Georgia Equal Pay Checklist
Description
How to fill out Equal Pay Checklist?
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FAQ
Per the new rule, which took effect on January 1, 2020, a salaried employee must earn at least $684 a week or $35,568 per year to be exempt from overtime. This minimum is up from $465 per week or $23,660 per year, which was set in 2004. The remainder of the overtime exempt rules will stay the same.
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.
The Equal Pay Act (EPA) protects both men and women. All forms of compensation are covered, including salary, overtime pay, bonuses, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and benefits.
How to implement equal payProduce an equal pay policy.Create clear and transparent job descriptions and titles.Follow a job evaluation scheme.Look at your grading structures.Consider more action for a fair pay system.
GDOL Required Workplace PostersUnemployment Insurance for Employees - DOL-810. Poster - Unemployment Insurance for Employees - 8.5x11.Unemployment Insurance for Employees Spanish - DOL-810SP.Employer Vacation - DOL-154.Equal Pay for Equal Work Act Spanish - DOL-4107SP.
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.
Under the current law, an employer can defeat an Equal Pay Act claim by proving that the difference in pay for substantially similar work is due to:seniority;merit;a system that measures production; and/or.a bona fide factor other than sex, race, or ethnicity.
Equal pay for equal work is the concept of labour rights that individuals in the same workplace be given equal pay. It is most commonly used in the context of sexual discrimination, in relation to the gender pay gap.
Pay/compensation discrimination occurs when employees performing substantially equal work do not receive the same pay for their work. It is job content and not job titles that determine whether or not jobs are substantially equal.
These include raising the minimum wage, promoting transparent pay practices, increasing workplace unionization, and providing robust paid family and medical leave for workers. Making these changes at the individual, company, state, and national level could go a long way towards achieving equal pay for equal work.
