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

BREAKING NEWS: OFCCP’S NEW SCHEDULING LETTER TO BE APPROVED AND RELEASED ON TUESDAY SEPTEMBER 30TH

In 2011, the OFCCP proposed major changes to the current scheduling letter and itemized listing.  After 3 years, the OFCCP has received approval from OMB to make some of the changes that were requested.  These changes (especially the change to Item 11) will have major implications for contractors.  As of today, we don’t know when the new scheduling letter will become effective but based upon our read it will most likely be immediate.  Some of the highlights of the changes include:

  • Scheduling letter will continue to allow contractors to submit  personnel activity by either job group or job title.  OMB rejected the request to require contractors to submit the data by

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