, and best practices for human resources departments and senior-level management
- Has conducted pay audits in diverse industries including hospitality, retail, consulting, and manufacturing
- Admitted to practice in California and Washington and federal courts across the country
- J.D. degree, Seattle University School of Law; B.A. degree, University of Washington
Lindsey A. White
Shawe Rosenthal, LLP
- Partner, Shawe Rosenthal, LLP, Baltimore, MD
- Represents management in employment litigation in state and federal court.; she also handles matters before administrative agencies like the Equal Employment Opportunity Commission, the Maryland Commission on Civil Rights, and the Department of Labor
- Provides training to management and employees on discrimination, reasonable accommodations, and other topics; advises human resources professionals and other company officials on personnel issues, and assists them in preparing policies and handbooks
- Prior to joining Shawe Rosenthal, LLP, Lindsey was a senior trial attorney with the Equal Employment Opportunity Commission, where she litigated, among other cases, cases arising under the Equal Pay Act; in addition, she was detailed as a senior attorney advisor to Commissioner Charlotte Burrows, where she worked on the EEOC’s pay data collection project
- Completed a two-year federal district clerkship in the Western District of Louisiana
- Admitted to practice in Maryland
- J.D. degree, magna cum laude, University of Maryland School of Law; B.A. degree, Miami University
- AIPB 1.5
- This program is acceptable for 1.5 CPEC(s) towards the CB designation through the American Institute of Professional Bookkeepers (AIPB).
- AL CLE 1.5
- This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.5 hours credit.
- AR CLE 1.5
- This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
- Arizona CLE 1.5
- The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
- CA MCLE 1.5
- Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
- CT CLE 1.5
- Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.5 CLE credit(s).
- HI CLE 1.5
- This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
- IL CLE 1.5
- This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
- ME CLE 1.5
- This course has been approved by the State of Maine Board of Overseers of the Bar. Lawyers who complete this course shall receive 1.5 hours of CLE credit under M. Bar R. 12.
- NH MCLE 1.5
- NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 90 Minutes.
- NJ CLE 1.8
- This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
- NV CLE 1.5
- This program has been approved by the Nevada Board of Continuing Legal Education for 1.5 CLE hours.
- PA CLE 1.5
- This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
- RI CLE 1.5
- This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
- VT CLE 1.5
- This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hours of CLE credit.
- WA CLE 1.5
- This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of Law & Legal Procedure credit.
- WI CLE 1.5
- This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
- WV MCLE 1.8
- This program has been approved by the West Virginia State Bar MCLE Commission for 1.8 MCLE hours.
- HR Certification Institute 1.5
- This program has been approved for 1.5 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
- SHRM 1.5
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
- CPE 1.8 including Personnel/HR 1.8
- Lorman Education Services is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: https://www.nasbaregistry.org/cpas/complaints. For more information regarding administrative policies such as complaint and refund, please contact our offices at 866-352-9539. CPE Credit: Maximum Credit Hours: 1.8 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Personnel/HR for 1.8 hours. Prerequisite: . Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: Group Internet Based. Please refer to the information in this brochure for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board. Please note: In order to receive CPE credit for this course you MUST use the streaming audio option, as well as enable and complete the required progress checks.
- Lorman Business Center, LLC. is a registered provider for CPA CPE through the State Education Department of New York, Sponsor number: 000640. The following course will carry the subject area of Advisory Services for 1.5 hours.