Over the past several years, the Obama Administration has pushed for equal pay between men and women. On January 29, 2009, President Obama signed into law the Lilly Ledbetter Fair Pay Act of 2009, an equal pay law. Last Friday on the anniversary of Lilly Ledbetter, the President promoted a new EEOC (Equal Employment Opportunity Commission) proposed regulation that would require businesses with more than 100 employees to provide W-2 earnings pay data that can be sorted by gender, ethnicity, age, job category, pay ranges, and hours worked. The EEOC will use this data to determine if employers are engaging in pay discrimination and this proposal would affect at least 63 million U.S. employees.
Since 1986, the Johanson Group has worked with clients in most business sectors to implement an internally equitable and externally competitive base compensation program titled Job Evaluation and Salary Administration Program (JESAP). This program integrated job descriptions, job valuing, employee pay data and market data to produce pay ranges and the ability to show where each employee was located in their respective pay range. Starting in 2001, we converted the JESAP program into a SaaS product and released it to our clients in 2005 with a new name DBCompensation as part of a new HR software company we established, DBSquared. The DBCompensation process improved our efficiencies by 500% over the past technology of Microsoft Word and Excel.
As far as we know, none of our clients have had to deal with pay discrimination issues after the implementation of the JESAP/DBCompensation system. Our program color-codes and graphs employee base pay data by gender, ethnic background, and age. This important data provides our clients with a visual review as well as hardcopy statistical data so they can correct, or at least start to correct, any pay equity issues that are identified.
With over 75 clients using the DBCompensation system and a retention rate well over 90% since 2005, we are passionate about our clients “GETTING PAY RIGHT” and being a resource to them as they seek to be “internally equitable and externally competitive.” Our approach is proactive and should meet or exceed any regulation requirement that has been passed since the Equal Pay Act of 1963.
We would love to increase our footprint across America and hope you will become our next software client. We also offer compensation and total rewards consulting.
Upcoming Events NOARK Compensation Committee Meeting 2016 Compensation and Benefits Survey Plans Thursday, February 11th
Arkansas SHRM HR Conference & Expo April 6-8 Rogers, AR
Contact us to schedule an online demo that will allow you to see the DBCompensation application. We would be happy to answer any questions that you may have and to tell you more about our Total Solution.