The 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.

Women are continually being overlooked for promotions and additional projects in the workplace for the same reasons. Employers assume that women with families have other obligations, so they won’t consider those women for additional responsibility. Because of this, women aren’t even given the opportunity of job advancement and the opportunity to compete with men in the workplace.

If a person has been fired, rejected for employment, or otherwise harmed due to their sex, gender, or sexual orientation there are a number of laws that prohibit this discrimination. Concepts of sex discrimination are applied to business managerial settings by ensuring the employee gets an equal opportunity to work and workplace discrimination to be controlled.

The law that I chose to do my research on is the Equal Pay Act of 1963. This states that “No employer having employees subject to any provisions of this section shall discriminate, within any establishment in which such employees are employed, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such establishment for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions”(Article 1) This is practically saying that in this Act, the EPA requires that the employers may not pay lower wages to employees of one gender, than it pays to employees of the other gender. This law was signed into effect on June 10,1963 by President John F. Kennedy as part of his new frontier program. ( article 1) The main goal of this law was to let women get paid the same as men for the exact same work. I believe that women should have been able to receive the same amount of money before congress even decided this. If people were paid equally from the beginning I don’t think that we would have as many problems associated with gender equality.

The story begins at a local Wal-Mart super center, its Friday, payday. As employees open their paychecks they are awaiting their annual raise. As one employee, Sue opens up her paycheck she finds she has not yet received a raise; she has waited all year for this raise. She is very sad to find she did not receive one, she begins to think maybe she did something wrong. She starts to think back through the year, and can not seem to come up with any solutions as to why she did not receive one. She really felt she worked especially hard that year in hopes to receive a good raise and really felt she deserved to be recognized for it. In the break room she overhears John, her follow co-worker, bragging to their

Equal Opportunity Laws Title VII The first aspect of Human Resource that will be addressed is equal opportunity and the laws that go along with it. There were several equal opportunity laws enacted from 1964 to 1991. 2 The first of these was Title VII of the 1964 Civil Rights Act which states that “an employer cannot discriminate on the basis of race, color, religion, sex, or national original with respect to employment” (Dessler, 2013). 3 Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.

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

The introduction of this new bill The Gender Advancement in Pay Act is wonderful news. Senator Ayotte’s submission of this bill is to be commended. This bill will address the unequal pay of women and states women should receive the same pay as men doing the same job. Women have been fighting for equal rights for many years. The introduction of this bill spotlights gender inequality related to salaries and provides hope to millions of women who deserve to be paid for their quality of service. The fight for equality is as old as our country; it seems people have a hard time seeing their fellow country man as their equal.

While it is difficult for the younger generation to identify the idea of discrimination, the turmoil and the effect that the country endured continues to exist. Although the Civil Rights Act of 1964 took effect nearly 50-years ago, the racial discrimination continues to be an important point because of its representation which affected every gender and ethnicity. The purpose for writing Title VII was to ban the employment discrimination based on race, color, religion and national origin, it was also to prohibit discrimination in employment with 15 or more employees, employment agencies, labor unions, state and government agencies and federal government employment (BUSI LAW, 2017). Nonetheless, prior to Title VII, many employers have the right

“It shall not be an unlawful employment practice for an employer to hire and employ employees . . . on the basis of his religion, sex, or national origin in those certain instances where religion, sex, or national origin is a bona fide occupational qualification reasonably

Almost one hundred years after the Equal Rights Act was passed, giving equal law to women in 1920, women are still earning an average of 23 cents less than their male counterparts. This translates to full time working women having to work an extra 44 days out of a year to earn the same as men. According to the Pew Research Center, interruptions such as maternity leave can affect long term salaries. 40% of mothers said they took a prolonged period of time off from work whereas 24% of fathers responded the same. Pew Research also found that 18% of women felt discriminated against at work due to their gender compared to 10% of men. Last month, the United Nations called for a change by launching a ‘Platform of Champions.’ This equal pay call plans

Throughout history there has been an imbalance of power and economic status between men and women. Men have always been the head of the family, the workers and the providers, but in recent years this unequal view of male superiority may be dwindling. Women have grown out of the initial roles of homemaker, teacher and nurse and have developed into other fields of education and profession that have previously been specified as only acceptable for men (i.e. doctors, lawyers, businesspeople.) But, despite this developing equality in the gender roles of society, women today are still facing pay discrimination in the workforce. This imbalance is because “the men of power who control society grant these prerequisites to themselves.” If our society is majority male-ruled, then we are left with an imbalance of power in the hands of the men whose “prerequisites” are to ensure their own superiority. Looking at our government it can be said that the majority of our leaders (The President, Vice President and majority of the Supreme Court for example) are all male. How then, can women be well represented? I am saying that they cannot. I would attest to state that due to the overwhelming male majority throughout time and currently in our government, women will never become “equal to” the men that they serve. They may gradually come closer to this ideal, but women will never truly be held in perfect equality with the white males of our society and pay discrimination is

One cause of gender inequality is that men and women was influence by historical and structural power imbalances around the world. Another part of gender inequality within job opportunities between men and women are their rights inside their workplace or their work environment. Men and women have equal rights when working in the same company. However, there are certain differences that caters to a variety of reasons such as job position, job description, and the work environment of the organization. The Civil Rights Act of 1964 was a groundbreaking piece of legislation that prohibited employers from making hiring, firing, salary and promotion decisions based on gender. Another is, workers who have the same job title, perform the job with the same skill level and are similarly productive should not be paid in different wages simply because one is a man and one is a woman. Despite these impressive results, gender inequality persists in economic opportunities and political

Equal pay for female workers has been a civil rights headline since around World War II. Women of all sorts of race have been fighting for this unfair wage gap to end for decades. Though fighting for the wage gap to vanish has been tough, women have continued to fight for their rights regardless of the punishment they could have faced. The Equal Pay Act signed by John F. Kennedy is the act that ultimately got everyone talking and it is also the Act that has helped the gap as a whole.

In this task, I will be discussing how recruitment and rewards contribute to the effective operation of HRM function. The purpose of HRM function is to get the utmost out of a business by improving the efficacy of its employees. A business will have to require a solid team of HR team to build a good team of working professionals. The main function of the HRM team includes: