Employee Paid Case Study

Compensation is made up of two primary areas. Those areas are salary administration and benefits. In many companies, payroll is a role within the accounting department. In other companies, payroll is positioned in compensation. Currently, Motors and More consist of one female supervisor and four male managers. Although, Motors and More does not have an issue with providing equal pay, we will make sure the company pays every employee sufficiently. “The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. Job content (not job titles) determines whether jobs are substantially equal. All forms of pay are covered by this law.” (Eeoc.gov, 2015)

Women employees make less than men in the same job position. “It is an absolute scandal that American women continue to earn just $0.77 for every dollar men earn.” (Sen. Mikulski) There should not be a gender pay gap. Workers should be given salaries based on their work ethics, degrees, and academic credentials.

A different quote from a different reading from class that closely relates and further demonstrates this problem is about unequal pay. The quote reads “Many sociologists point to sex segregation, or the concentration of men and women in different occupations, as an important cause of the gender gap in earnings” (Giddens, Duneier, Appelbaum, Carr, 269, 270). It is obviously not fair that women and men get paid differently because of sex segregation. It should not matter if someone is a male or female. If the person is doing what they are supposed to be doing, I believe the pay should be the same between the

Men and women today work in the same business industry, but the pay between genders is not the same. The New York Times article, Let’s Expose the Gender Pay Gap, by Joanne Lipman states, “More than half-century after President John F. Kennedy signed the Equal Pay Act of 1963, the

Shaw, W.H. (2014). Business ethics: A Textbook with cases, (8th ed.). Boston, MA : Cengage.

Furthermore, the employment society has an unjust take on this. “Oh, female employees in a workforce? That’s a hassle to manage… We know, let’s pay them lower wages! Better yet, in some cases, let us just not hire them at all, even though they are perfectly qualified because a male worker can do it just as well.” Just as well… equally qualified... Hmm, something is not right here. Should women have to settle for lower payment rates just because of their

Even though different job experience could have played a part in the gap of wages between individuals, I believe gender played a large role in ones earning potential where I work. The wages should be equal for the same job being done, race and age can also affect ones pay, and as treasurer, I saw firsthand how woman were paid less that men for the same job.

“During 2012, median weekly earnings for female full-time workers were $691 compared with $854 per week for men, a gender wage ratio of 80.9 percent.” (Women’s Wages are Lower Due to Occupational Segregation” by Ariane Hegewisch and Maxwell Matite, Institute for Women’s Policy Research) This was as early as 2012, when it was made illegal for employers to pay women less what a man would get paid for in 1963.(infoplease.com) Women still are fighting for this, a battle they will win. What does it matter what the gender is? Who does more work, who does it efficiently should be the one with a pay raise. Gender has nothing to do with

This database article discusses Kim Elsesser, a lecturer at UCLA and who has expertise on gender issues, and what she believes could help reduce the pay gap. One suggestion Elsesser has is that pay transparency be demanded. She reasons that if all women know what their male colleagues are making it “emboldens female employees to demand equal pay (1).” This could make a substantial difference because simply being ignorant to what one’s male counterparts are receiving will not get a woman angry and angry groups of people are what get change accomplished. It is granted that managers may not warm up to that at first, but they may be okay with it if it motivated workers to be more productive. This incentive would be possible by employees having the ability to compete with one another for a higher income.

Treating employees fairly in relations to pay is important for both employee and employer. The Equal Pay Act 1970 was introduced to ensure that women and men are paid the same for the same role. Organisations that actively treat all employees the same in relation to pay promote retention of employees. Employees won’t be underpaid for the work they do in relation to a colleague in a similar role, employees won’t feel discriminated against thus performance of work isn’t effected. The

How much do you get payed a year? For women it is less than you think if you compared a man and a woman's yearly salary you would see a big difference. Women and men do not get payed the same while doing the same job men and women should get payed an equal amount.For example if a man gets payed $52,000 a woman would only get $41,080 this because women only get 0.79 for every dollar a man earns. This means that women only get 79% of what men get leaving them with less money for the future. Studies show that Men were almost twice as likely as women to work more than 40 hours a week, and women almost twice as likely to work only 35 to 39 hours per week. But if a women works 40 hours she will get 88% of

Even though gender equality in the workplace has improved substantially in the US since 1979 especially when women started representing an increasingly larger share of the total workforce and earning about 62 percent as much as men, the women 's average pay continues to be lower than that of men. It is still an undeniable fact that equality in pay and promotions in the workplace exists and are important topics constantly discussed.

According to the survey, carried out by Hays 91 percent of men think there's equal pay between both sexes. Only 50 percent of women believed the same. That is quite a big difference.

Business ethics can be addressed at different levels that include business, societal, industrial and personal. Obligations and responsibilities are a major question in ethics that also address the conflict existing between the two subjects. Several ethical principles are proposed to help or facilitate the decision-making process.

The act that is already in place for this, the Equal Pay Act or EPA, requires that women and men in the same workplace must be given equal pay for equal work, preventing anyone from getting paid a fraction of what the other gender is. Many work places still do this, but the employees are unaware as it is considered unprofessional to talk about your pay within the work place to other co-workers. Also, employers have an easy way to get around this by saying that one does more work and takes on more responsibilities, when in reality, the other one may work just as hard if not harder. Under the Title VII of the ADA and ADEA prohibits compensation discrimination on the basis of race, color, sex, religion, national origin, disability, and age. As I mentioned earlier, this is known almost worldwide, but actually doesn’t occur that often. In the past 3 years, there have been under 1,100 reports each