Equal Pay Act Equal Work Case Study

The process of establishing if an action/policy is discriminatory can be very challenging. However, a number of theories seek to differentiate actions that constitute discrimination and those that do not. Disparate treatment Theory is amongst the most commonly used theories that have been used to ascertain whether an act or policy amounts to discrimination or not. The theory argues that one is subject to discrimination if they are treated less favorably than others are in similar situations (Bent, 2011).

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.

The Equal Pay Act of 1963 is in place to make it so men and women are paid the same if they are performing the same jobs. It gives equality in the workplace between men and women.

VA Empl. Comm’n, 1997 Va. App. LEXIS 178 (Va. Ct. App. Mar. 18, 1997). (citing Umbarger v. Virginia Empl. Comm’n, 404 S.E.2d 380, 383 (Va. Ct. App. 1990)). In Gardner v. Hercules the court found that an employee who becomes dissatisfied with their work environment must pursue every available option to alleviate or correct the environment before he or she can quit her job. Gardner v. Hercules, Inc., 1996 Va. App. LEXIS 22 (Va. Ct. App. Jan. 16, 1996). Furthermore in Smith v. S.W. Rodgers the plaintiff was sexually harassed by direct managers. Smith v. S.W. Rogers Co., 1999 Va. App. LEXIS 436 (Va. Ct. App. July 20, 1999). Plaintiff complained to other managers that were on the same level as the manager who were sexually harassing her, but not to higher management for fear of retaliation. Id. However, plaintiff finally reported it, but decided not to return to work. The court found that although her sexual assault claim was legitimate, the plaintiff had not allowed the situation to resolve prior to quitting and therefore she did not quit with good cause. Id. In order to find “good cause” the court looks for factors or circumstances which

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.

During the early history in America women were deprived of some of the many rights given to the male citizens. It has almost been a century since women were awarded the right to vote in the United States. It’s been half a century after the Equal Pay Act was established. “The Equal Pay act led to a reduction in the wage gap, but wage differences based on sex persist” (Korgen & Giraffe, 2015). Sadly, there is still a lot of prejudice towards women in the workplace. Bigotry towards women in the workplace has been dominant through the years. Many perceive women as being weak and not able to effectively provide their leadership duties in their workplaces due to their emotions (weaker sex). Positions in leadership are often given

Yes Ms. Kate does have a case, because of the Equal Pay Act of 1963. This Act is a United States federal law which amended the Fair Labor Standards Act that was aimed at stopping wage discrimination based on gender. Ms. Kate was treated unfairly due to her male counterparts being paid the same as she was or more than she was paid.

As she was reading the organizations website she discovered that The Equal Pay Act was intended to ensure the American citizens rights in obtaining equal pay and other employment related benefits for equal work. Sue thought to herself that this law was proving an injustice at her work place. The Equal Pay Act is an amendment to the Fair Labor Standards Act (FLSA) and requires full wages and other benefits for equal skill and responsibility, performed under similar working conditions. The law only requires the jobs to be substantially equal and thus, employers must be particularly aware of the issue of comparable work and pay. While Sue is

3. Research and support your answer with two appellate level (including Supreme Court) U.S. cases that discuss sexual harassment and Title VII, and pertain to this case. Provide the case names, citations, facts, and decisions of those cases. (25 points each case for a total of 50 points)

Yes, this is a direct violation of Equal Pay Act. The EPA states that there should not be pay discrimination based on gender (Fredrickson, 2015). There is clearly pay discrimination toward the female employee. Ms. Julia Kate performance has been outstanding and she is clearly qualified for the position she holds. The organization has recently hired a male making $10,000 more than Ms. Kate without giving her a raise or a reason to the significance in the salary difference. Also, the counseling center recently hired two unlicensed males that start off making the same salary that Ms. Kate makes and she has been employed with the company over six years. Following some of the responsibilities and performances by Kate, it is clear that she has

The Equal Pay Act (EPA) means men and women receive the same amount of payment for doing the same work, which it will be illegal if employers pay women less than men or for men who get less paid than women for the same work. This Act was passed in 1963 as a revision to the Fair Labor Standards Act (FLSA). Most of complainant was women, which they always recieved less than men. I think this is unfair and against

Yes, this is a violation of the Equal Pay Act. As a woman in society today, I do not think a male should be paid more than I for the same job. If he does the job more efficiently than I, that is different. But, my stand on this is simple, the pay goes to the one that can perform the job duties. Under the Equal Pay Act and federal law, your employee has a two year limitation on when they can file their case (McDermott, Will, & Emery, 2017).

Now that we are half-way into the semester, I have finally settled in the EEOC as an intern in the investigation unit. Marina has allowed me to work alongside her for the duration of the internship, and I have seen many interesting cases ever since. Consequently, I have learned that there is a new classification of cases (SA) in addition to the previous three (A, B, and C) that requires special attention because it: 1) has an impact on the development of the law, 2) has broad deterrent impact (beyond parties), 3) has a direct impact on a large number of individuals, and 4) demonstrates the agency’s role as the primary enforcer of civil rights. And in cases where the respondent refuses to cooperate, a subpoena is issued which forces them to

The Equal Pay Act 1963 requires equal pay for men and women doing substantially equal work in terms of skills, effort, and responsibility and working conditions in the US (Cascio, 2013, p455). The Equal Remuneration Act of 1976 aims to provide for the equal payment of equal remuneration to men and women workers and for the prevention of discrimination on the ground of sex against women in the matter of employment (Delhi Labour Department, 2014) According to the Act, remuneration means the basic wage or salary and any additional payments payable­­ to a person employed in respect of employment or work done in such employment, if the terms of the contract of employment, express or implied, were fulfilled". (Delhi Labour Department,

In a billion dollar industry such as Hollywood, you would think women are paid equally to their male counterparts but that is not so. Actresses to studio executives are paid less than their male colleagues.Women in Hollywood should have equal pay.