Case Study: Direct Violation Of Equal Pay Act

I would look to see what wage increases were done in the history of each employee; I would do this to see if all employees in each department were equally paid within the guidelines of the Equal Pay Act “the EPA requires employers to pay men and women equally for performing the same work” (Thorne, Ferrell, & Ferrell, 2011). I would then see when the last evaluation was done on each employee; I would check to see if any pay increases were done; I would inspect this to be sure each employee was fairly evaluated based on their job responsibilities. To get everyone in compliance, I would also compare the compensation of other firms to ours to be sure we are being fair to our employees.

An important federal employment law that all employees and employers should be aware of is the Equal Pay Act of 1963. As conversed in week nine of class discussion and video lecture, the Equal Pay Act of 1963 ends wage disparity based on sex. The main goal of this act was to ban discrimination in wages, benefits, and pensions based the gender of an employee in any place of employment. Women traditionally earned less than men for doing similar work. The United States has had a long history of knowledge of unequal pay between men and women, but it was not until around World War II that the problem arose and women started fighting for their rights on this issue. Women have tried passing several bills to help close this pay gap throughout the 1950’s, but ended up in failure.

The Equal Pay Act set in the United States in 1963 is a labor law removes the wage inequality between men and women. This was a law that was specifically designed so that everyone is required to be paid the same amount. If a man and a woman are both working the same job title in the same work place there should not be any difference in the amount of pay received. The creation of this law was much more important than many people realized, because women were completing the same jobs but offered less money because of their gender and not quality of their work.The sole purpose of the equal pay is give women the same ability to make a living as a male, which closes the gender pay gap and keeps women for being paid 78 cents on a dollar. This pay act helps hold the employer accountable for making sure no one is not being compensated for things in their job description. In this paper I will speaking about The EEOC Sues Checkers and the Phillips V. Marietta Corp which are two specific cases that shows how people have been discriminated against because of their gender, this highlights the importance of The Equal Pay Act and what it actually stands for.

Women have made significant strides in society, proving themselves to be as capable as men in the workforce. However, while women are making equal contributions, men and women are not earning equal wages. Even though the Equal Pay Act was established in 1963, women continue to earn lower wages than men over half a century later. This inequality not only affects women as individuals but has a detrimental effect on the national economy. The gender wage gap in the United States should end because it is unjust; correcting it would have social and economic benefits for the U.S.

It is the year 2016, the United States has had its first African American president, gay marriage is legalized, and women and men are supposedly seen as equals in the workplace and educational institutions. It is important to note that while steps to equality have been made through the Equal Pay Act and Title IX, gender discrimination is still prevalent in society. The NCAA reported since 1988, in the 2007-2008 academic year, institutions yielded a net gain of 2, 342 women’s teams added to varsity rosters (Pickett, Dawkins, Braddock, 2012). There are now more than 174,000 female collegiate athletes thanks to Title IX (Koller, 2010). Though there has been a substantial increase in female athletic participation, this number is still nowhere near the participation of male athletes. Many women still do not participate in sports due to discrimination and the concept of equality in Title IX could potentially affect women’s interest in athletic participation.

The White House in 2010 created the Equal Pay Task Force to implement the original Equal Pay Act of 1963. This task force has been conducting education efforts, building infrastructure, and enforcing the Equal Pay act in both the private and public sector. In all of its efforts this task force has been very involved and successful in all of its strategies to cease income inequality. However, is it enough? I think based on its results this government task force is doing a proficient job in ending pay discrimination.

One problem that Americans are facing is the inequality between men and women, whether it is in everyday life or in a professional atmosphere. One step that has been taken toward equality was introduced with the Equal Pay Act of 1963, signed by President John F. Kennedy. This law was the first affecting the amount of job opportunities available for women and allowing them to work in traditionally male dominated fields. On the outside, this would sound like a solution where nothing could possibly go wrong, but it is not.

If an employer violates the Equal Pay Act, it is ethical that they go directly to court. In order to take a case under this Act, “the Secretary must show that an employer pays different wages to employees of opposite sexes” (FindLaw). Once the Secretary of Labor takes the case to court with all the information needed to

EEOC was created from the Civil Rights Act of 1964. This act addressed discrimination in employment, voting, public accommodations and education. Congress passed the Equal Employment Opportunity Act of 1972 because congress found widespread discrimination in both private and public sectors. Congress relying on conciliation and voluntary compliance was inadequate. The major provisions of this act were EEOC received litigation authority to sue non-governmental "respondance" employers unions and employment agencies; EEOC could file pattern or practice lawsuits; Title VII coverage was expanded to include the federal government and state and local governments, as well as elementary, secondary, and high educational institutions; the number of employees

The Equal Pay Act of 1963 is a federal law that amends the Fair Labor Standards Act of 1938. The EPA was designed to rid the work for of the imbalance of wages due to the gender of an employee. This law was proposed because it was the consensus of voters that determining an employee's based on their sex versus their skills was unethical. The EPA was signed into law one full year before the Civil Rights Act of 1964

Everyone has justice, but those who have more money, have more justice. Since the early 1900s, there has been an intense push to punish as a way to address crime. From 1990-2005, a new prison was created every ten days in the United States. As our country continues to pushes for the construction of new prisons, not just to house criminals, but for means of profiting and stimulating the employment rate, justice is lost along the way.  The Equal Justice Initiative group continuously tries to counteract this problem by fighting for the freedom of those falsely accused or cruelly punished. The case that essentially started Equal Justice Initiative was Walter McMillian. He was convicted and sentenced to death for the murder of a young white woman in Monroe, Alabama. He was held on Death Row prior to actually being

The Equal Pay Act doesn’t directly affect interviews, however gender discrimination, the basis for the Equal Pay Act, does show up in interview settings, and more specifically, in the hiring process. A prospective employer could ask a female job candidate about child care arrangements, or if she plans to get married and start a family. Both of these could be considered discriminatory if the interviewer rejects the candidate based on her answers.

The act caused a maximum amount of the women to get paid a similar amount of money as men did. It depended on how much the women worked and if they worked the equal amount as the men. The act caused the pay gaps between men and women to drop majorly. The EPA of 1963 states that gender difference should not cause the women to be payed less than men if they are doing the same job. “The employer must pay the women and men in the same job, the same amount of hourly pay, hours they work, and the conditions of work” (The Equal Pay Act of 1963). “EPA of 1963 was signed into law on June 10,1963 by president John F. Kennedy as one of the first federal anti-discrimination laws that had postmarked the wage difference based on the

Throughout history, discrimination of all forms has been a constant issue. These forms of discrimination include race, gender, religion, beliefs, appearance or anything else that make a person different from the next person. One major discrimination issue that is constantly being dealt with in the world takes place in the work place, equal pay. Women, who work equally hard and are equally trained and qualified as men, are not paid equally to men. This has been an ongoing problem for decades. Studies have proven that African-American women and Latina women make less than 64 cents to every dollar of their male counterparts. The Equal Pay Act of 1963, which became a law in 1963, requires that men and women who do the same job in the same organization should receive the same pay. Many exceptions to the Equal Pay Act have been made though. Some of these exceptions include having seniority, having greater a quality or quantity of production, different factors such as paying extra compensation to overnight workers or less compensation to part-time and temporary workers, and having a better or different job.

Sadly, she is still paid less than the men at her job. If she is truly one of the best employees then she should be given a raise instead of being awarded less cash. It is illegal to not hire someone based on their race, yet it is legal to pay a woman less due to her sex. It should be clear to everyone that women are treated poorly and unfairly in the workplace everyday.