Font size:

This two-day program offers guidance on how to conduct a self-analysis for potential compensation discrimination under Title VII and the Equal Pay Act.

The program also addresses the compensation analyses required under OFCCP’s new regulations and covers strategies for managing an OFCCP audit of your compensation practices.

The course will focus on what the EEO or compensation practitioner needs to know and be able to do to conduct the newly required compensation self-analyses, to present compensation analyses to the OFCCP, and to ensure that the company’s compensation practices are legally defensible.

The course is appropriate for both EEO and compensation professionals. EEO professionals will benefit by learning the strategies and techniques currently used by OFCCP to evaluate compensation practices during audits. In addition, guidance on identifying statistical pay patterns that may give rise to inferences of race or sex discrimination will be useful as part of an ongoing EEO monitoring program. Compensation professionals will learn how to supplement their traditional evaluation of pay practices with an assessment of legal vulnerabilities to discrimination suits based on race or gender. Compensation professionals also will learn how best to coordinate their expertise with that of the company’s EEO professionals to manage an OFCCP audit of compensation.

The course begins with a brief overview of the legal and statistical principles involved in compensation analysis followed by the presentation of a sample pay analysis. Against this background there is a more in-depth review of the questions that need to be addressed in evaluating your company’s compensation systems. We will conduct a step-by-step review of a statistical methodology designed to pinpoint workforce units with potentially problematic statistical pay patterns. In addition, non-statistical “cohort analyses” are discussed as a way of determining whether any problematic statistical pay patterns that have been identified can be justified. The trainers’ use of EEAC’s Comp Auditor® software in presenting this information avoids the need for a thorough understanding of statistical methodologies. Managing OFCCP’s review of your compensation system and strategies for conciliating alleged pay violations found by OFCCP also are addressed. The program concludes with a demonstration of EEAC’s Comp Auditor® software.

Seminar Materials: The seminar materials include a notebook of the visuals used to present the course as well as copies of the training exercises and pertinent memoranda and guidance materials.

Note: Due to limited space, we will be unable to admit walk-ins to the seminar.

Day 1
8:00 a.m.
Registration/Continental Breakfast
8:30 a.m.
Overview of the Legal Framework
• Theories of Compensation Discrimination
• "Bottom Line" Statistical Comparisons
• Key Legal Principles in Evaluating Statistical Analysis
Overview of the Statistical Methodologies
• Means and Medians
• Tests of Statistical Significance
• Regression Analysis
• Cohort Analysis
Determining Appropriate Compensation Analysis
• Types of Compensation
• Factors That Influence Compensation
• Determining Units of Analysis
Setting Up the Analysis
Training Exercise #1, (What Compensation Analyses Will You Conduct?)
What Analysis Will OFCCP Conduct?
• Equal Opportunity Survey
Training Exercise #2, (Evaluating Data Collected in Response to the Equal Opportunity Survey)
• Scheduling Letter
Training Exercise #3, (Evaluating Data Submitted in Response to Scheduling Letter Itemized Listing Paragraph 11)
• OFCCP Methodologies
Training Exercise #4, (Evaluating an OFCCP Notice of Violations)
5:00 p.m.
*There will be a 15-minute break in the morning and afternoon and lunch served between 12:00 p.m. and 1:00 p.m.

*Please Note: This course uses the EEAC Comp Auditor® as a training aid. The Comp Auditor® is a software product developed by EEAC that is designed to assist in conducting a compensation self-analysis.

Day 2
8:00 a.m.
Continental Breakfast
8:30 a.m.
Compensation Analysis —Medians vs. Means
Training Exercise #5 (Introduction to OFCCP’s Group Means and Medians Analysis)
OFCCP—Accepting Statistical Significance
Training Exercise #6 (What Happens if the “t-Statistic” Shows Statistical Significance?)
OFCCP—Conducting Regression Analysis
Training Exercise #7 (Interpreting Regression Analyses)
Converting to Nonstatistical Analysis—Cohort Analysis
Training Exercise #8 (Conducting and Interpreting Cohort Analysis)
Compliance Evaluation Strategies
• Selecting the Team
• Paragraph 11 Response
• Proactive or Reactive Strategy
• Documenting Compensation Analysis for the Company’s Affirmative Action Plan
• Pay Adjustments
• Defenses Justifying Pay Differences
• Presenting Results of Self-Analysis
Application of the Statistical Methodologies
• Demonstration of Means and Medians
• Demonstration of t-Tests for Statistical Significance
• Demonstration of Regression Analysis
• Demonstration of Cohort Analysis
1:00 p.m.
*There will be a 15-minute break in the morning.
The preceding is a proposed agenda. EEAC reserves the right to update and revise the agenda based on changing laws, regulations, and issues.
Register Now
Conducting a Compensation Analysis
  • Course ID:
  • Duration:
    2 days
  • Price:
  • Date:
    Tuesday 6/19/2018
  • Time:
    8:00 am
  • Location:
    Equal Employment Advisory Council (EEAC)
    1501 M St. NW Suite 400
    Washington, DC 20005