The Indiana Equal Pay — Administration and Enforcement Checklist is a comprehensive document that outlines the guidelines and measures implemented by the state to ensure fair pay practices and eliminate wage discrimination. This checklist serves as a tool for employers to adhere to Indiana's equal pay laws and guarantees equal compensation for employees performing similar job duties and responsibilities. The checklist covers various aspects of pay administration, enforcement, and reporting requirements, emphasizing compliance with state regulations. Employers are required to follow the guidelines outlined in the checklist to foster a workplace environment free from pay disparities based on gender, race, or other protected characteristics. Key areas covered in the Indiana Equal Pay — Administration and Enforcement Checklist include: 1. Pay Transparency: — Ensuring job advertisements and postings provide accurate and clear information regarding compensation and benefits. — Prohibiting policies that prevent employees from discussing wages or sharing salary information. 2. Job Evaluation and Classification: — Establishing a fair and consistent job evaluation system to assess job duties, skills, and responsibilities. — Ensuring clear job descriptions and titles that reflect the nature and requirements of each position. 3. Pay Scale Structure: — Developing and implementing a pay scale structure that is transparent and free from discrimination. — Regularly reviewing and updating the pay scale structure to reflect market value, skill requirements, and internal equity. 4. Pay Determination: — Ensuring that compensation decisions are based on objective factors such as education, experience, performance, and productivity. — Prohibiting wage differentials based on gender, race, or other protected characteristics. 5. Pay Equity Analysis: — Conducting periodic pay equity analyses to identify and rectify any existing wage disparities. — Addressing any unjustified pay gaps promptly and implementing corrective measures. 6. Record-Keeping: — Maintaining accurate and detailed records related to employee compensation, including wage rates, job titles, and relevant factors used for pay determination. — Retaining records for the specified period as required by state law. Different types of Indiana Equal Pay — Administration and Enforcement Checklists may exist to cater to specific industries, such as healthcare, manufacturing, or education. These industry-specific checklists encompass additional considerations and guidelines tailored to the unique characteristics of each sector. By utilizing the Indiana Equal Pay — Administration and Enforcement Checklist, employers can proactively ensure compliance with state laws, foster a fair and inclusive work environment, and mitigate the risk of wage discrimination claims.
Indiana Equal Pay - Administration and Enforcement Checklist
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How to fill out Indiana Equal Pay - Administration And Enforcement Checklist?
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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.
Standard Occupational Classification (SOC Code or SOC) The SOC Code system is a federal statistical standard used to classify workers into occupational categories for the purpose of collecting, calculating or disseminating data.
Specifically the EPA provides that employers may not pay unequal wages to men and women who perform jobs that require substantially equal skill, effort and responsibility, and that are performed under similar working conditions within the same establishment.
SOC code (This is a six-digit representation of the person's job title usually shown as XX-XXXX) If the code contains a decimal followed by two additional digits, the additional information is not required / reported. You can look it up here. Most recent hire date (the date reported for Indiana New Hire purposes)
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.
Subscribe. to the Standard Occupational Classification Update. The 2018 Standard Occupational Classification (SOC) system is a federal statistical standard used by federal agencies to classify workers into occupational categories for the purpose of collecting, calculating, or disseminating data.
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.
Can a company pay different wages for the same job? It is legal for a company to pay different wages for the same or similar job, but only if there are non-discriminatory material factors which explain the reason for the difference.
Effective January 1, 2017, Governor Brown signed a bill that added race and ethnicity as protected categories. California law now prohibits an employer from paying its employees less than employees of the opposite sex, or of another race, or of another ethnicity for substantially similar work.
Gov website. Each role is given its own four-digit Standard Occupational Classification (SOC) code.