Indiana Equal Pay - Administration and Enforcement Checklist
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How to fill out Equal Pay - Administration And Enforcement Checklist?
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FAQ
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.