Uncategorized

Some have observed that the Oregon Pay Equity Law goes farther than Federal and other state regulations, and they are correct. This is no more clearly seen than in the elimination of some of the [...]

Compliance with the Oregon Pay Equity Law can be simple and straightforward (albeit a good bit of work) by following traditional “best practice” job evaluation principles that have [...]

Last week, New York City barred employers from asking potential employees about their current or previous salary.   This action is yet another in the long list of things that end up getting [...]

Twenty-five years ago, I worked for a local employers association.  One of the “hottest-button” issues we faced, and what we continually fought to “protect” our members [...]

The consulting firm Accenture yesterday released a report called Getting to Equal 2017, outlining its thoughts concerning how the gender pay gap could close in developed markets by the year 2044, [...]

There is nothing your health center can do right now that is more important to achieving your mission than taking a hard look at your employee compensation program.  Given that there is not a [...]

Prepared for the NWRPCA Quick Notes, the full text of this important critique of current methods of “pay for performance” appears in Merces’ general industry compensation blog, [...]

[This article was originally published for the Northwest Regional Primary Care Association “Quick Notes” and can be found here.] Congratulations on your new hire. “Ron” looks to be a [...]

Ironic, isn’t it….

Yes, you heard me correctly, your “bona fide” merit program perpetuates gender pay inequity.   It is not hard to figure out… if women take time out from the workforce, they will [...]