Equal pay

I want the multiple job options that men have, I want equal pay. I want to be a president or Supreme Court judge or CEO without twice the usual sacrifice and privilege and sheer luck- I want to see myself mirrored in the corridors of power, to be considered driven and dedicated not unscrupulous and self-serving. 

Since the adoption of the FLSA in 1938, there have been few modifications to the original act and regulations. Other pieces of federal legislation have been passed to safeguard against discrimination in employment and pay practices, such as the Equal Pay Act of 1963 (amended in 1972), the Civil Rights Acts of 1964 and 1991, and the Americans with Disabilities Act. 

Better The Colorado Women s Party is working to ensure the benefits of equal pay for equal work for both males and females in our state. [This tells who will benefit and how—clearly defining the thesis.]... 

Diversity management is a North American concept instigated by the Equal Pay Act of 1963 and the Givil Rights Act of 1964 (Bell, 2012 Ellickson, 2001) and accelerated by scholars who have successfully framed diversity in a business context (Gox, 1993 Ely Thomas, 2001 Thomas et al., 2002). The concept has been... 

Within the wage and hour area, safety professionals should be aware of the Equal Pay Act of 1963, which is an adjunct to the ELSA. This law addresses discrimination in wage rates based on the sex of male and female employees doing jobs that require equal skills, efforts, and responsibilities and performed under similar working conditions, unless the company or organization can justify the difference through one of the exceptions. Safety professionals should be aware that in 1978, the administration and enforcement of the Equal Pay Act was transferred from the U.S. Department of Labor to the Equal Employment Opportunity Commission. ... 

Safety professionals should be aware that although the term equal is used in the Equal Pay Act, the courts have interpreted this term to mean substantially equal and not identical. Specifically, the courts have evaluated the four areas or standards of skill, effort, responsibility, and working conditions to determine whether or not a company or organization is in compliance with this law. Safety... 

Ledbetter s paycheck accrual rule is also not supported by either analogies to the statutory regimes of the Equal Pay Act of 1963, the Fair Labor Standards Act of 1938, or the National Labor Relations Act, or policy arguments for giving special treatment to pay claims. Pp. 2176-2178. 

FN8. Under the EPA 29 U.S.C. 206(d), which is subject to the Fair Labor Standards Act s time prescriptions, a claim charging denial of equal pay accrues anew with each paycheck. 1 B. Lindemann and P. Grossman, Employment Discrimination Law 529 (3d ed.l996) cf 29 U.S.C. 255(a) (prescribing a two-year statute of limitations for violations generally, but a three-year limitation period for willful violations). 

Acquire an understanding of the claims process, defenses, and remedies under the Equal Pay Act. 

Safety professionals should be aware that the Equal Pay Act only prohibits wage differentials for equal job functions based only on sexual differences. Wage differences based on other factors such as merit pay, incentive pay, in accordance with a seniority system, shift differentials, or training programs are usually outside of the requirements of the Equal Pay Act. Safety professionals should also be aware that the Equal Pay Act requires all documents related to the payment of wages, wage rates, job evaluations, merit and incentive pay systems, seniority systems to be maintained for a period not less than two years. ... 

A good method for safety professionals to consider when ensuring compliance with the Equal Pay Act is the Splendid Approach identified next, which was assembled for private sector employers ... 

Different than other antidiscrimination laws, safety professionals should be aware that an employee may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or with the EEOC.t However, safety professionals should be aware that the EEOC will conduct the investigation and gather the documents from the employer and other sources regarding the wages, hours, employment practices, conditions in order to determine whether or not a violation of the Equal Pay Act has occurred. Safety professionals should also be aware that the EEOC may request to inspect the company s operations, conduct interviews of anployees and acquire copies or take notes from various company documents which may be on file at the company or organization. ... 

Safety professionals should also be aware that the Equal Pay Act is different from other antidiscrimination laws in that an employee may file an action in both... 

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