Oh, no! I won't get equal pay until after I'm dead! And by then, I won't need it!

A study released this week by the Institute of Women's Policy Research says that at the rate we're going, women will not achieve pay equity until 2058.

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Actually, I think the IWPR is too optimistic about the closing of the pay gap in 2058. I predict that the pay gap will not be ...

Is your company an EEOC target?

I've written before about the Strategic Enforcement Plan of the Equal Employment Opportunity Commission, which was officially adopted last December, and the Commission's priorities. Last week, EEOC Commissioner Victoria Lipnic spoke about the Plan in more detail at legal compliance symposium.

Commissioner Lipnic is a Republican who used to ...

NOTE: Because of the holiday weekend, this will be our "Friday" post of the week. Happy Passover, Easter, or end of March, as the case may be!

"Hippity, hoppity, y'all!"

This is my third and final installment on equal pay -- at least, until I decide to talk about it again. My first post is here, and the second is here.

What is the one simple, cheap, and easy thing that an employer can do to minimize ...

My post last week on why the "gender pay gap" is mostly bogus generated a great discussion in the comment box. In the hopes of keeping it going, this week I'd like to talk about some of the discrimination or quasi-discrimination issues we do occasionally find.

That nasty remaining five percent or so* that can't be explained by personal choice.

*Completely unscientific percentage.

If your ...

(As the agencies and courts enter their year-end flurry of mischief, I'll be doing quick posts as needed on the latest developments.)

Dum-da-dum-dum!

The Equal Employment Opportunity Commission has adopted essentially the Strategic Enforcement Plan that I posted about earlier this year. The final version has added "equal pay enforcement" to its list of high priorities. Here is the ...

All this week, while formulating my questions for our presidential and vice presidential candidates, I avoided reading what my fellow bloggers were asking because I wanted *sniff* to maintain my independence. Actually, I was afraid that their questions would be so good, I'd be tempted to "borrow" too much.

Lois Lane and I have to maintain our journalistic integrity.

Last night, I ...

This week, several of us bloggers (Dan Schwartz, Donna Ballman, Eric Meyer, and Jon Hyman, and I) will be choosing a debate question on a labor and employment law topic for each of the Presidential and Vice Presidential candidates.

DISCLAIMER: I have tried to ask an "adversarial" question of every candidate. Please don't be offended, and please be aware that my questions may or may not ...

I was off enjoying the Florida sunshine last weekend while learning the latest techniques in pettifoggery and obfuscation (kidding!), but I hope I'll be making up for it today with a good case answering the musical question: "What does an employer do when it finds out that its employee on 'medical leave' is actually doing stuff?" You know, like working another job, or hanging out at the gun ...

When it comes to the pay gap between men and women, I am a skeptic.

Well, wait a minute. Let me try that again. I'm not skeptical about the existence of the pay gap. I'd be a fool to deny all that cold, hard reality. I just don't think it's usually a result of sex discrimination. Nearly all of the pay gap can be explained by the lifestyle choices that women are more likely to make. Such as the ...

Last week, my post was about retaliation, and how employers can be liable and how they can defend themselves. As luck would have it, two recent court decisions illustrate beyond my wildest imagination how important this issue can be.

Five years between protected activity and adverse action? No problem! I said last week that most courts find that a six-month or more time lapse between the ...