Illinois Equal Pay - Administration and Enforcement Checklist
Description
How to fill out Equal Pay - Administration And Enforcement Checklist?
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FAQ
Most likely; yes, it is illegal to fire an employee for disclosing their pay. Employees gossip; spread rumors and tell stories. With that in mind, employers are inclined to suggest that workers should not discuss their wages, evaluations, or raises with other coworkers.
As of September 29, 2019, the law prohibits employers in Illinoisand those working on behalf of employers, like temp agencies and headhuntersfrom asking job candidates about their current or prior salaries, wages, benefits, and other compensation.
Can an employer prohibit me from discussing my salary with other individuals? No. An employer cannot prohibit its employees from disclosing their own salaries, benefits or other compensation to other individuals.
Decide which of your employees are doing equal workIdentify those doing like work first.Where jobs look broadly similar but there are differences, look at the frequency, nature and extent of any differences to see whether they are of practical importance.More items...?
Here are five ways you can ensure equal pay on your team:Prevent salary disparities before making new hires.Review employee compensation on a regular basis.Separate compensation reviews from performance reviews.Disclose salary ranges for different positions and levels.Advocate for your people.
You also have the right not to engage in conversations or communications about your wages. When you and another employee have a conversation or communication about your pay, it is unlawful for your employer to punish or retaliate against you in any way for having that conversation.
To be able to bring an equal pay claim, you'll need to show that either your pay, or contractual terms and conditions, are worse than someone else's because of your sex.
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.
Strategies for narrowing the gender pay gapRaise the minimum wage.Increase pay transparency.Unionize workplaces.Implement fair scheduling practices.Expand paid family and medical leave.Increase access to child care.Stop basing employee pay on salary history.Improve work-life balance.More items...?
To implement pay equity, you must evaluate the four key factors of a job class: required qualifications, required effort, responsibilities, and working conditions under which the job is performed. To do this, employers and bargaining agents usually use a job evaluation system.
