The Equal Pay Act of

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. 

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. ... 

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. 

Be it enacted by the Senate and House of Representatives of the United States of America in Congress assembled, that this Act may be cited as the Equal Pay Act of 1963. ... 

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... 

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. ... 

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. ... 

Section 3 of the Equal Pay Act of1963 amends section 6 of the Fair Labor Standards Act by adding a new subsection (d). The amendment is incorporated in the revised text of the Fair Labor Standards Act.]... 

In the following excerptsfrom the Fair Labor Standards Act of1938, as amended, authority given to the Secretary of Labor is exercised by the Equal Employment Opportunity Commission for purposes of enforcing the Equal Pay Act of1963.]... 

Several other recent pieces of legislation also play an important role in determining the relationship between employer and employee. The Equal Pay Act 1970 (see also the Equal Pay (Amendment) Regulations 1983 introducing the concept of equal value) introduces into all contracts an equality clause stating that where people are employed on broadly similar work with people of the opposite sex then any discrepancy in terms or conditions between them must be equalised upwards unless such differences can be explained on grounds other than difference of sex. The Sex Discrimination Act 1975 and the Race Relations Act 1976 render it unlawful for a person to treat another less favourably on sexual or racial grounds. Any employment variations must be shown to be justified for non-sexual or non-racial reasons. 

Note should also be taken of the Equal Pay Act 1970 which is aimed at preventing discrimination in terms and conditions of employmenf between men and women. It is a complex Act to understand but its main principle is to ensure that where a woman is employed on like work with a man on the same employment she is entitled to the same terms of employment as a man. The most obvious claim by a woman under this Act is that she should be paid at the same rate as a man. Although the procedures for bringing such a claim are complex, fhere have been many Industrial Tribunal cases where this particular point has been argued. 

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