Equal Pay Case Summary

“Equal play. Equal pay.” –U.S. Women’s National Team (Reiher). The gender pay gap is surprisingly still a large problem today. Not only in soccer, but in every sport women exert the most effort, yet they do not receive the credit. The U.S. Woman’s National Team should receive an equal amount of pay as the men’s team because they have won more titles, they are better soccer players, and they bring in more income.

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.

A current political issue in the United States is unequal payment based on the sex of the one who is employed. Rick McKee uses he editorial cartoon, “Equal Pay,” to indirectly characterize our current president, and create some irony around the whole topic of inequality in paychecks. McKee intends to reach all possible viewers/voters to make the president appear to have some hypocrisy to create some irony surrounding the president and his people-pleasing executive orders. The moral points in this piece of artwork are: if someone wants others to change they should change first, one cannot blame their mistakes on someone else, and be humble. The main purposes of this satirical cartoon is to criticize the current president’s lack of knowledge of the issue of unequal pay going on even with those that work for him, and his attitude of a hypocrite to blame what he is in charge of on other people.

Government has tackled the issue of pay equity for several decades, through a string of Acts. The issue arose as part of the discussion of civil rights in the 1960s but the conversation continues today. The concept of equal pay for equal work has philosophical roots in the doctrine of equality, where all Americans are considered to be equal under the law and entitled to equal rights. The issue of equal pay became a public policy topic as a means of enforcing this equality doctrine. This paper will discuss not only the doctrine, but the history of equal pay legislation from the Civil Rights Act to the Lilly Ledbetter Fair Pay Act of 2009.

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.

In the modern United States of America i do think that men are treated different than women. Men are treated as if they are superior to women. Pay in the United States may vary for the same job based on weather you are a woman or a man. I think there is somewhat of a system of equality, but this system is nowhere near perfect. The reason our system is not perfect is because we still don't have things such as equal pay. I believe that our society could have a perfect system of equality if things like equal pay were in commision. So as of right now i do not believe we have a great system of equality in effect. This is what i think about the system of equality in the United

In January 2009, President Barack Obama signed The Lilly Ledbetter Fair Pay Act alongside Lilly Ledbetter, an equal pay activist. This Act allowed women and men to receive the same pay regardless of any reasoning. In his speech, President Obama personally thanked Ledbetter for her effort on being an advocate for the equality of American workers, especially women (Obama). Eight years in and significant parts of the population are still frustrated over uneven pays in the United States and around the world.

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

In searching the web, I found a couple of cases that are similar to the claims in the letter from this week’s assignment. The first one is where the EEOC sued the fast food chain Checkers for paying women less than men, as well as scheduling them with fewer hours than their male co-workers (U.S. Equal Employment Opportunity Commission, 2013). The next case that is similar is when a Tampa woman wins a lawsuit against Citicorp for being paid less than her male coworkers are. Ms. Wilson was promoted to manager for Citicorp back in 2009, but was not given a raise nor any bonuses, while her male co-workers made more than she did (Behrman, 2016) A few years later, she was still not given a raise nor any bonuses. When she ask to have a market assessment,

The Equal Pay Act of 1963 was the first federal anti-discrimination law that addresses wage differences based on gender (SHRM, nd). Generally speaking, there should be no unequal wages paid to women and men who do jobs that require the same skills. Consequently, why is this still a big topic, even in the 21st century? The truth is, salary data is still a topic not openly discussed and women and minorities are not aware of the wage gap. Although, women make up half of the workforce, they are still underpaid when compared with male workers. Today, the workforce has changed drastically, but our labor laws have not kept up with the trend. As I researched the topic for this assignment, I have identified several key points that I would use to evaluate

I agree that today’s youth are pursing reform for equal pay/equal rights for women, renewable energy, college tuition, and healthcare reform. Yes, equal pay is a tough topic, but it should not be and does not have to be. For instance, Johnny and Susy have identical credentials and the same job title yet Susy’s salary is twenty percent less than Johnny’s salary. Why should Susy receive less pay while she has the same credentials and job duties as Johnny? Salary should be based on skills alone and not based on gender. I believe the fair and right thing to do is to take gender out of the equation.

Women do not want to live to in a place where they don’t get what they fully deserve and that’s why the women’s national team is standing up for their right equal pay. This article has been about the women’s team fighting for equal pay, but their not the only ones. Some other incredible women who have fought for this is Beyoncè, Supreme Court Justice Ruth Bader Ginsburg, and Christina Hendricks. This shows you how it impacts most women. This huge gap in men’s salaries and women’s salaries needs to change because women are just as good as men and there’s not that much that makes them different. The women’s national soccer team is sick and tired of being paid four times less than the men when they have a better record and put in just as much

Key issues discussed at the meeting include probation, renewals, reinstatement, applications, examination attempts, administrative hearings amongst others.

This action would not involve internal deception. Some may say that if the jobs are equal then they should have equal pay. If this is true, I think that Job B should have a higher pay. This means that Job A does not lose any pay because that there are more applicants, but that Job B has more alluring pay to get more applicants. If this tactic is taken, the action does not benefit one at the expense of another. This action would also follow the “Golden Rule”. If I was the manager, I would feel comfortable making this action public. This shows transparency in the company, which is good externally and internally. In this situation, we are paying for the job and not the person doing that job. That being said, this is the best action to take

After conducting a web search I found that pay or compensation discrimination happens when employees carrying out similar work do not receive comparable pay. Pay discrimination also occurs when a salary modification has a dishonest base such as race or sex. Pay discrimination based on an employee's association in a protected classification like race, disability, or sex, is illegal by antidiscrimination regulations. Kate is clearly being discriminated against because of her gender. She has all the qualifications and the most time served in her position but yet she is receiving less pay than male workers just being hired. Also, two male workers that do not have any of the credentials that Kate have to start off receiving the same pay as