Maine 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
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.
Justification for differences in salaries may be based on employee skills and qualifications, job tasks, tenure and geographic locale. Salary differences also may be justified according to company size or the number of employees a company has.
2015) (To establish a prima facie case of pay discrimination under the Equal Pay Act, a plaintiff must demonstrate that: (1) she was performing work which was substantially equal to that of the male employees considering the skills, duties, supervision, effort and responsibilities of the jobs; (2) the conditions where
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.
The Fair Pay Act expands these protections in two ways: First, it prohibits pay discrimination on the basis of race and national origin, as well as sex; Second, it prohibits such discrimination among workers performing dissimilar work in equivalent jobs.
There are several elements that must be met in compensation discrimination complaints under the Equal Pay Act. The jobs being compared must require substantially equal skill, effort, and responsibility and be performed under similar working conditions within the same establishment.
The key feature of the Act is that it requires most federally regulated employers with 10 or more employees to develop a proactive Pay Equity Plan for its employees. The Act outlines the content that must be included in the Plan.
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.
Susan Collins (and co-sponsored in the House by U.S. Rep. Bruce Poliquin from Maine's 2nd District), it would change the definition of full-time worker from an employee who works 30 hours weekly on average to 40 hours.