Given the significant emphasis on pay equity issues, employers are well advised to take a close look at their compensation policies and practices. Conducting a compensation analysis and determining any necessary remediation is not for the inexperienced. When you sit down with your legal counsel and review these new laws, here’s what you should know. 1. California Fair Pay Act Basics  The Basic Legal Requirements  Pay Equity  Pay Transparency  Records Retention  Enforcement  Salary History  Providing Position Pay Scales Upon Request  How the Act Eliminates Most Employer Defenses  Employer Use of Seniority, Performance and Quality of Work  Employer Use of Factors Other Than Sex to Justify Wage Differences 2. How to Audit Your Pay Systems / Compensation & Compliance Analysis  How to Identify Substantially Similar Jobs  How to Determine Sex-Based Wage Differences  Employer Defenses to Wage Differences  Use of Statistical Analysis  Taking Corrective Action  Attorney Client Privilege and Audit Results 3. The Biggest Myths About the Act 4. Your Steps to Compliance 5. Handouts: Audit & Checklist Forms