Equal Pay Act Equal Pay Act, which was introduced by the Unite States, was intended to prohibit discrimination of sex in the payment of wages by employers. Nowadays, when designing the internal alignment piece of compensation program, we should pay more attention to the law. Personally, I believe that Equal Pay Act plays an indispensable role in designing the salary program and the reasons are as fellows. First and foremost, the importance of Equal Pay Act largely lies in that it plays
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Research the Equal Pay Act of 1963: why is it important to know this law when designing the internal alignment piece of your compensation program? The Equal Pay Act (EPA), “which is part of the Fair Labor Standards Act of 1938, as amended (FLSA), and which is administered and enforced by the EEOC, prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, effort and responsibility under similar working conditions”
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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
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Yes, this is a direct violation of the Equal Pay Act. The Equal Pay Act states that no matter the gender of an individual, they must be a comparable salary if the job being performed is similar in nature and in terms of “skill, effort, responsibility and working conditions” (Bethel, 2013). Ms. Kate clearly outlines that she has not only has seniority over her male counterparts but holds licenses and other credentials that should place her in a higher pay bracket. Moreover, she has the ability
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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
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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
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worth means getting the same amount of pay for jobs of equal value in an organization. This is completely different from the concept of “equal pay” which means that workers who perform the same duties with the same job title get the exact same wages. Comparable worth is a recognized strategy for determining job compensation. If an organization is going to put a specific value on a function, it should also put the same value on other functions that are of equal importance. Comparable worth remains an
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women equal. That is definitely still not the case. Research shows that although women can do all of the same jobs that men can do, women are still paid less than a man even if it is for the same job. There are speculations on why women make less money, some say it is because men are the providers for their family, or because many women don’t work full time because they have a family to take care of at home. There is also other research about racial discrimination playing a role in the pay gap as
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their rising career, which prevents them from reaching the top of an organization or making it difficult to get there. Even though we have come a long way from how it was fifty years ago it’s undeniable that women still today are not accepted as an equal. Most women seem under-represented in upper management levels in many companies and getting paid less for the same work done by men. This paper will examine some of the obstacles that women have to face during their climb on the corporate ladder and
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Gender Pay Gap." Harvard Business Review. Harvard Business Review, 02 Dec. 2014. Web. 08 Oct. 2015. 2. What We're Watching in the Gender Wage Gap. (2010, September 1). Retrieved October 8, 2015. 3. Neale, M. (2015, June 29). More Reasons Women Need to Negotiate Their Salaries. Retrieved October 8, 2015. 4. Maatz, L. (2014, April 5). The Awful Truth Behind the Gender Gap. Retrieved October 9, 2015. 5. Smith, K. (2014, April 10). The Gender Pay Gap Is Just the Beginning of America's Pay Inequity
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