Pay Equity Office Hours with Maxfield Marquardt Gail Greenfield Mark Dwyer #PayEquity #WorkplaceEquity #HRCompliance
Trusaic
Software Development
Los Angeles, California 14,867 followers
Done and done right. Trusaic is a software company specializing in regulatory compliance.
About us
At Trusaic, we believe that regulations can be an opportunity. An opportunity to demonstrate transparency and integrity to your employees and prospects, to cultivate a more fair environment and an opportunity to create a stronger enterprise. Trusaic is a regulatory compliance software company that helps businesses reduce their risks, maximize opportunities, and keep up with rapidly changing regulatory requirements. Our solutions combine advanced data analytics with expert humans to ensure our clients have comprehensive and customized support to help them every step of the way. We help clients uncover these opportunities through the combined power of our expertise and technology. Our ultimate goal? To help build better workplaces, so you can build a better business.
- Website
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https://trusaic.com
External link for Trusaic
- Industry
- Software Development
- Company size
- 51-200 employees
- Headquarters
- Los Angeles, California
- Type
- Privately Held
- Founded
- 1999
- Specialties
- WOTC, Workforce Analytics, Regulatory Compliance, Data Quality Management, Business Intelligence, Affordable Care Act, ACA, Pay Equity Auditing, Pay Equity Analysis, Tax Credits, ACA Compliance, ACA Audtis, Benefits Reconciliation, Work Opportunity Tax Credit, and EEO-1 Reporting
Products
![Click here to view PayParity]()
PayParity
Governance, Risk Management, and Compliance (GRC) Software
Trusaic’s PayParity is an always-on, all-in-one DEI software solution that includes unlimited consulting and education. Coupled with real-time pay equity analytics and ongoing DEI monitoring, PayParity helps you achieve pay equity, promote workplace transparency, and foster a more diverse, inclusive organization.
Locations
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Primary
Get directions
3530 Wilshire Blvd
1460
Los Angeles, California 90010, US
Employees at Trusaic
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Jayna Smith
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Jennifer Street
Providing meaningful, purpose-driven software that helps organizations achieve pay equity, diversity and inclusion.
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Gail Greenfield
EVP of Pay Equity and Total Rewards Strategy and Solutions at Trusaic
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Nancy Koscher, M.A. (She/Her)
Driving pay equity, diversity, inclusion & belonging and regulatory compliance through purpose-driven SaaS solutions.
Updates
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🎤 Join Erika Sandoval (UKG) and Matt Gotchy (Trusaic) from 2:30 - 3:15 PM for an essential session on Pay Equity in Culturally Diverse Organizations at the WorldatWork Total Rewards Summit Series: Denver! Discover strategies for navigating cultural complexities and integrating pay equity with human capital management systems to drive fairness and strategic success. What do you want to hear in this session? Drop your questions or thoughts in the comments below! 👇
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✨ Pay equity laws are prevalent across and incredibly nuanced across various jurisdictions. The use of the term “comparable” is just one example. ✨ Maxfield Marquardt, Senior Counsel and Director of Regulatory Affairs, explains. Learn more in our full webinar, which is linked in the comments >>> #PayEquity #HRCompliance #PayDataCompliance Nasar Khan
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📢 Join us on September 12 at the Chicago Compensation Association meeting for a must-attend session on Mastering Pay Transparency: Insights and Practical Strategies! Anuj Mongia EVP of Products and Revenue at Trusaic, and Andrew Cripe, Partner at Norton Rose Fulbright, will dive deep into Illinois' upcoming pay transparency amendments and explore global trends shaping the future of pay equity. Whether you’re an HR, compensation, or legal professional, this session is packed with practical strategies and legal insights to help you stay compliant and ahead of the curve. Don’t miss out on this opportunity to enhance your pay equity efforts and navigate the evolving landscape of pay transparency! Interested in attending? Drop a comment below! #PayTransparency #PayEquity #HRCompliance
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🇪🇺 Gain valuable insights for complying with the EU Pay Transparency Directive. Have you started your compensation planning efforts for complying with the upcoming EU Pay Transparency Directive? Are you in the throes of the planning process and looking for additional insights on how to successfully navigate its many complexities? Trusaic is here to help you stay ahead of the curve! Register today for our upcoming webinar with Nasar Khan and Maxfield Marquardt focused on the EU Pay Transparency Directive and what steps you can take to prepare your organization to comply and thrive under the new requirements. 📆 September 10, 2024 @ 11:00 AM PT Key topics will include: 🔸An overview of the EU Pay Transparency Directive and its objectives. 🔸The Directive's impact on multinational organizations and how to navigate compliance across different jurisdictions. 🔸Best practices for implementing pay transparency measures that align with both EU requirements and your organization's compensation philosophy. 🔸Practical guidance on how to prepare for the upcoming changes and mitigate risks associated with non-compliance. Don’t let your company fall behind in changing regulations, register today! Link is in the comment section >>>>
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Happy Labor Day from Trusaic! We are wishing everyone a safe and restful holiday! #LaborDay #PayEquity
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🎉We're thrilled to announce that Trusaic is the presenting sponsor at the WorldatWork Denver Summit on September 11, 2024! 🦁🌍 Join us at the Denver Zoo for a day of impactful conversations and innovative insights. We’re excited to be speaking twice at the event, sharing our expertise on the latest trends in pay equity and workplace compliance. With so much in store, this is an event you won’t want to miss. See you there! #DenverSummit #PayEquity #WorkplaceCompliance
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🚨Are you factoring in age in your pay equity analysis? 🚨 Our EVP of Pay Equity and Total Rewards Strategies and Solutions, Gail Greenfield, explains below why it’s a significant oversight if you are not. #PayEquity #WorkplaceEquity #AgeDiscrimination
One of the findings from Trusaic's 2024 State of Pay Equity Policies and Practices survey is that fewer than half of the respondents conducting a pay equity analysis are examining inequities based on age. ❌ This is a significant miss, and easily avoidable. It’s relatively straightforward to add age and other demographic characteristics to a pay equity analysis. 🔑 A key part of conducting a pay equity analysis is running a multiple regression analysis that estimates the relationship between an outcome of interest, such as compensation, and multiple factors that are related to that outcome. ✔️ Starting with compensation as the outcome of interest, relevant wage influencing factors (e.g., career level, job function, performance rating, position tenure, geographic location) are added to the regression model. ✨ Once these legitimate, compensable factors are accounted for, gender, race/ethnicity, age, and other protected characteristics are added to the model to determine if any are statistically related to compensation. If so, a remediation strategy can be put in place to address these pay inequities. Are you factoring in age in your pay equity analysis? #PayEquity #WorkplaceEquity #AgeDiscrimination Mark Dwyer
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Canadian employers: Are you prepared to post your finalized pay equity plans by the Sept. 3 deadline? Access our latest blog for more details >>>https://rb.gy/3h83wd
🇨🇦 Upcoming Deadline for Canadian Employers 📅 Under the federal Pay Equity Act, applicable employers must post finalized pay equity plans by Sept. 3, 2024 🔑 Details: ✔️ Federally regulated organizations with 10 or more employees must prepare and post a pay equity plan. ✔️ Employers subject to unions, or have 100 or more employees, must prepare their pay equity plans through pay equity committees. Is your organization prepared to comply? #PayEquity #Canada #HRCompliance Trusaic | Nasar Khan
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Today we recognize Native Hawaiian and Pacific Islander Women’s Equal Pay Day. The date symbolizes how far into the year the average median Native Hawaiian Pacific Islander woman must work to have earned what the average median White male earned the previous year. According to Equal Pay Today : 💲 All NHPI women earn 60 cents for every $1 earned by White, non-Hispanic men. 💲 NHPI women working full-time, year round earn 66 cents for every $1 earned by White, non-Hispanic men. Our commitment to workplace equity drives us to develop innovative software solutions so employees everywhere are paid more equitably. Our premier software solutions enables our customers to: ✅ Conduct a pay equity analysis across their workforce at the intersection of gender, race/ethnicity, age, disability and more in one statistical regression analysis. ✅ Determine root causes of inequities to more effectively resolve them. ✅ Pinpoint and remedy equity concerns in your organization's hiring, promotion, and retention processes. ✅ Effectively analyze both the raw gap and unexplained disparities in hiring, promotion, and turnover by considering influential factors and their impact. By leveraging data and analytics, we empower businesses to identify and address pay disparities, fostering a fair and inclusive workplace for all. Learn more about NHPI Women's Equal Pay Day in the comments below >>> #PayEquity #WorkplaceEquity #NHPIWomensEqualPayDay