Rhode Island Equal Pay Checklist
Description
How to fill out Equal Pay Checklist?
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FAQ
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.
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.
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.
The Equal Pay Act of 1963 is a U.S. law that prohibits employers from paying different wages to men and women who work under similar conditions and whose jobs require the same level of skill, effort, and responsibility. It is part of the amended Fair Labor Standards Act of 1938.
There are 4 exceptions to the general premise of the Equal Pay Act, which are the use of a bona fide seniority system, merit system or incentive system or any factor other than gender. As a defense to an equal pay claim, an employer always has the opportunity to show that the difference in pay was actually justified.
The Equal Pay Act of 1963 is a United States labor law amending the Fair Labor Standards Act, aimed at abolishing wage disparity based on sex (see gender pay gap). It was signed into law on June 10, 1963, by John F. Kennedy as part of his New Frontier Program.
The equal pay act prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, education, effort and responsibility under similar working conditions.
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.
Like many other states' pay equity laws, the new law will prohibit you from requesting applicants' salary histories before initial employment offers and requires pay transparency in the workplace.
The EPA's four affirmative defenses allow unequal pay for equal work when the wages are set "pursuant to (i) a seniority system; (ii) a merit system; (iii) a system which measures earnings by quantity or quality of production; or (iv)any other factor other than sex."
