NAPLES, F.L., May 27, 2020 – Brilliant HR, a global and award-winning leader in Compensation and Human Resource software, announced today that they have solidified a partnership with Unicorn HRO, an industry leader offering fully integrated and configurable human resources, benefits and payroll solutions.
The partnership allows Brilliant HR to offer its clients a broader range of payroll products and administrative services through Unicorn’s iCON platform. Integration of Brilliant HR’s Comprehensive Compensation (CoCo) platform and iCON will reduce the administrative burden on users by providing a seamless flow of data from onboarding an employee to salary adjustments and incentive plans.
Monique Hernandez, President of Brilliant HR commented, “I am honored and excited to begin our partnership with Unicorn HRO. Managing the compensation planning process efficiently and accurately is more critical than ever given the increased emphasis on pay equality in the workplace. We look forward to providing Unicorn HRO’s valuable clients with our solution, as we know it will address a need a lot of companies are looking to fill during these changing times. I look forward to working together with Unicorn HRO to provide our clients with a unique offering of high-quality solutions.”
This partnership reinforces the powerful integration capabilities of our iCON platform, enabling organizations to manage end-to-end HR processes more efficiently,” stated Frank P. Diassi, Chairman and CEO of Unicorn HRO. “Our partnership with Brilliant HR further expands the ecosystem of applications and solutions available to support the unique needs of our customers.”
About Brilliant HR Inc.
Brilliant HR provides a comprehensive, cloud-based compensation planning software that helps organizations streamline and automate salary planning. Their highly configurable, secure platform allows companies to simplify complicated compensation processes, optimize human capital investment, and drive business performance. Brilliant HR’s compensation planning tool, CoCo, is designed by compensation experts and supports clients across various industries with simple to complex salary review processes. Brilliant HR also has offices in Naples, FL, and Dallas, TX. For more information, visit https://www.brillianthr.com.
About Unicorn HRO
Founded in 1982 and headquartered in Florham Park, N.J., Unicorn HRO specializes in fully integrated and configurable benefits, payroll, and human resources technology solutions. With industry-leading client retention, Unicorn HRO currently services mid-sized and large organizations, representing over 300,000 end users. Unicorn HRO also has offices in Durham, NC, Seattle, WA, Houston and Florham Park, NJ. For more information, visit http://www.unicornhro.com.
French companies caught discriminating against women over pay will be given three years to close the gap or face fines under new labour proposals.
The government revealed the planned crackdown to unions and employers on Wednesday, giving them a month to iron out details.
If passed by parliament, the measure will be rolled out by 2020.
Men are still paid on average 9% more than women in France despite equal pay laws going back 45 years.
The measure is part of a social reform bill due to be presented to Prime Minister Edouard Philippe’s cabinet at the end of next month.
Six ways to tackle the gender pay gap
What is the gender pay gap?
“The crazy thing is that it all exists in law but equality is missing in practice,” said Mr Philippe.
“Our aim is to pass from fine words to true, genuine equality.”
How would the new measure work?
Special software would be installed on company payroll systems to monitor unjustified pay gaps.
Larger firms – those employing at least 250 staff – would get the new software next year while firms employing between 50 and 249 staff would be affected from 2020.
The new system would be launched in 2022 and there would be four times the current number of spot checks.
Those firms which failed to address unfair pay gaps within three years of a warning could be fined up to 1% of their wage bill.
How do other countries compare?
Across the 28 EU member states, the average “unexplained” gender pay gap is a little higher than France’s at 11.5%, according to Eurostat figures.
Neighbouring Belgium has a gap of just 2.5% whereas for women in Lithuania, it is a staggering 24.2%.
Here at Brilliant HR, we are frequently asked complicated questions surrounding employee compensation. Questions like, “what are the best practices for asking a candidate’s current salary?” or “is it appropriate to bring up compensation during an interview?Compensation can be a tumultuous terrain, and there are few definitive answers available for candidates and Hiring Managers. Through our research on the topic, we discovered varying inconclusive results.. While one article concluded that an applicant should not give up any salary information, and stick solely to “ranges” and “current market salaries” when interviewing for a new position; the next article stated that candidates should be upfront, direct and honest with what their current salary is and what they hope to earn in their next position..For the recruiter or Hiring Manager, there’s even less information out there;however, with new laws taking effect in many cities and states, — it’s critical for your organization to have a defined set of rules regarding compensation discussion. New York City, Albany County, New Orleans, Oregon, Puerto Rico, Massachusetts and Philadelphia have all passed ordinances prohibiting employers and employment agencies from doing any of the following:
Screening job applicants based on their current wages and benefits or other compensation or salary history.
Requiring that an applicant’s prior wages satisfy minimum or maximum criteria.
Requesting an applicant’s prior wages or salary history or requiring an applicant to provide that information as a condition of being interviewed or considered for employment.
Seeking the applicant’s salary history from a current or former employer.
Many of these new laws will help bridge the wage gap in the workplace; however, organizations may face greater difficulty in compensation planning and hiring without the knowledge of prior salary information. Learn about our Compensation Tool
So as a recruiter or hiring manager, where does that leave you? This article has some helpful suggestions on ways to handle these new laws.
Remove salary history questions from job applications, including online applications.
If you work with recruiting agencies and background check companies, ask them to exclude salary history inquiries in their process.
Train HR, internal recruiters and other employees who interface with job applicants not to ask about salary/benefits/compensation history, but to explore other permissible areas.
If these individuals are interacting with job applicants and the applicant offers their current/past salary without prompt, be sure your staff makes a note of it, and the circumstances surrounding the disclosure.
Post salaries for jobs on your open requisitions – or salary ranges, which can vary upon experience. This might help attract more qualified candidates!
In conclusion, we are in unchartered territory with the new laws coming in to effect. There is no precedent for how to engage and react – so tread lightly, train your employees to use caution, take notes and document in writing to protect yourself and your company. As a candidate, these rules apply as well. Read up on the latest laws and ensure you are being polite but also firm if someone asks you a question you think might be off limits. If you have any questions on this topic or any other HR compliance topics, contact us!
