Compensation Analyses

Every EO 11246 Affirmative Action Plan must include an evaluation of compensation systems in order to determine if there are disparities involving gender and/or ethnicity.

If the company is being audited, OFCCP will require that compensation data be submitted for the desk audit. JSA recommends that companies conduct their own compensation analyses regularly to identify potential areas of liability. Remember, the Equal Pay Act permits differences in pay for the same job if the reasons for these differences are non-discriminatory. Defenses include differences in education, skill, experience and quality and quantity of work.

Your JSA consultant will work with you to ensure that this important analysis is conducted and potential areas of concern are reviewed with the client. In addition to utilizing the same analyses OFCCP will use, JSA provides other, more useful, and more accurate analyses as well.
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