The Lilly Ledbetter Fair Pay Act of 2009

With this new legislation, I have been asked to track on each salary change (pay proposal) what the valid "affirmative defense(s)" were used as part of the salary change (or initial salary for new hire).  Under the new law typically Pay differentials are permitted when they are based on seniority, merit, quantity or quality of production, or a factor other than sex. It is the employer's burden to prove that the affirmative defenses apply. What are other companies doing to manage the associated risk of pay change discrimination?