Software & Reporting

Salary Equity Software - HR Equator

hr-equator

Salary Equity Software

HR Equator is the most comprehensive and advanced salary equity software tool on the market. This proprietary software program enables a company to identify potential pay equity problems in its organization and, in turn, can assist in making salary adjustments if necessary. The software was developed with human resources professionals in mind. Basically, the software enables the non-technical HR professional to conduct advanced statistical analyses without being a statistician. HR Equator utilizes the most advanced statistical analyses that are accepted by the courts, EEOC, and the OFCCP, and the reports can be used to conduct comprehensive proactive or reactive analyses as part of an OFCCP or EEOC investigation. This software tool has been recognized as exactly what employers need to avoid costly compensation settlements and ensure non-discrimination in their pay practices.

Mirroring the methodologies employed by both the EEOC and the OFCCP, and recognized by the courts, these analyses and features include:

  • Multiple Regression Analysis
  • Program to Help Create Pay Analysis Groups
  • Generation of Item 11 Report and Excel file
  • Statistical Significance Tests (t-tests, Fisher’s exact test)
  • Analyses Comparing Race/Ethnicity Sub-Groups as well as Minority-Nonminority Comparisons
  • Factor Pattern Analysis
  • Correlation Analysis
  • Cohort Analysis (small group and large group)
  • Back Pay Calculator
  • Descriptive Statistics and Frequencies

News

U.S. Dept of Labor Releases Final Rules Updating VEVRAA and Section 503

The U.S. Department of Labor today announced two final rules to improve hiring and employment of veterans and people with disabilities.

Recent Blog Posts

PRESIDENT OBAMA AMENDS EXECUTIVE ORDERS 11246 & 11478 AFFORDING PROTECTIONS FOR LGBT & SEXUAL ORIENTATION

The amendments were issued on July 21, 2014 amid controversy regarding who is who is not exempted.  The first amendment includes gender identity and sexual orientation as protected groups in EO 11246, which applies to federal contractors, and the second amendment prohibits gender identity discrimination in EO 11478, which applies to federal agencies.  The amendment to EO 11246 is scheduled to go into effect in early 2015.  The amendment to EO 11478 is effective immediately.

Both amendments were well advertised and, therefore, are not surprising.  What did surprise many is that there are no exemptions for religious affiliations.  Normal Title VII exemptions are not affected.  For example, religious affiliated churches may discriminate for any reason when choosing a minister.  They

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