...According to the Equal Pay Act of 1963 states she would need to prove all of their jobs are substantially equal in effort, skill and responsibility while under the working conditions that are similar. So she would need to find someone with similar responsibilities, education, and experience and compare their wages to hers to determine if the employer has violated the Equal Pay Act or not (Perry, 2004). Since the one male with Ph. D. has a higher degree than hers but she has more experience than he does also she does supervise the graduate student interns but he does not so in many ways their jobs are not the same. Besides his Ph. D. could be in forensic science or in the mental health field she did not give that information in the letter so...
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...variations with the “Equal Pay Act”. The thoughts and ideas of discrimination against those of different genders and how they relate to the pay scale. Being based on experience and time on the job plays a major part in the role of individuals involved in the working environment. Exploring the ideas and concepts behind this act and how it has transformed over a course of 50 years. Looking at real cases and even scholarly articles from individuals such as Christina Hoff Summers. Keywords: Equal Pay Act, Gender, Male and Female There are many laws that have prohibited individuals from being able to do certain things. One of the main things that we have seen throughout our time is the idea and concept that laws are not always for the people. When it comes to working a job, many people will focus on experience, education and previous job training that an individual has held to determine their pay. However, we have seen other issues that do not even apply to that. The “Equal Pay Act” was created so no one in the working lifestyle would be or could be discriminated against for any reason pertaining to the job and their pay. In a world full of opportunities, no one expects to go into somewhere and not receive the correct pay due discrimination which is illegal and unfair in many aspects of life. The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. (http://www.eeoc...
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...Equal Pay Should Be The Only Way! The issue of equal pay between genders is still a problem in today’s society. Not to mention the argument of equal pay between genders of different ethnicities and minorities. The unfairness in this is, no matter the age, a white man is paid much more than a black or Mexican man. A white woman is even paid more than both ethnic genders. A women of color is paid less than their male counterpart, not to mention the gaping wide wage gap between women of color and a white man. The many factors leading into why the wage gap exists or still exists is that men are stronger, and deserve bigger salaries. This is the main idea of sexism, and that women should earn less than then men. When in some cases, the women have...
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...and compiled within this literature review will attempt to support and prove that discrimination still exists today. The laws and regulations enacted within the United States to protect employees from the discriminatory practices of employers and whether they are adequately enforced will be discussed at length. Introduction There are thousands of discriminatory cases each year brought against corporations and employers by their employees and/or formal employees. The discrimination against individuals on the basis of gender is most prominent within the employment process, but also exists in the workplace after the acceptance of employment. Gender has been the subject of workplace discrimination and litigation for many years and recent data indicates that this trend is continuing. These types of discrimination are spread widely to include the assignment of roles, responsibilities, pay rates, and promotions just to name a few. The laws that were enacted in the U.S. in an attempt to discourage employers from participating in these types of discriminatory practices came about with the establishment of the Equal Employment Opportunity Commission (EEOC). The purpose of the EEOC is to enforce the laws and investigate allegations pertaining to...
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...When it comes to developing strategic pay plans it is important to have a good understanding of some basic factors to determine pay rates. Employee compensation is “all forms of pay going to employees and arising from their employment” (Dessler, 2013, p. 352). According to Dessler (2013), it consists of both “direct financial payments and indirect financial payments.” As we explore the case study of Acme Manufacturing, we will see the salary inequities and the struggles that the newly appointed president, Joe Black, has to go through to fix those issues. In an article titled “Fair Pay or Power Play?” Shin (2013) reported that “pay inequity provides strong motivation for CEOs to restore equity.” For this case, I will identify some issues and recommend some plans to resolve the salary inequities in the Acme case. Some key issues that existed within Acme Manufacturing were: lack of individual equity, internal equity issues, no pay structure for salaried employees, and lack of legal considerations in compensation. Equal Pay Act of 1963 (EPA) “makes it illegal to pay different wages to men and women if they perform equal work in the same workplace.” (“Laws Enforced by EEOC,” n.d.). With the previous president, Bill George, salaried employees bargained their pay. Joe Black identified that there were female supervisors that were earning less than male supervisors. Ultimately the underlying issue was management failed to create a compensation plan that aligned with a reward strategy...
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...average in terms of equal pay. It is a battle that continues to be fought daily; countless court cases and proposals to enact legislation. The gender wage gap in the United States, unbeknownst to many, exists and is affecting nearly half of the workforce. While there has been progress, such as the Equal Pay Act of 1964 and the Lilly Ledbetter Fair Pay Restoration Act, women still only earn approximately 77 cents to a man’s dollar. There are many common excuses as to why the wage gap between men and women exists but several studies and extensive research reveal that women are simply paid less than their male counterparts working in the same position. Recent legislation has failed...
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...supervisor • None of the above. 4. Because in most organizations there is a hierarchy of goals, employee performance standardsshould ________. • make sense in terms of the broader organizational goals • be standard • be decided by the top executive • All of the above. 5. Besides the supervisor, which of the following is available to managers as an alternative sourceof performance appraisal information? • the employee • rating committees • peers • All of the above. 6. Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluate Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the________ method of performance appraisal. • forced distribution • alternation ranking • paired comparison • graphic ranking scale 7. To protect against bias claims when using the forced distribution method, employers should ________. •...
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...Equal Equal Employment Employment Opportunity Act of 1972 Opportunity Act of 1972 The Equal Employment Opportunity Act 1972 Introduction I. History a. Presidents i. Franklin D. Roosevelt ii. Harry S. Truman iii. John F. Kennedy b. The act prohibits II. Why the law was created c. Fair treatment III. Who the law benefits d. e. IV. Who the law affects f. g. V. Improvement h. Women i. People with disabilities j. lack of accountability k. negative attitudes VI. Case Studies l. McDonnell Douglas Corp vs. Percy Green m. Four factors n. Morton v Mancari History of the Law There were several different titles passed by different Presidents leading up to the Employment act of 1972. They are as followed in order: * In June 1941, the day before World War II, President Franklin D. Roosevelt signed Executive Order 8802 prohibiting government contractors from engaging in employment discrimination based on race, color, or national origin. * In July 1948, President Harry S. Truman orders the desegregation of the Armed Forces by Executive Order 9981. * In March 1961, President John F. Kennedy signs Executive Order 10925 prohibiting federal government contractors from discriminating because of race and establishing the President's Committee on Equal Employment Opportunity. * In June 1963, Congress...
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...daughters out of the town to get a higher education, including my father; because as girls their role was to get married and have kids. It might sound like this ideology belongs to my great grant parents but sadly it belonged to my me 19 years ago. This is a clear example of how a poor ideology puts women in disadvantage in comparison to men. Women have faced more discrimination since the foundation of our constitution where little by little women have gained some rights but the gap between men and women still exists. In my thesis I am going to talk about events that took place, so women could get the right to vote, the right to make reproductive decisions, the issue that women is currently facing for equal pay, and two groups that are in pro and against the passage of the paycheck fair act. Many rights that women have today are the result of big efforts made by past women leaders who showed their inconformity of not having the same civil rights as men. As Shea mentioned in the book Living Democracy “The nation’s founders simply took it for granted that women need not to participate in political affairs; they were viewed as being destined for such roles in society as cooks, maids, wives and mothers.” Pg153. The framers of the constitution based on this ideology did not include women’s civil rights in the constitution. Many events took place, so women could get...
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...“glass ceiling” that ensures women will only go so far on the corporate ladder (Brayton Purcell 2010). Reasonable basis for discriminating Based on the case study I believe that the company was discriminating against the women with regards to pay. The analysis stated that all women performing the same functions as men were paid about $3.68 less than their counterparts. I know that this study was based back in the 1980’s were it was common for men to make more than women doing the same jobs and discrimination was shun upon at that time and if the employee felt like that there was the door. Also in the office jobs (secretaries) the company had a labor grade system and the office staff which by the way were all women where listed under the labor grade 1 which paid an average wage of $7.05-$10.50 per hour but the women were paid $7.15-$7.35 per hour well below the labor grade. Discrimination is clearly seen here because the organization didn’t pay their women employees the labor grade they had listed. The company needed to understand that yes they were paying women workers far less than the male counterparts and if the women felt like they had a case then a possible lawsuit could be file. Equal Pay Lawsuit/Additional Information I believe that there were grounds for the women employee to file an equal pay lawsuit. Clearly based on the analysis the women of CCP were paid far less and that the company’s...
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...gap of 21 percent? This calls for a change. “Gender pay gap is the difference between women and men’s average weekly full-time equivalent earnings, expressed as a percentage of men’s earnings.” (Work Place Gender Equality, 2016) Some argue that the gender gap can be influenced by societal factors and stereotypes while other ssay that the gap is formed strictly from the differences in education levels and preferred industries chosen after college. The gender gap affects woman of all backgrounds and all ages. This is an ongoing issue from the past and now has become a very evident problem in our modern day society....
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...Imagine working in an occupation where one’s gender is taken into account of their pay. Other factors, including job experience and work ethic are taken into consideration, but gender ultimately determines the final decision. This is how women were disregarded in the past. Even the most experienced women for certain occupations were overlooked when being contrasted to men. For years, women have found themselves at odds over lower pay rates compared to those of men. Although this wage gap has decreased tremendously through the years, there is still a difference of pay rate between men and women today. Regardless of the occupation in question, the wage gap exists and demands to be recognized. The occupational wage gap between men and women...
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...A Study of pay Inequity between Genders Abstract As long as an American woman is putting in the same amount of hours with the same qualifications and experience in the same occupation as an American male, and yet taking home a wage that is any lower, she is not being treated fairly as an equal. Contrary to many arguments, it is unquestionable that a wage gap exists, and while there are various ideas as to the most probable cause, there is no reason why this gap should continue to go uncorrected or unchanged. Our government should take concrete steps to close the gender wage gap because it violates women’s rights and equality. The story begins at a local Radio Shack, it is Friday, payday. As employees open their paychecks, they are awaiting their annual raise. As one employee, Neha opens up her paycheck she finds she has not yet received a raise; she has waited all year for this raise. She is very sad to find she did not receive one. She begins to think maybe she did something wrong. She starts to think back through the year, and cannot seem to come up with any solutions as to why she did not receive one. She worked especially hard that year in hopes to receive a good raise and felt she deserved to be recognized for it. In the break room she overheard her co-worker John bragging to their colleagues about his second raise. Now John is making a dollar twenty five more per hour than her even though they both have been working at Radio Shack for...
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...Case Study: Salary Inequities at Acme Manufacturing When it comes to developing strategic pay plans it is important to have a good understanding of some basic factors to determine pay rates. Employee compensation is “all forms of pay going to employees and arising from their employment” (Dessler, 2013, p. 352). According to Dessler (2013), it consists of both “direct financial payments and indirect financial payments.” As we explore the case study of Acme Manufacturing, we will see the salary inequities and the struggles that the newly appointed president, Joe Black, has to go through to fix those issues. In an article titled “Fair Pay or Power Play?” Shin (2013) reported that “pay inequity provides strong motivation for CEOs to restore equity.” For this case, I will identify some issues and recommend some plans to resolve the salary inequities in the Acme case. Some key issues that existed within Acme Manufacturing were: lack of individual equity, internal equity issues, no pay structure for salaried employees, and lack of legal considerations in compensation. Equal Pay Act of 1963 (EPA) “makes it illegal to pay different wages to men and women if they perform equal work in the same workplace.” (“Laws Enforced by EEOC,” n.d.). With the previous president, Bill George, salaried employees bargained their pay. Joe Black identified that there were female supervisors that were earning less than male supervisors. Ultimately the underlying issue was management failed to create...
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...Objectives: ➢ Students will learn key Human Resource practices as recruitment, selection, training, compensation, performance appraisals and laws that constrain these practices. ➢ Students will come to understand how these practices can be successfully developed and implemented in the context of today’s environment. ➢ Students will develop an understanding of HR importance to an organization and learn about the manager’s role in the HR process Course Requirements: 1. Please come to class prepared to discuss the chapter readings and present a thorough written brief on the assigned cases. Each case must be at least 1 full page in length (12“font). Case studies must be submitted at the beginning of each class. E-mail copies will not be accepted. These cases will be checked for content, grammar, use of examples and must answer the questions associated with each case. Strong emphasis in grading will be placed on individuality and originality. Questions concerning these papers may be presented to the instructor at any time. 2. Final Exam: Students are expected to choose a topic from the fourteen (14) that are listed in the syllabus. Each paper should be at least 10 pages in length and should follow the APA Style of writing (please see the attached examples). To avoid plagiarism, all papers should include in-text citations as well as a reference page. There are no limits to the number of citations used. Students must prepare a PowerPoint for the final presentation...
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