Pay Strategies for Remote Workers: Stay Compliant & Competitive

Name: Pay Strategies for Remote Workers: Stay Compliant & Competitive
Price: 199.00 USD
Availability: InStock

Price: $ + applicable taxes

Summary

Today’s remote workplace opens up a nearly unlimited talent pool for employers, but it also opens up a new host of challenges when it comes to setting employee compensation.

Many employers are now considering basing salary on where a remote employee is located, rather than where the organization is headquartered. This approach may give some relief to the compensation budget, but employers must also consider federal and state wage laws, plus the impact it could have on their ability to keep and recruit top talent.

In this instructor-led, 60-minute event we will take a close look at:

Keys for researching salary compensation in the remote market
Risks of targeting “lower cost of living” areas for remote applicants
The impact of using this approach during the “Great Resignation”
Using federal pay scales to determine how locality-adjusted pay affects salary
How to prove you hired the “best person for the job” regardless of locality
Recordkeeping requirements when making salary compensation decisions

Program Highlights

An Employee Location v. Company Location Approach to Setting Salaries

How to research salary compensation in the remote employee job market
Differential compensation wording to use in job descriptions and listings
Additional cost factors to consider when hiring remotely (besides salary)
Responding to a remote applicant when salary compensation questions arise
Pros and cons of using the applicant’s location to determine salary
Strategies for finding qualified applicants in remote localities

Legal Considerations for an Employee Location-Based Salary Approach

Four key factors to consider when seeking to justify pay differentials
Establishing an affirmative defense to claims of pay discrimination
Where to find individual state labor laws when determining appropriate salary for a locality
Is it legal to target a “lower cost of living” area of the country for remote applicants?
Recordkeeping requirements when making the “salary compensation” decision
How to prove you hired the “best person for the job” regardless of locality

About the Speaker

Pamela Fagan Shull is president of Audit Business Services, Inc. She is a management consultant and compliance auditor to government, business, and associations with global perspective. She has fifty years of experience in human resources, payroll, management, accounting and finance. She has been an Executive Vice-President for a manufacturing plant; director of accounting and personnel, and CEO for a nationwide rental company, business manager for a non-profit opera company; and currently is the operations director for a Native American non-profit organization.

Pamela has been a trainer/presenter for multiple training companies for the last 27 years. Her topics have included accounting, payroll, human resources, communication and time management, safety, computer courses and administrative/management classes. She is a specialist in all 50 states and Canada employment, labor and tax laws.

Program Benefits

In this compliance-based, 60-minute program you will discover the benefits and risks of using remote employees’ locations for setting pay, rather than the more traditional approach of using the organization’s main office location as the base. Learn what employers should and should not do when selecting a pay strategy.

If you'd like this program customized for your organization, call us at 1-800-964-6033. We're certain we can fulfill your training needs, while making it fit in your budget!

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