First Comment

Sent out today by the SHRM Government Affairs department: "Employers should note that it will allow not only aggrieved employees but other 'affected' individuals, including spouses and children, to file a claim, even after the employee has died."

You can read the whole article here: http://messaging.shrm.org/ct/0daBMYp1SRxH/

Pay discrimination is, of course, wrong. This approach to remedying the situation, however, seems to merely open the door to a myriad of lawsuits, many probably without merit.

Yesterday, Congress approved the Lilly Ledbetter Fair Pay Act. BLR has a clear synopsis of the law at http://compensation.blr.com/display.cfm/id/156373.

At the moment, I have many conflicting thoughts on the passage of this legislation, and will spare our readers my stream of consciousness! :-)

As a first step, have HR professionals already audited their compensation programs to make sure discrimination does not exist? If not, now is the time to investigate and take positive action.

With the passage of this Act, it appears that a tidal wave of new HR legislation will be coming from Washington. With legal costs typically averaging $100,00 or more per case, advance preparation and positive action now are essential to ensuring a "lawsuit free" organization.