← HR Metrics·Regulatory Compliance
Pay-Floor Affected Jurisdictions Count
Number of distinct jurisdictions with at least one noncompliant workforce record. The "footprint" companion to impacted-headcount — useful for prioritizing remediation effort (5 employees across 5 states is a different operational shape than 5 employees in 1 state).
How it’s computed
COUNT(DISTINCT applied_rule.jurisdictionId) WHERE compliance_status='fail'
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
- wage-compliance spoke contract types (PAT-79): AppliedRule.jurisdictionId, PrecisionTierEnumSchema
What this metric can show you
Pay-Floor Affected Jurisdictions Count can tell roughly 23 pre-built stories — each a designed scene the data either confirms or it doesn’t. Bring your numbers and the Story Finder runs every one of these shapes against them.
specific to regulatory compliance
One group sits apart on a decision that should be neutral
fairness-equity · T1
One population, well-behaved
measurement-health · T1
The differences aren't the story
measurement-health · T1
The system isn't differentiating
measurement-health · T1
Two clusters wearing one chart
measurement-health · T1
universal shapes — any single metric can take these
A few large values are doing the talking
any focus · T1
A one-time event, not a trend
any focus · T1
It doesn't track — the premise is false
any focus · T1
It's concentrated — one group stands apart
any focus · T1
Scenes are pre-built; your data is the toggle. Browse the full deck or watch one play end-to-end in The Quiet Exodus.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“Under this methodology, a federal contractor would fail the tipping point test of internal pay equity if each of the following conditions were found in its compensation data:1.A 5% or larger difference in pay between protected and nonprotected employees grouped by job title;…”
— Compensating Employees Fairlymatch 50%
“If workers and firms “ match and marry” like this according to their preferences, do we really need a government regulation? 4.7.6 Example: Floors in Paid Time Off Let’ s consider an example that illustrates how the HWHFA affects the behaviors of employers and workers. The…”
— Strategic Compensation Talentmatch 49%
“In this case, protected status can be expressed in terms of yes (protected) or no (nonprotected).If both the outcome of the challenged policy or practice and protected group membership can be expressed in terms of a dichotomous variable, then the disparate impact question can be…”
— Compensating Employees Fairlymatch 48%
Resources: Compensating Employees Fairly · Strategic Compensation Talent