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Pondering The Future Of Equal Pay Litigation: What A "Business Necessity" Requirement Means For An Employer's Defense Against Equal Pay Claims | Seyfarth Shaw LLP

Seyfarth Synopsis:
Pending federal bill H.R. 7, titled the Paycheck Fairness Act, could import into federal law some significant changes that have already been enacted in a few states around the country. If enacted, it could significantly alter (some would say eliminate) a key affirmative defense of the Equal Pay Act. Specifically, rather than allowing a wage differential to exist due to any factor other than sex, employers, under H.R. 7, would be required to show that the wage differential is a matter of “business necessity.” This article will discuss the contours of this onerous requirement, assess the pertinent implications, and consider its prevalence in state law analogs. ....

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Equal Pay Litigation Update: Will Pay Equity Be Near The Top Of The Agenda For The New Biden Administration? Issues For Employers To Watch | Seyfarth Shaw LLP

Seyfarth Synopsis:
As the transition to a Biden administration draws near, what pay equity developments can employers expect under his presidency? An analysis comparing pending federal bill H.R. 7, titled the Paycheck Fairness Act, against state equal pay laws may offer some guidance, particularly in light of the uncertainty surrounding whether the new administration will have a Congress aligned with its policy goals.
Transitions to a new presidency are pivotal times to prepare for and frankly, prognosticate significant changes to the law that may directly impact businesses and the workforce. In the pay equity realm, there are some indications that employers may see a significant shift on the federal level under the Biden administration. Not only was the President-Elect part of the Obama-Biden administration which saw the Lily Ledbetter Fair Pay Act of 2009 as one of its first legislative products, but the Biden Campaign has pledged to build on that piece of legislation an ....

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