![]() Pay differentials are permitted when they are based on seniority, merit, quantity or quality of production, or a factor other than sex. Separate work sites can be considered part of one establishment. For example, if a central administrative unit hires employees, sets their compensation, and assigns them to separate work locations, the In some circumstances, physically separate places of business may be treated as one establishment. An establishment is a distinct physical place of business rather than an entire business or enterprise consisting of several places ofīusiness. The prohibition against compensation discrimination under the EPA applies only to jobs within an establishment. This encompasses two factors: (1) physical surroundings like temperature, fumes, and ventilation and (2) hazards. Minor difference in responsibility, such as turning out the lights at the end of the day, would not justify a pay differential. For example, a salesperson who is delegated the duty of determining whether to accept customers' personal checks has more responsibility than other salespeople. The degree of accountability required in performing the job. As a result, it would notīe a violation to pay that person more, regardless of whether the job is held by a man or a woman. ![]() That job requires more effort than the other assembly line jobs if the extra effort of lifting the assembled product off the line is substantial and is a regular part of the job. The person at the end of the line must also lift the assembled product as he or sheĬompletes the work and place it on a board. 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 jobsĬould 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 It is job content, not job titles, that determines whether jobs are 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 andīonus 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. Of 1964, the Age Discrimination in Employment Act of 1967, and Title I of the Americans with Disabilities Act of 1990. Equal Employment Opportunity Commission: the Equal Pay Act of 1963, Title VII of the Civil Rights Act 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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