Summer 2022 • PENNSYLVANIA RESTAURANT & LODGING matters • 19 employee’s pay may not be reduced to remedy a pay equity issue, only increased. The goal is to make it “right,” and erring on the side of the employee—with documented evidence to support the company’s decisions made surrounding pay—is the safest option from a risk standpoint. Lastly, to prevent these issues from continuing, it is important that pay inequities revealed through this process are discussed with managers, as their understanding of pay equity will be key to maintaining an organizational attitude and approach of fairness moving forward. • Whether you need help troubleshooting your pay analysis—or help with other functions of your human resource department—FocusHRO’s certified staff can find solutions for your company. Visit www.FocusHRO.com/PRLA to learn more!
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