...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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...The Equal Pay Act was officially approved on June 10, 1963 as an amendment of the Fair Labor Standard Act, and was to ensure that no employer discriminate based on the sex of the employee, particularly those of the opposite gender, “of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions” (U.S. Equal Employment Opportunity Commission, n.d.). However, the EPA is not inclusive to situations where seniority, merit, and production is being considered. Despite the passage of this law, evidence shows that wage gaps between men and women still exist today. Based on data collected back in 2014, it “shows that women earned 78.6 percent as much as their male counterparts” (Tufarolo, 2016 p. 306). These numbers are quite startling in considering how much...
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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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...Right now, the unfortunate truth in America is that men and women are not receiving equal pay. An issue since the 1960’s, pay inequality based on gender still seems to an issue running rampant in today’s business world. While many people believe that equal pay is a must for men and women, there are many reasons why bridging the pay gap would hurt the economy, thus actually reeking more havoc than gender pay inequality ever has. Pay inequality is a major issue for many that remains in the forefront of the news. Pay inequality, otherwise known as the pay gap was brought to light in 1963 when the Equal Pay Act of 1963 labor law was amended to abolish wage disparity based on sex (“The Equal Pay Act: Equal Pay for Women”). While this amended law...
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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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...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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...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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...Case Study: Pomodoro, Inc.: Food and Beverage industry. USA employment related Laws and Regulations which includes Anti- sexual harassment and a comprehensive interpretation of the laws as they apply to Pomodoro, Inc. Introduction: Pomodoro, Inc. will need to become familiarized with the employment laws and regulations that are governed by the United States Department of Labor and the United States Equal Employment Opportunity Commission. This paper will give a summary of each law or regulation. This position paper is going to brief the audience globally on the USA employment laws and regulations but not limited to Sexual harassment, Wage and Salary Legislation, Recruitment, Interviewing, Affirmative Action, Equal Employment and the ADA. This paper will go over the history of a few of the important acts that have been passed over the years to protect employees in the United States. It will also discuss the major protections that these acts provide and who are eligible for that protection. Now that the Pomodoro, Inc. is now a global business environment, the working individual overseas are relying on paid work, to make a living, and for the social and economic wellbeing of the community where they live, and encouraging more and more people, organizations, even nations to concern about the employment relationship. ('UK'). What is Employment Law and why is it important? Employment laws are put into place to protect employees from any mistreatment by their employers...
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...This case study is submitted in partial fulfillment of the requirements for the completion of MGT412 Touro University International College of Business Administration Module 1 INSTRUCTOR: The Women VS. Wal-Mart Gender or “sex-based” discrimination has been in existence for the past two decades. Many companies, employers, and analysts would argue that gender discrimination claims are exaggerated or taking advantages of the fact that so many pursue claims against companies. Most gender or “sex-based” discrimination claims are based on job promotions that were denied, unprofessional comments that were said to them or even something as simple as poor treatment in the workplace. In the paper I will be covering what legal statute(s) gave the EEOC the jurisdiction to prosecute the case, some new information concerning Wal-Mart since the start of the class-action suit and how private-sector organizations can help protect themselves from future claims of illegal discrimination. Federal laws were passed in the 1960s to help women have equal treatment within the workplace and are enforced by the Equal Employment Opportunity Commission (EEOC). Two specific federal laws that I want to bring up are the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964. The EEOC were given jurisdiction to prosecute Dukes vs. Wal-mart case based off of those laws. Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 1981 et seq., (Title VII) and the Equal Pay...
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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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...Final Draft Gender Discrimination DeVry University Gender Discrimination against Men The one question I will ask is: Why is discrimination against men left unseen or barely heard? Gender discrimination in the United States has not changed. Gender Discrimination has been a big issue for years, and it does not only affect women. This is an ongoing issue that affects the world. Gender discrimination is mostly paid attention to when a woman is being discriminated against. Though I am a woman, I care very deeply about Gender discrimination against men. The intended audience is people in the professional field of education. This includes but is not limited to professors and university administrators. My secondary audience will be intended for other men who feel they were discriminated against. The article I chose is about Gender discrimination against men. In the articles I read, I found a lot of interesting information: Christopher Niebauer was a psychology professor at Slippery Rock University in Pittsburgh, Pa in 2000. He filed a complaint against the Psychology department claiming that he had been discriminated against, because he was a male. The article also highlighted the problems that were going on in the campus offices. It also stated he was being bullied at work and basically was pushed to the side. He filed the proper complaints, and it was all ignored even down to him filing a lawsuit. (Lord, 2014) The psychology professor claimed that he filed the complaint with...
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...Carter Cleaning Centre Case Study 1.This is not true for some reasons. Irrespective of who is hired, once the process violates equal employment law, Jack can be accused of discrimination. Jack was wrong in not orientating his mangers on Equal Employment Opportunity, what to do or not to do to employees and new hires .In the case study; female applicants were asked questions about childcare whereas male applicants were excluded. Applicants from minority populations were also asked questions about credit and arrest records while non-minority applicants were not asked. Other discriminatory issues in the company include lower payment for older employee with more experience compared to what is being paid younger employees for the same amount of job as well as reports of sexual advances towards women by a store manager. Discrimination was made towards a 73 year old worker who had worked with the company for more than 50 years but collects less pay than employee doing same job and of lesser age. Such action is unlawful under the Equal Pay Right of 1963. Discrimination exists in the company with respect to hiring and employee management. They discriminate against colour, sex, age and payment. With respect to colour, 3 white males and 3 white females were appointed as store managers. For sex, the interview process was sex biased by asking some questions from female applicants and not asking the male counterpart...
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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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... Our hypothesis is that the wage and salary policies of ABC Company are administered ethically and legally across all units of the company. Is there pay equity and discrimination among women and men in the workplace? Congress passed anti-discrimination legislation including the equal pay Act of 1963. Women are still struggling for equal pay in the workplace. According to the Labor Department data show that for 35 to 44 year olds, the earnings ratio of women and men rose from 58 percent in 1979 to 77 percent in 2006 (Labor Department 2006). After researching, the Institute for Women’s Policy Research 2014, states the change in wages for women equal pay is a slow process and it will take nearly fifty years for women to reach the pay as men. The Institute for Women Policy also express that women earn less than men in almost any occupation (Institute for Women’s Policy Research 2014). “A significant wage gap is still with us, and the gap constitutes nothing less than an ongoing assault on women’s economic freedom,” declared U.S. Rep. Rosa L. DeLauro, D-Conn. (Thomas J. Billitteri, 2008, pg.243) As we look at Wal-Mart one of the largest retail giant that was sued for sex discrimination filed by Betty Dukes, and other female Wal-Mart employees for pay, promotions, and job assignments in violation of the Civil Rights Act of 1964....
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...individual or group of individual employees differently, based on their gender, whether female or male. 5 Although gender discrimination in the work environment is a problem for a wide range of people, and all gender types, the most prevalent amount of gender discrimination is aimed at women. Discrimination against women In the history of the United States and other countries, women have predominately been seen as second class citizens. Women have had to fight for the right to vote, the right to have their own identities outside of the home, and ultimately, women have had to fight for their place in the work environment. This struggle still exists today, even after women gained the right to vote and even after the renowned Civil Rights Act was passed. Although the hurdle that is gender discrimination has vastly changed since the 1950’s and 60’s, it is important to understand that discrimination has a presence in today’s society. • The median annual earnings of a female high school graduate were 26% less than that of her male counterpart. 4 • The median annual earnings of a woman with a bachelor’s degree was almost 25% (or on average $16,058) less than that of a similarly qualified man. 4 • Women are more likely to complete graduate education. A woman with a master’s degree earned 25% (or on average $19,250) less than a man with a master’s degree. Women of Color The protection against discrimination given to African American women under the law is often defined, not in...
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