An analysis of the equal pay and compensation discrimination 2001 State labor legislation and its inclusions and exclusions.
Written in 2007; 3,580 words; 9 sources; MLA; $ 100.95
Paper Summary:
This paper discusses the 2001 State labor legislation with regard to equal pay and compensation discrimination. It discusses what was included in the new legislation, as well as what was excluded. The paper particularly discusses discrimination issues related to pregnancy, age, gender, race and social networks. The paper also discusses issues related to performance and rewards.
Table of Contents:
Introduction
According to Gender
Equal Pay Act of 1963
Pregnancy Discrimination
According to Race
According to Social Networks
According to Age
According to Corporate Culture
According to Performance and Rewards
Conclusion
From the Paper:
"EPA provides protection to employees of the opposite sex who work within the same organization (Bland 1999). EPA applies to an employer who has two or more employees and who is subject to the Fair Labor Standards Act or FLSA. Employees may sue managers or supervisors who exercise control over them. They are, thus, considered "employers." EPA recognizes exemptions to its rule. These are unequal skills, unequal effort, unequal responsibility, dissimilar working conditions and differences in seniority and merit systems. The courts also recognize legitimate grounds for pay inequity. These are longevity or service; disciplinary action, such as demotion. The courts, however, prohibit unequal pay to male and female employees when the pay is based on the employee's previous pay; on account of the average cost of employing workers of one gender as greater than of the opposite; and when based solely on the grounds that the employees worked on different shifts (Bland)."
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