For example, suppose that men and women work side by side on a line assembling machine parts. The amount of physical or mental exertion needed to perform the job. For example, two bookkeeping jobs could be considered equal under the EPA even if one of the job holders has a master's degree in physics, since that degree would not be required for the job. The issue is what skills are required for the job, not what skills the individual employees may have. Measured by factors such as the experience, ability, education, and training required to perform the job. Each of these factors is summarized below: Specifically, the EPA provides that employers may not pay unequal wages to men and women who perform jobs that require substantially equal skill, effort and responsibility, and that are performed under similar working conditions within the same establishment. It is job content, not job titles, that determines whether jobs are substantially equal. The jobs need not be identical, but they must be substantially equal. The Equal Pay Act requires that men and women be given equal pay for equal work in the same establishment. All forms of compensation are covered, including salary, overtime pay, bonuses, stock options, profit sharing and bonus plans, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and benefits. The law against compensation discrimination includes all payments made to or on behalf employees as remuneration for employment. Equal Employment Opportunity Commission: the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and Title I of the Americans with Disabilities Act of 1990. The right of employees to be free from discrimination in their compensation is protected under several federal laws, including the following enforced by the U.S.
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