Following up on our January 29th report on the EEOC’s pay-data plan, Bill Martucci, head of Shook’s national Employment Litigation and Policy Group, recently weighed in on what he described as a “dramatic step” by the EEOC:

EEOC’s Plan Requiring Additional Pay Data is a “Dramatic Step,” Martucci Says

January 29, 2016

Shook, Hardy & Bacon Partner Bill Martucci joined a Law360 panel of attorneys commenting on the U.S. Equal Employment Opportunity Commission’s plans to require employers with more than 100 workers to provide more pay data in an effort to uncover potential pay discrimination.

“Employers should review their pay practices and policies under the guidance of counsel and make appropriate changes if necessary. This continuing focus on pay equity is a major issue today and tomorrow for American corporations,” Martucci told Law360. “EEOC Chairman Jenny Yang is committed to equality and parity in pay. Under her leadership, these efforts will be significant. The time to act is now.”

http://www.shb.com/results/insights/attorney-articles/2016/q1/martucci-law360-eeoc-additional-pay-data

For more on the EEOC’s views on equal pay, see Better Data Equals Greater Pay Equality, the U.S. Department of Labor blog report from Secretary Perez, Jenny Yang, and Valerie Jarrett outlining the DOL’s philosophy on pay equality and the Obama Administration’s efforts to improve pay equality in the United States since the Lilly Ledbetter Fair Pay Restoration Act was signed into law in 2009.   In closing, they note that the “collection of robust, reliable pay data is an important step toward reducing discrimination and finally closing unfair pay gaps. Close collaboration between the EEOC and the Department of Labor, combined with the agencies’ significant enforcement experience, will lead to better information for workers, job seekers and employers; improved compliance with equal pay laws; and, ultimately, greater pay equality across the workforce.”

It’s important for employers to understand the DOL’s philosophy on equal pay and parity in pay, and as Bill Martucci noted, “the time to act” by undertaking a proactive review of “their pay practices and policies under guidance of counsel” is now.