As you may have seen in the news, as of July 1, 2018, The Massachusetts Pay Equity Act (MEPA) has gone into effect. The new legislation makes a number of sweeping changes to the laws governing compensation in Massachusetts and aims to eliminate pay discrepancies between genders by requiring businesses to ensure equal pay for men and woman who perform comparable work. Additionally, the law prohibits employers from inquiring about a candidates compensation history during the interview process and denies them the right to prohibit their employees from discussing their wages (already prohibited by federal law).
Not only are you required to stop inquiring about a candidates salary history (in person and on employment applications) you are now faced with the task of reviewing your own employment policies and pay practices to ensure they are in compliance. The good news is that the Act has built in a safe harbor defense for businesses who conduct a good faith self-evaluation of their pay practices and demonstrate that reasonable strides have been made towards eliminating any pay disparities based on gender for “comparable work”.
In order to best protect your business from liability, we can help evaluate the best options for you by further explaining the updates to the law, and help guide you through the audit process. Please let us know if we can be of assistance by contacting Saleha Walsh, Vice President, at 781-235-1490 or firstname.lastname@example.org.