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Compensating your employees fairly : a guide to internal pay equity /
Compensation fairness is a universal preoccupation in todays workplace, from whispers around the water cooler to kabuki in the C-suite. Gender discrimination takes center stage in discussions of internal pay equity, but many other protected characteristics may be invoked as grounds for alleging disc...
| Clasificación: | Libro Electrónico |
|---|---|
| Autor principal: | |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
[New York] :
Apress : Distributed to the Book trade worldwide by Springer Science+Business Media,
©2013.
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| Temas: | |
| Acceso en línea: | Texto completo (Requiere registro previo con correo institucional) |
MARC
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| 100 | 1 | |a Thomas, Stephanie R. | |
| 245 | 1 | 0 | |a Compensating your employees fairly : |b a guide to internal pay equity / |c Stephanie R. Thomas. |
| 246 | 3 | 0 | |a Guide to internal pay equity |
| 260 | |a [New York] : |b Apress : |b Distributed to the Book trade worldwide by Springer Science+Business Media, |c ©2013. | ||
| 300 | |a 1 online resource (292 pages) : |b illustrations (some color) | ||
| 336 | |a text |b txt |2 rdacontent | ||
| 337 | |a computer |b c |2 rdamedia | ||
| 338 | |a online resource |b cr |2 rdacarrier | ||
| 347 | |a text file | ||
| 347 | |b PDF | ||
| 500 | |a "Avoid litigation by understanding the story in your compensation data." | ||
| 505 | 0 | 0 | |t Why Equity in Compensation Matters -- |t Types of Discrimination in Compensation -- |t Multiple Regression Analysis -- |t The Data -- |t Regression Models of Equal Pay -- |t Other Tests of Equal Pay -- |t Analysis Follow-Up -- |t The Changing Landscape of Pay Equity Enforcement -- |t Causes of the Gender Pay Gap -- |t Litigation Avoidance and Proactive Self-Analysis -- |t The Basics of Statistical Inference. |
| 588 | 0 | |a Online resource; title from title page (Safari, viewed June 12, 2013). | |
| 504 | |a Includes bibliographical references and index. | ||
| 520 | |a Compensation fairness is a universal preoccupation in todays workplace, from whispers around the water cooler to kabuki in the C-suite. Gender discrimination takes center stage in discussions of internal pay equity, but many other protected characteristics may be invoked as grounds for alleging discrimination: age, race, disability, physical appearance, and more. This broad range of vulnerability to discrimination charges is often neglected in corporate assessments of how well compensation systems comply with the law and satisfy employee norms of fairness. Blind spots in general equity constitute a serious threat to organizational performance and risk management. InCompensating Your Employees Fairly, a respected practitioner and consultant lays out in practical terms everything you need to know to protect your company along the full spectrum of internal pay equity issues, including all the technical methods you need to optimize compliance and minimize risk. Compensating Your Employees Fairlyis a timely survey and comprehensive handbook for compensation specialists, HR professionals, EEO compliance officers, and in-house counsel. It provides all the information you need to ensure that compensation systems are equitable, auditable, internally consistent, and externally compliant with equal employment opportunity laws and regulations. The author presents technical informationboth legal and statisticalin common-sense terms. Her non-technical breakdown of complex statistical concepts distills just as much as practitioners need to know in order to effectively deploy and interpret the standard applications of statistical analysis to internal pay equity. The focus throughout the book is on real-world application, current examples, and up-to-the-minute information on recent and pending wrinkles in the evolving legal landscape. Readers ofCompensating Your Employees Fairlywill learn: Why internal equity in compensation matters How to detect intentional and non-intentional discrimination in compensation The basics of statistical inference and multiple regression analysis The essentials of data availability, measurability, and collection The criteria for assessing compensation systems for internal equity How to investigate potential problems and react to formal complaints and actions How to avoid litigation and put in place ongoing measures for proactive self-auditing. | ||
| 542 | |f Copyright © 2013 by Stephanie R. Thomas |g 2013 | ||
| 590 | |a O'Reilly |b O'Reilly Online Learning: Academic/Public Library Edition | ||
| 650 | 0 | |a Pay equity. | |
| 650 | 0 | |a Wages. | |
| 650 | 0 | |a Equal pay for equal work. | |
| 650 | 6 | |a Égalité de rémunération. | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Industrial Management. |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Management. |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Management Science. |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Organizational Behavior. |2 bisacsh | |
| 650 | 7 | |a Equal pay for equal work. |2 fast |0 (OCoLC)fst00914440 | |
| 650 | 7 | |a Pay equity. |2 fast |0 (OCoLC)fst01055681 | |
| 650 | 7 | |a Wages. |2 fast |0 (OCoLC)fst01169492 | |
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