Guidance library / Page 24
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Why Salary History Can Reinforce Pay Gaps
Understand why employers and policymakers scrutinize salary history in compensation decisions, how prior pay can carry earlier disparities forward, and how job-based pay setting can reduce that risk.
California Equal Pay Rules
Understand California Equal Pay Act requirements for substantially similar work, sex, race and ethnicity pay disparities, lawful factors, salary history, records and enforcement.
New York Equal Pay Rules
Understand New York equal pay rules for substantially similar work, protected classes, permitted pay differentials, salary history restrictions and employee pay discussion rights.
Massachusetts Equal Pay Rules
Understand Massachusetts Equal Pay Act rules for comparable work, the six permitted reasons for pay differences, salary history restrictions and employer pay-equity reviews.
Colorado Equal Pay Rules
Understand Colorado Equal Pay for Equal Work Act rules for substantially similar work, permitted factors, salary history restrictions and employer documentation requirements.
Comparable Work vs Equal Work
Understand the difference between equal work, substantially equal work and comparable work in US pay equity law, and why the applicable legal standard changes which employees can be compared.
Bona Fide Factors Explaining Pay Differences
Learn how lawful factors such as seniority, merit, production, education, training, experience, location and other job-related criteria can explain pay differences under US equal-pay laws.
Pay Equity Audits for US Employers
Learn how US employers can structure pay equity audits, define comparison groups, prepare compensation data, investigate gaps, document lawful factors and plan remediation.
Multi-State Pay Equity Compliance
Build a multi-state pay equity compliance process that accounts for federal law, broader state comparator standards, salary history restrictions, documentation duties and recurring audit controls.
Attorney-Client Privilege and Pay Equity Audits
Understand when attorney-client privilege may apply to pay equity audits, why privilege is not automatic, and how employers should separate legal advice from ordinary compensation analytics.
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