#WISHRM23 Speaker Spotlight: Kayla McCann

As a part of the WISHRM State Conference SMILE Team, I have the opportunity to connect with speakers and exhibitors and learn more about what to expect at the upcoming conference.

Today, I spoke with one of the WISHRM23 Speakers, Kayla McCann, about her "How Transparent Are Your Pay Practices," session on Friday, October 13th, at 10:00 AM CST.

Q & A with Kayla:

1. Who should attend your session?

Anyone and everyone who deals with pay practices, employee recruitment or employee retention should consider attending. Pay transparency is a “hot topic” in the employment law realm right now, but the discussion will not only discuss new or changing laws. We will also discuss why someone in Wisconsin – a state that does not currently have a pay transparency law on the books – care about this issue and projected trends. This is an issue that touches all employers, regardless of size or industry. I truly believe most professionals attending could gain some excellent knowledge from the pay transparency session.

2. What is something you hope all attendees will learn in this session?

I hope all attendees will learn why transparent pay practices are important, even if pay transparency are not strictly required in a state where he or she works. Pay transparency is a tool that employers can use to impact their work cultures and improve their employee recruitment or retention. Additionally, it something that employers and HR should be thinking about as the workforce becomes younger. This is an issue that is important, especially to the younger generation of workers. It is not a matter of simply pay gaps and protected concerted activity – it is an expectation from employees.

3. Is there anything you want attendees to know about you?

This is my first time presenting at a state SHRM conference. I am excited to present!

4. What makes you passionate about this topic, and why should others be passionate about it?

Pay transparency is important because it touches so many parts of employment practice, from wage and hour issues to discrimination to NLRA considerations. Setting the legal nuances of pay transparency aside (which are incredibly important for all employers to know and consider and should not be minimized), pay transparency is important to employees. Pay impacts employee’s livelihood and should be a concern of all employers, regardless of where they are located and what laws apply to them. Having strong pay transparency practices and awareness can have such a positive impact on employers and workplaces.

5. As an HR Manager with employees in 25+ states and 3 countries, I know firsthand that keeping up with the changing laws can be overwhelming, to say the least. What resources do you recommend to help HR professionals like me stay up to date on pay transparency changes?

Shameless plug time: have a great employment lawyer with multi-state expertise or resources! Multi-state employers are constantly juggling different requirements for different jurisdictions – it is virtually impossible to be on top of new and changing laws, much less have confidence or expertise about compliance. Having a strong bench is crucial to allow multi-state HR professionals ensure they are complying with varying – and sometimes, competing – laws. At Ogletree, not only do we have 55 offices located in 32 different states (meaning, we can absolutely set you up with someone to answer any and all questions about new employment laws), we also have tools that allow clients to know about laws that will impact them through our Client Portal, and share timely blogs and news alerts about changing or new laws. Outside of this, I find the best way to keep up is just setting up news alerts for laws that may impact you in any jurisdictions where employees are working.

6. What are you most looking forward to at WISHRM23?

I am really looking forward to interacting with new people who I haven’t met before and answer any questions I can about pay transparency or any other employment question that arises.

7. Are there any additional things you wish for Wisconsin HR professionals and people leaders to know?

The law is a service profession and my job is to make other people’s lives easier. As an employment lawyer, that means I do what I can to assist employers and HR Professionals breathe a little easier. Any opportunity to so for Wisconsin HR professionals and people leaders would be a privilege. I hope to meet many of you later this week!

Meet Kayla:

Kayla takes a client-based approach to her work, striving to understand the client’s unique business needs and tailoring a strategy that results in the best possible outcome for the client. She is a litigator who successfully advocates for employers before state courts, federal courts, and administrative agencies. She defends employers against allegations of discrimination, harassment, and retaliation. She also has experience in handling litigation related to trade secrets, unfair competition and restrictive covenants (including noncompete, non-solicitation, and confidentiality), disability and accommodations, leaves of absence, and reductions in force. Kayla also proactively assists employers on a variety of personnel and compliance issues. Her experience includes drafting and developing employment policies and procedures, tailoring restrictive covenant agreements, and drafting severance agreements. She also creates and delivers training programs on compliance issues for employers.

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