Puerto Rico Equal Pay Checklist: A Comprehensive Overview The Puerto Rico Equal Pay Checklist is a powerful tool designed to ensure fair and equitable compensation practices across the island. This checklist serves as a practical guide for employers, HR professionals, and policymakers to promote gender pay equity in accordance with the Puerto Rico Equal Pay Act (Act No. 16-2017). Key|words: Puerto Rico Equal Pay Checklist, fair compensation practices, gender pay equity, Puerto Rico Equal Pay Act, Act No. 16-2017, employers, HR professionals, policymakers. 1. Introduction to Puerto Rico Equal Pay Checklist: This section provides an introduction to the Puerto Rico Equal Pay Checklist, explaining its significance in promoting fair pay practices and bridging the gender pay gap. It highlights the checklist's relevance to employers, HR professionals, and policymakers committed to ensuring equal pay for equal work. 2. Legal Framework and Compliance: Analyzing the legal framework, this section outlines the requirements imposed by the Puerto Rico Equal Pay Act. It delves into the legislation's main provisions and obligations for employers, highlighting the importance of compliance with the Act. 3. Assessing Compensation Structures: This section focuses on assessing compensation structures within an organization. It emphasizes the need to conduct thorough pay audits, analyze job descriptions, evaluate salary scales, and identify potential disparities based on gender. It offers practical tips on how to ensure transparency and fairness in compensation practices. 4. Analyzing Pay Data: This segment explores the crucial step of collecting and analyzing pay data to identify any existing gender pay gaps. It provides guidance on effectively tracking and examining compensation figures, highlighting the significance of ensuring confidentiality and data integrity. 5. Identifying and Addressing Pay Disparities: Highlighting actionable steps, this section unveils strategies to identify and address pay disparities. It offers guidance on conducting internal equity analyzes, implementing corrective measures, and promoting a culture of pay transparency and accountability. 6. Promoting Pay Equity Policies: This part focuses on fostering pay equity through the adoption and enforcement of organizational policies and procedures. It addresses dispute resolution mechanisms, pay equity training programs, and strategies to foster a diverse and inclusive workplace. Types of Puerto Rico Equal Pay Checklists: 1. Employer's Puerto Rico Equal Pay Checklist: This variant of the Puerto Rico Equal Pay Checklist specifically targets employers who want to ensure compliance with the Act and foster a workplace free from gender pay discrimination. It provides detailed guidelines tailored to meet the specific needs of employers. 2. HR Professional's Puerto Rico Equal Pay Checklist: Designed specifically for HR professionals, this version of the Puerto Rico Equal Pay Checklist serves as a comprehensive guide to navigate the complexities of gender pay equity. It offers detailed instructions on conducting pay audits, analyzing pay data, and implementing corrective actions. 3. Policymaker's Puerto Rico Equal Pay Checklist: Catering to policymakers and lawmakers, this version of the Puerto Rico Equal Pay Checklist offers insights into creating, enhancing, and enforcing legislation to eradicate gender pay disparities. It includes recommendations on policy development, legal compliance, and monitoring mechanisms. In conclusion, the Puerto Rico Equal Pay Checklist is a versatile and essential resource that aims to bridge the gender pay gap and ensure equal pay for equal work within Puerto Rico. Implementing this checklist empowers organizations and individuals to strive for comprehensive pay equity, fostering a fair and inclusive workforce.
Puerto Rico Equal Pay Checklist
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How to fill out Puerto Rico Equal Pay Checklist?
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The FLSA applies only to employers whose annual sales total $500,000 or more or who are engaged in interstate commerce. Originally the FLSA prohibited child labor; it has since been expanded to prohibit wage disparity due to gender and discrimination due to age.
Puerto RicoRegister your business name and file articles of incorporation.File for local bank accounts.Learn and keep track of the local employment laws.Set up local payroll.Hire local accounting, legal, and HR people.
Wage and hour coverage in Puerto Rico for non-exempt employees is governed by the US Fair Labor Standards Act (FLSA) as well as local laws.
ContributionsEmployer. 6.2% FICA Social Security (Federal) 1.45% FICA Medicare (Federal) 0.90%6.20% FICA Social Security (Federal) (Maximum 142,800 USD) 1.45% FICA Medicare (Federal) 0.90%Employee. Employee Income Tax. 0.00% Not over 9,000 USD. 7.00%
Puerto Rico's state minimum wage rate is $8.50 per hour. This is greater than the Federal Minimum Wage of $7.25. You are entitled to be paid the higher state minimum wage.
Section 403 of PROMESA modified Section 6(g) of the Fair Labor Standards Act (FLSA) to allow employers to pay employees in Puerto Rico who are under the age of 25 years a subminimum wage of not less than $4.25 per hour for the first 90 consecutive calendar days after initial employment by their employer.
An employer must make the salary payments on the 15th of the month. In Puerto Rico, 13th-month payments are mandatory. Employers with a workforce in excess of 21 employees must by law pay a 13th-month salary in December equating to 2% of the employees' wages or not more than 600 USD.
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.
According to Puerto Rico Act Number 379 of (Law No 379), which covers non-exempt (hourly) employees, eight hours of work constitutes a regular working day in Puerto Rico and 40 hours of work constitutes a workweek. Working hours exceeding these minimums must be compensated as overtime.
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.