State and local governments are increasingly adopting laws and regulations that prohibit employers from requesting salary history information from job applicants. The laws are aimed at ending the cycle of pay discrimination and some go further than merely banning pay history questions. A few also prohibit an employer from relying on an applicant's pay history to set compensation if discovered or volunteered; others prohibit an employer from taking disciplinary action against employees who discuss pay with coworkers.Until recently, employers in all states could ask applicants about their current salaries or what they made at previous jobs. However, with a renewed national focus on gender inequality in pay, many states are considering salary history bans that prohibit this practice. So far, only a handful of states and cities have passed such laws. However, employers should be aware that more laws could be on the horizon and be mindful of equal pay laws when negotiating an applicant’s salary.Learning ObjectivesLearn how to evaluate your pay practices to determine changesLearn how the EEO-1 Reporting Component 2 guidelines will help develop effective pay practicesLearn what pay practices will increase retention and diversityCreate hiring practices that will enhance your current recruitment practicesLearn how to keep track of states requiring salary bansCreate compensation audits that hit all the salary ban requirementsAreas CoveredLearn which states & local jurisdictions have current salary questions bansLearn how most states handle the regulationsHow can Employers determine the most effective method to create pay audits?What does the EEOC have to do with pay equity?How can the EEOC assist Employers with creating pay equity guidelinesLearn how to develop policies that will sustain pay equity requirementsRecommendations for Best Practices With Respect to Salary History BansPay Transparency LawsLearn how to evaluate pay equity systems that can collect the correct pay dataWho Should AttendAll EmployersBusiness OwnersCompany Leadership Small business ownersManagers/Supervisors Compliance professionals HR professionalsWhy Should You AttendSalary history bans are designed to address gender pay inequality. Although it has long been illegal for employers to pay men and women different wages for the same work, a significant pay gap still exists. According to a report from the Bureau of Labor Statistics, women earned 82% of what men earned in 2016. For minority women, the pay gap is generally even more pronounced.When employers continue to base salaries on an applicant’s past earnings, it can be impossible for women to break free of the cycle of discriminatory pay practices. Low pay can continue to follow them from job to job over the course of their careers. The salary history ban is designed to put a stop to that.