Virginia Human Resources Today - Winter/Spring 2018 - 21
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seems to be driving the need for
change. Next, you can begin to
plan your steps to get to where you
need to be on the pay transparency
spectrum. This can be a tremendous
undertaking, to shift the framework
of thinking that has been in place for
a long time. This change should be
thought of as a process that requires
a plan and comfort level of your
leaders. But where do you start?
My advice is to approach change
in steps to get your company to the
right place on the pay transparency
spectrum. Remember, this is a
cultural quest, and gradual is best!
A good, sound place to start
is with the company leaders
responsible for business units
and those who have direct people
Educate them on the process
and methodology first, so they
understand how the numbers are
derived and how pay decisions
should be made. Ask for input early
on to make sure the appropriate
industry, geography, and company
size comparisons are targeted in
the market analysis. Emphasize the
importance of articulating a pay
philosophy to guide pay decisions
at your organization.
When your leaders have this
background and knowledge, they
can more confidently answer
employee pay questions and
establish credibility around the
decision-making process. That can
go a long way with engagement,
trust, and credibility.
dependent on each college or university's policy for undocumented students.
Most DACA recipients will not be eligible to enroll in a college or university
as an international student in F-1 or J-1 visa status, and therefore will not be
eligible for the work authorization options for F-1 or J-1 international students.
What will happen next for people on DACA?
Legally once a person's DACA benefits expire or are rescinded, the person
goes back to being deportable (unless they have some other way to stay in
the US). While the administration has said it does not have a current plan to
specifically target former DACA recipients for deportation, the administration
has authorized ICE officers to deport any and all people in the US who
Many companies, business and community leaders, and immigrant
advocacy organizations, have called on Congress to take action to protect
DACA recipients before the President ends DACA. If Congress acts to protect
DACA recipients, they will likely do so with a bill such as the DREAM Act
which has been introduced in Congress, but never enacted.
Grant Sovern practices in the area of immigration law and is chair of Quarles &
Brady's national immigration practice. Eric Ledbetter is a partner and immigration
attorney specializing in complex business immigration matters for U.S. and global
companies. If you have any questions please contact Sovern at (608) 283-2668 /
firstname.lastname@example.org, Ledbetter at (312) 715-5018 / email@example.com,or
your local Quarles & Brady attorney.
Kerri E. Arnold is an Engagement
Leader based in Richmond, Virginia,
for Newport Group's Compensation
Consulting Services team. She is a senior
certified Human Resources professional,
SHRM-SCP and SPHR, with 20 years
of HR and compensation experience.
For 10 years, Arnold has been an HR
compensation consultant and advisor for
small- and medium-sized businesses,
and also has 10 years of experience as a
corporate HR professional.
5/11/17 2:44 PM