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People & payroll
EPA · Title VII · state laws

Pay Equity Audit. Find gaps, fix them, prove it.

The federal Equal Pay Act + Title VII + state laws (California Fair Pay Act, Illinois Equal Pay Act, Colorado Equal Pay for Equal Work, NY Equal Pay) all prohibit pay disparities based on gender, race, or other protected class for substantially similar work. The right defense: a privileged statistical audit + remediation. We run a regression-based audit controlling for legitimate factors (level, tenure, performance, geography), identify unexplained disparities, recommend adjustments, and document the process in a defensible report.

All 50 states + DC 60-day money-back SOC 2 Type II
How it works

How we handle Conservation Easement, end-to-end.

A conservation easement is a permanent restriction on the use of land, typically donated to a qualified land trust to preserve the land's natural or open-space character.

1

Eligibility review

Land must have conservation value: scenic, ecological, historic, open-space, or recreational. We assess whether your land qualifies. Most rural and undeveloped properties do; urban properties rarely.

2

Land trust selection

Donation must be to a qualified land trust (501(c)(3)). We refer to local and national land trusts (Land Trust Alliance, The Nature Conservancy, regional trusts). They accept the easement and hold the restriction in perpetuity.

3

Engineering + appraisal

Engineering work documents the conservation value. Qualified appraisal determines diminished land value (the deduction amount). IRS scrutinizes appraisals; we use highly credentialed appraisers with conservation easement experience.

4

Legal documentation + closing

Easement document recorded with county recorder. Permanent restriction runs with the land. Donor receives appraisal-supported deduction. Coordination with attorney specializing in conservation easements.

What we'll set up for you

A clean handoff, in four steps.

You give us the basics. We handle the state, the IRS, and the compliance clock so you can focus on the business.

01 · Name + Brand

A name that's actually available.

Real-time check against the state register, USPTO trademark database, and matching domains.

02 · State filing

Filed with the Secretary of State.

We submit your Articles, pay the state fee on your behalf, and return the stamped certificate.

03 · Federal IDs

EIN + the right tax setup.

Federal Employer ID with the IRS, plus state tax accounts when your business needs them.

04 · Stay compliant

Registered Agent + deadline tracking.

Your agent on file in every state, with every renewal and annual report tracked in one calendar.

Pricing

Transparent conservation easement pricing.

Government fees pass through at cost. No upsells.

Statistical audit only

$2,499
Quantitative findings

Quantitative audit + report. Includes regression analysis, identified gaps, statistical significance. Excludes remediation plan + counsel review.

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Audit + litigation defense

$8,499
If suit threatened

Standard + privileged expert report + deposition prep + litigation expert witness. For companies with active EEOC charge or threatened class action.

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FAQ

About the Conservation Easement Service.

What laws require pay equity?
Federal: Equal Pay Act of 1963 (gender), Title VII (race, sex, religion, national origin, color), ADEA (age), ADA (disability). State: California Fair Pay Act + SB 1162, Illinois EPA + reporting, Colorado Equal Pay for Equal Work, NY Equal Pay, Washington Equal Pay + Opportunities Act, Oregon Equal Pay. Multi-state employers must satisfy strictest.
Why does attorney direction matter for privilege?
If HR runs audit and finds disparities, findings = business record, discoverable in any future lawsuit. If counsel directs audit (with HR as data source), findings = attorney work product, generally not discoverable. Massive difference in litigation exposure.
What if we find gaps?
Fix them. Targeted adjustments (raises for under-paid employees in protected class), NOT cuts. Document the process: identified gap, control variables tested, decision rationale. Demonstrates good faith if audited later.
How big a gap is too big?
Statistical: anything > 2 standard deviations from zero (95% confidence) suggests something beyond chance. Material: 5%+ gap in pay-band-adjusted terms typically warrants action. Even < 5% gaps often remediated as policy matter.
Do we have to disclose findings?
Generally no - pay equity audit findings are not publicly disclosed (except some state filings for company-aggregate stats). Internal remediation does not require employee notification (though many companies notify affected employees as part of corrective process).
Does this cover salary band transparency / pay range disclosure laws?
Different but related. Colorado, NY, Washington, California require pay-range disclosure in job postings. We can layer compliance + audit work for clients with both needs. Salary band transparency typically precedes / follows pay equity audit.
Why File.Business

Premium compliance, no service-fee markup.

Trust you can verify

SOC 2 Type II audited platform. 220,000+ businesses served. 60-day money-back on service fees. State fees passed through at cost with no hidden markup. Explicit AUP on restricted industries.

A compliance partner, not a transaction

Most providers go quiet after checkout. We auto-track every annual report, registered agent renewal, and license deadline across your entities. The Business OS dashboard keeps your compliance score visible year-round.

Premium experience competitors cannot match

Premium positioning, transparent pricing, no service-fee markup on state or federal filings. Premium positioning, transparent pricing, no service-fee markup on state filings.

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