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February 18th Breakfast Meeting ~ Pay Equity: What Does it Mean If Jared Makes More Than Keisha
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SEPA SHRM holds monthly breakfast meetings featuring keynote speakers covering timely topics related to Human Resources.

When: 8:00 - 10:30 AM
Where: American Heritage Federal Credit Union - The Inn
2068 Red Lion Road
Philadelphia, Pennsylvania  19115
United States
Presenter: Jonathan Segal, Duane Morris LLP
Contact: Laurie Sample

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Pay Equity: What Does it Mean If Jared Makes More Than Keisha

Jonathan Segal, Duane Morris LLP 

American Heritage Credit Union, Community Room

February 18, 2020, 8:00 am  Hot Breakfast Meeting


Meeting Sponsors



It is undeniable that there is a pay gap relative to gender, race and ethnicity.  Debating how large the gap is misses the point:  inequity is just that and carries with it legal, business and ethical considerations.


This presentation provides an overview of the legal landscape with a particular emphasis on the key variables that differ. It also will focus on systemic guardrails to mitigate the risk of pay inequity.  Finally, it will focus on the deceptively complex issue of pay equity audits with promising practices to maximize the benefits of such audits and minimize the risks.


What is the legal landscape we will explore?

In addition to legal protections applicants and employees have under the Equal Pay Act and other federal, state and local non-discrimination and/or equal pay laws, an increasing number of states have or are considering more robust pay equity laws that make it easier for an employee to prove pay inequity.  States with laws include, for example, California, Colorado, Oregon, Washington, Maryland, New Jersey and Massachusetts.   Illinois and New York are among those states where robust pay equity legislation is likely on the horizon.  But these laws and bills laws, are far from uniform; there are many variables that employers must navigate.

There also are many variables in state and local salary ban laws, existing or proposed.  Such laws exist, for example, in the following states (California, Colorado, Connecticut, Delaware, Hawaii, Massachusetts, Maine, Oregon and Vermont) and cities (Albany, New York, Cincinnati, New Orleans (city contractors), New York City, Philadelphia (on partial hold pending appeal), Puerto Rico, San Francisco, Suffolk County, New York, and Westchester County, New York.)  Keep your eyes on New Jersey and New York.

HR Professionals will be able to:
  • Analyze and assess organizational practices that impact operations and people management to decide on the best available risk management strategy (for example: avoidance, mitigation, acceptance) and 
  • Acquire corporate governance procedures and compliance and apply such in their organization
  • Mitigate liability from  compensation practices through audits to maintain compliance with enacted law and regulations
  • Interpret and monitor  the legal environment  and respond strategically in accordance with fiduciary responsibility to risks associated with pay inequity.


Jonathan is a partner at Duane Morris LLP in its Employment Practice Group.

Jonathan is the Managing Principal of the Duane Morris Institute, the educational arm of the Employment Practice Group.

Previously a litigator, Jonathan’s practice focuses on:

·Counseling, strategic planning, leadership training, and developing policies about, among other issues:  sexual and other unlawful harassment; gender and other pay equity; FLSA/wage and hour compliance; reductions in force; diversity and inclusion (with emphasis on implicit bias); social media; performance development and management; talent acquisition; ADA and FMLA issues; violence in the workplace; impaired professionals; drugs and alcohol in the workplace; attorney-client privilege; employment policies and handbooks; and technology and privacy.

·Administrative charges, for example: charges of discrimination, harassment, retaliation, and failure to accommodate, as well as wage and hour charges before federal, state and local commissions and agencies.

·  Investigations, for example: providing counseling and training and conducting both privileged and non-privileged investigation of EEO and other matters; 

· Mergers and Acquisitions, for example; due diligence; cultural compatibility assessments; reps and warranties; and other strategic issues.

·Privileged audits, for example:  climate surveys (harassment); wage and hour compliance; gender and other pay equity; union susceptibility; and diversity and inclusion (unconscious and systemic barriers).

·  Agreements, for example:  business protection agreements (such as non-competes), confidentiality agreements, employment agreements, independent contractor agreements and recruiter agreements.

·Traditional labor, for example:  union prevention programs, union election campaigns, collective bargaining, contract interpretation and management rights training.


Jonathan has trained federal judges across the country on employment issues for more than 20 years. Earlier this year, the federal Judicial Code of Conduct was updated to include new provisions on harassment, discrimination and retaliation. This Spring, Jonathan provided formal training at a Judicial Conference to federal circuit and district judges on the new provisions in the Judicial Code of Conduct. 

Jonathan has been cited as a national authority on employment issues in articles in The Wall Street Journal, The Washington Post, The New York Times, The Harvard Business Review, USAToday, Bloomberg, Forbes, Associated Press, Reuters, Business Week, CNN, Money, SHRM, The Philadelphia Inquirer, and The Philadelphia Business Journal, among many other publications.

Jonathan was cited in Time’s issue “2017 Person of the Year:  The Silence Breakers,” for which he also supplied substantial background.

On behalf of SHRM, Jonathan has testified before the EEOC on social media and before the U.S. Civil Rights Commission on background checks.

Also on behalf of SHRM, Jonathan has appeared before the United States House of Representatives Committee on House Administration on preventing sexual harassment in Congress.

Jonathan testified before the Congressional Caucus for Women’s Issues on how employers can prevent and respond to harassment in male-dominated jobs.

Jonathan was appointed by the EEOC to its Select Task Force on Harassment.

Jonathan was a member of SHRM’s Compensation Equity Committee. 

Jonathan is the legislative director for the PA State Council of SHRM as well as the chair of the Legislative Committee of the Pennsylvania Chamber of Business and Industry.

In 2019, for the 10th year in a row, Jonathan also has been named by HRExecutive as one of the nation’s Most Powerful Employment Attorneys. This is based on interviews with HR executives throughout the country. 

In 2019, for the 8th out of the last 9 years, Jonathan has been listed in Chambers USA:  America’s Leading Lawyers for Business among the top-rated lawyers for labor and employment in Pennsylvania. Chambers said of Jonathan, “Jonathan Segal is particularly experienced in counseling and training employers on policy development matters.  He is described by a client as ‘the king of making legal answers work in a business context.’  Another client wrote:  “If Superman wore pinstripes, his name would be Jonathan Segal.”

Jonathan has published about 400 full-length articles and blogs for national publications on employment issues, including SHRM, Bloomberg, Entrepreneur and The Philadelphia Business Journal.

Jonathan’s passions include family, animal rescue, Holocaust remembrance, and psychology.  On the fun side, Jonathan remains mad about AMC’s Mad Men and is fortunate to have Bruce Springsteen as his virtual workout partner.


HRCI:     Approved for 1 Business Credit 

SHRM:   Approved for 1 Professional Development Credit



  • 8:00 Breakfast and Networking
  • 8:20 Introductions and "Hot Topics"
  • 9:00 Featured Speaker
  • 10:00 Professional Networking


Advance registration pricing closes 3 business days before meeting via online registration or by contacting our Chapter Administrator. The reduced rate schedule is as follows:

  • $25 for SEPA SHRM Chapter Members
  • $35 for Non-Chapter Members & Guests
  • $10 for Full-Time SHRM Student Members
  • $0   for Members in Transition (must be SEPA Chapter Members for 1+ years)


Late registrations and walk-ins are welcome. The rate schedule is as follows:

  • $35 for SEPA SHRM Chapter Members
  • $45 for Non-Chapter Members & Guests
  • $20 for Full-Time SHRM Student Members
  • $10 for Members in Transition (must be SEPA Chapter Members for 1+ years)


Registrations not cancelled 24 hours in advance of the meeting are non-refundable.