Gender Wage Gap and Salary History Ban- what employers need to know and actions to take now!

In a ruling that has widespread impact for employers, a federal court has ruled that employers can’t pay women less than men just because a woman made less at a previous job. To do this perpetuates the gender wage gap and is discriminatory.

The Equal Pay Act was signed into effect in 1962 was intended to eliminate gender pay disparities yet women are still paid less than men on average.

Employers need to take action to review hiring practices and use legitimate job related factors such as experience, educational background, and skills.

Six states – California, Delaware, Massachusetts, New Jersey, New York or Oregon have outlawed salary history inquiries meaning that employers may not ask about prior salary or use this as a basis for determining salary in hiring decisions.

In addition, California’s Equal Pay Act requires fair pay for men and women who perform “substantially similar work.”

It’s important that hiring managers, recruiters and others involved in hiring are aware of and trained in the regulations. Documents such as application forms and screening questions in applicant tracking systems will also need to be updated to comply.

Many employers are choosing to conduct a self-audit of their pay to proactively adjust any pay disparities. Demographics, job title, compensation bands and performance information should be reviewed as part of the process. Companies also need to consider any differences in pay among employees in similar positions but with different job titles and those who work in other locations.

BlueFire HR can review and assess your current hiring practices and help you conduct a fair pay audit. Reach out today and see how we can help! For more information, please contact us at, 773-793-1362 or at 888-892-9597.


Stress Awareness Month

Stress Awareness Month

Many of us experience stress on a daily basis; stress due to parenting, work or a draining commute can affect us all at some time in our lives.

Some of the leading causes of workplace stress are unmanageable workloads, a lack of control over work activities, minimal support, role ambiguity and work-life balance. Many employers are pro-actively looking at how they are contributing to this daily stress in the workplace and and providing tools for employees to better manage their daily lives.

It’s important to look at how your organization is structured in order to make some positive changes. Do you have enough staff to get the work done? Are employee objectives in line with the company goals for growth? Do employees have the tools they need to succeed?

The way employees do their work is also important; a lack of control in the way work is organized, performed and evaluated can be a source of stress. Many performance reviews are backward looking and can feel punishing putting a strain on relationships. Instead, implement frequent one to one touch points where both the manager and employee set goals together and agree on the required business outcomes.

Employees should be encouraged to challenge current practices and to develop skills to help them take on new challenges vs seeing it as adding to the current pile of things to do. Roles should be clearly defined so employees understand the scope and impact of their position.

There are many things companies can do to promote work life balance by fostering a culture of working “smart” not “long.” Respecting that time away from work is key to resting, recharging and re-engaging with your team is a smart move!

BlueFire HR can develop custom employee programs and strategies designed to meet your business needs. Reach out today and see how we can help! For more information, please contact us at, 773-793-1362 or at 888-892-9597.

Great article on scheduling….

Great article on scheduling….