Equal Pay Checklist
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How to fill out Equal Pay Checklist?
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FAQ
Produce an equal pay policy. Create clear and transparent job descriptions and titles. Follow a job evaluation scheme. Look at your grading structures. Consider more action for a fair pay system.
Key facts. People doing the same job or work of equal value should get the same or equal pay; but in many cases they don't, even though though the law says they should.You are entitled to the same pay as anyone doing the same or broadly similar job, or a job of equal value, regardless of gender.
By law, men and women must get equal pay for doing 'equal work' (work that equal pay law classes as the same, similar, equivalent or of equal value). This means someone must not get less pay compared to someone who is both: the opposite sex. doing equal work for the same employer.
Calculation. The non-adjusted gender pay gap, or gender wage gap is typically the median or mean average difference between the remuneration for all working men and women in the sample chosen.The gender pay gap can, for example, be measured by ethnicity, by city, by job, or within a single organization.
Please see www.dfeh.ca.gov or call 1-800- 864-1684 or the Equal Employment Opportunity Commission at www.eeoc.gov or call 1-800-669-4000. As indicated above, the Labor Commissioner's Office does handle claims under the Equal Pay Act alleging unequal pay (based on sex, race, or ethnicity).
Conduct a pay audit. Awareness is the first step to solving a problem. Ensure that hiring and promotions are fair. Make sure women have equal opportunities for advancement. Make it a norm for women to negotiate.
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.
Under a Title VII wage discrimination claim, an employee must first prove: 1) membership in a protected group and that he or she was qualified for the position worked in; 2) an employer is practicing wage differentials based on the employee's membership in the protected group and this has given rise to an inference of
As set out in the Equality Act 2010, men and women in the same employment performing equal work must receive equal pay, unless any difference in pay can be justified. It is the law and employers must follow it.