This document analyzes the effects of the Equal Payment Act of 1963 on organizations and employees. It discusses how subsequent laws like the Lilly Ledbetter Fair Pay Act of 2009 have strengthened protections for equal pay. Two recent cases of violations by Citibank and True Oil LLC are examined. The document recommends tools for compliance, such as regular compensation reviews and an open pay policy, to help prevent violations that can negatively impact employee productivity, morale, and turnover.
1) The Right-to-Work laws stemming from the Taft-Hartley Act of 1947 weakened unions and contributed to growing income inequality in the United States. Empirical data shows median wages are lower in Right-to-Work states while business owner incomes are higher, indicating the laws benefit business owners more than workers.
2) Business leaders spearheaded campaigns for Right-to-Work laws to further reduce union power after unions were already weakened by the Taft-Hartley Act. Figures like Cecil B. DeMille used rhetoric around individual rights and accused unions of communism to advocate for the laws and consolidate the conservative movement.
3) Barry Goldwater championed Right-to-Work nationally and
The document summarizes key findings from the Third Annual Independent Workforce Report by MBO Partners on the state of independent workers in America in 2013. Some of the main points include:
- There were 17.7 million independent workers in the US in 2013, up 5% from 2012 and 10% from the base year of 2011. Independent workers generated over $1.2 trillion in total income in 2013, up 20% from 2012.
- Independent workers continue to be satisfied with their work, with 64% highly satisfied. Most plan to continue working independently. Independence is becoming a long-term structural shift in the workforce.
- Independent workers make a significant economic impact through their income and spending. They also
This document discusses moral choices that employees may face, including whistleblowing, conflicts of interest, insider trading, bribery, and balancing self-interest with moral obligations. It provides definitions and perspectives on these issues, noting that resolving moral conflicts requires identifying relevant obligations and deciding which to prioritize. Whistleblowing is justified if the employee has an appropriate motive, exhausted internal options, found compelling evidence, considered dangers, and has a chance of success. Self-interest must be weighed against moral duties and harm to others.
The document discusses at-will employment and its exceptions. It introduces at-will employment as meaning an employer can terminate a worker at any time for any reason. As of 2000, 42 states and DC recognized public policy exceptions to at-will employment. The 7 states without this exception are listed. Montana is the only state that has eliminated at-will employment. The document also discusses employee rights and protections from discrimination, even for at-will workers.
How to deal with workplace bullying remains contentious. This speech by Josh Bornstein, examines the myths and misconceptions about workplace bullying.
This document discusses the importance of access to courts in holding corporations accountable for wrongdoing and protecting consumers. It argues that tort litigation provides an important check on corporate abuse when regulations are insufficient. Specifically, it provides examples of how lawsuits revealed safety issues and failures that resulted in injuries and deaths, forced compensation of victims, and in some cases led to criminal investigations and improved safety standards. Removing access to courts through tort reform reduces corporate liability and accountability, leaving many victims without justice.
This document summarizes an article from the Winter 2002 issue of the Employer Advocate magazine published by Associated Industries of Florida. The article discusses Senate President John McKay's proposal to reform Florida's tax structure by reducing the sales tax rate from 6% to 4% while eliminating many current exemptions. While some exemptions make little sense, eliminating exemptions could significantly increase taxes for businesses. The article argues for a careful review of each exemption based on its merits rather than an arbitrary elimination of exemptions. McKay's proposal does not allow sufficient time or consideration for such a review.
1) The Right-to-Work laws stemming from the Taft-Hartley Act of 1947 weakened unions and contributed to growing income inequality in the United States. Empirical data shows median wages are lower in Right-to-Work states while business owner incomes are higher, indicating the laws benefit business owners more than workers.
2) Business leaders spearheaded campaigns for Right-to-Work laws to further reduce union power after unions were already weakened by the Taft-Hartley Act. Figures like Cecil B. DeMille used rhetoric around individual rights and accused unions of communism to advocate for the laws and consolidate the conservative movement.
3) Barry Goldwater championed Right-to-Work nationally and
The document summarizes key findings from the Third Annual Independent Workforce Report by MBO Partners on the state of independent workers in America in 2013. Some of the main points include:
- There were 17.7 million independent workers in the US in 2013, up 5% from 2012 and 10% from the base year of 2011. Independent workers generated over $1.2 trillion in total income in 2013, up 20% from 2012.
- Independent workers continue to be satisfied with their work, with 64% highly satisfied. Most plan to continue working independently. Independence is becoming a long-term structural shift in the workforce.
- Independent workers make a significant economic impact through their income and spending. They also
This document discusses moral choices that employees may face, including whistleblowing, conflicts of interest, insider trading, bribery, and balancing self-interest with moral obligations. It provides definitions and perspectives on these issues, noting that resolving moral conflicts requires identifying relevant obligations and deciding which to prioritize. Whistleblowing is justified if the employee has an appropriate motive, exhausted internal options, found compelling evidence, considered dangers, and has a chance of success. Self-interest must be weighed against moral duties and harm to others.
The document discusses at-will employment and its exceptions. It introduces at-will employment as meaning an employer can terminate a worker at any time for any reason. As of 2000, 42 states and DC recognized public policy exceptions to at-will employment. The 7 states without this exception are listed. Montana is the only state that has eliminated at-will employment. The document also discusses employee rights and protections from discrimination, even for at-will workers.
How to deal with workplace bullying remains contentious. This speech by Josh Bornstein, examines the myths and misconceptions about workplace bullying.
This document discusses the importance of access to courts in holding corporations accountable for wrongdoing and protecting consumers. It argues that tort litigation provides an important check on corporate abuse when regulations are insufficient. Specifically, it provides examples of how lawsuits revealed safety issues and failures that resulted in injuries and deaths, forced compensation of victims, and in some cases led to criminal investigations and improved safety standards. Removing access to courts through tort reform reduces corporate liability and accountability, leaving many victims without justice.
This document summarizes an article from the Winter 2002 issue of the Employer Advocate magazine published by Associated Industries of Florida. The article discusses Senate President John McKay's proposal to reform Florida's tax structure by reducing the sales tax rate from 6% to 4% while eliminating many current exemptions. While some exemptions make little sense, eliminating exemptions could significantly increase taxes for businesses. The article argues for a careful review of each exemption based on its merits rather than an arbitrary elimination of exemptions. McKay's proposal does not allow sufficient time or consideration for such a review.
HARASSMENT IN THE WORKPLACE_THE EFFECTS OF PYSCHOLOGICAL HARASSMENT AND BULLY...Ian Manners
This document summarizes a study examining bullying as a form of harassment in the workplace and its psychological effects. It defines bullying and discusses its prevalence and costs. Four types of bullies are described as well as the rise of cyberbullying. The study tests three hypotheses: 1) Bullying is a form of workplace harassment, 2) Bullying creates a hostile work environment, and 3) The psychological effects of bullying have not been documented in US organizations. A survey of 117 employees supported all three hypotheses. Most respondents reported witnessing or experiencing bullying, but few organizations took disciplinary action against bullies. The study concludes bullying is a common form of harassment that creates psychological harm.
Sexual harassment training ab 1825 compliance in 2017Michele Collu
This document discusses California's AB 1825 sexual harassment prevention training requirements for employers. It provides an overview of the law's history and milestones, who must be trained, and what effective interactive training entails. Employers must train supervisors within 6 months of hire or promotion. Training content must include definitions of harassment and discrimination, remedies, strategies for prevention, and more. EverFi's online training meets these requirements through instructional design experts, attorneys, and real-world scenarios. It also addresses new requirements regarding abusive conduct and compliance culture. Records must be kept for two years.
This document summarizes and analyzes a research paper about the gender pay gap in the United States. It discusses the commonly cited statistic that women earn 77% of what men earn, but argues this does not necessarily mean women are paid less than men for the same work. The statistic is based on median annual earnings across all jobs and career fields, without accounting for variables like experience, time worked, and occupation. Gender discrimination and workforce segregation into lower-paying female-dominated fields explain much of the remaining pay gap. The document also outlines how to build a statistical case that could prove discrimination under the Equal Pay Act or Title VII in court.
EEOC Action on Criminal Background Checks for EmploymentUmesh Heendeniya
The EEOC is scheduled to vote on updating its 25-year old guidance on the use of criminal background checks in employment. This action is timely given the significant growth in criminal background checks since the 1987 guidance. Criminal background checks now impact an estimated 65 million U.S. workers, disproportionately affecting people of color. The updated EEOC guidance will clarify requirements for employers to ensure criminal background checks comply with civil rights laws and do not unjustly restrict employment opportunities.
This document summarizes an article on people analytics and discusses its convergence with industrial organization, civil rights law, and big data. It notes that people analytics uses big data to quantify trends in areas like tenure, promotions, and reasons for leaving in order to develop strategic diversity and inclusion plans. However, it cautions that data must be properly interpreted to avoid ineffective solutions that do not address systemic problems. While people analytics provides useful information, interpreting and acting on the data is challenging and expensive for companies.
This document is a comment submitted to the Pennsylvania Human Relations Commission in support of criminal background checks in employment. It argues that such checks help employers make informed hiring decisions, protect vulnerable groups, and reduce criminal recidivism. It also argues that failing to conduct background checks increases employers' risk of negligent hiring lawsuits, as courts increasingly find employers liable for harm caused by employees with criminal histories that could have been discovered. Several examples of large negligent hiring lawsuits are provided to support this point. The comment urges the PHRC to endorse broader employer use and access to criminal records for employment screening.
What Should Be Done About Workplace Bullying?Philip J. Moss
Workplace bullying is a significant problem, affecting up to 1/3 of workers. While bullying itself is not unlawful, it can cross into unlawful harassment if directed at a protected class. Bullying has severe negative impacts on victims and organizations, increasing costs and decreasing productivity. While the US has not mandated anti-bullying policies, experts recommend employers implement policies prohibiting bullying and train managers to address issues promptly.
- Novus Law, a legal services company, is saving corporate clients like Fireman's Fund Insurance Co. 15-30% on outside counsel fees compared to traditional large law firms by handling document review and litigation support more efficiently.
- Alternative legal service providers are taking a significant amount of work from large law firms and tripling their revenue each year. They embrace technology and process-driven approaches to save clients an estimated $25 billion per year.
- A technology-driven revolution is transforming the legal industry, with the boundaries between legal work and services blurring. Nearly half of companies at LegalTech now offer legal products, not just services. This new model is where future legal industry growth and jobs will be.
Views on the Recent USAM Changes: An Interview with The FCPA ReportPaul Hastings
Nathaniel Edmonds was interviewed by The FCPA Report’s Nicole Di Schino about the implications of the recent changes to the U.S. Attorney’s Manual (USAM).
1.20.14 gcepd employer pres 2014 draft_v4 with photosmelitaD
This document provides information to employers on hiring individuals with disabilities. It discusses the benefits of hiring these individuals, such as lower turnover rates and tax incentives. It also aims to debunk common myths that employers have, such as concerns over high costs or liability. The document presents data showing individuals with disabilities have strong job performance and attendance records. It encourages employers to utilize resources that can help match qualified candidates with disabilities to open positions and support their successful employment.
Chapter 02 Equal Employment Opportunity and Huamn Resources ManagmementRayman Soe
This document outlines the key points from a chapter about equal employment opportunity (EEO) legislation. It discusses the historical reasons for EEO laws, including changing social values and economic disparity. It also summarizes the major federal EEO laws, including the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, and the Immigration Reform and Control Act. Additionally, it covers topics such as sexual harassment, reasonable accommodation, enforcement agencies, and affirmative action.
California lawmakers will focus on the state's $26.6 billion budget deficit in the coming weeks. They have introduced over 2,300 bills by the deadline. Among the bills are four related to the arrest of a paroled sex offender last year. Legislative committees will begin reviewing the thousands of bills as well as proposals to close the budget gap.
A panel at Fresno State discussed the recent protests in Egypt that led to Hosni Mubarak's resignation. The four panelists covered different aspects of the revolution, noting that dissatisfaction began last year when a teen was tortured and killed by police for using the internet. Technology, including Facebook and Twitter, helped spread information and aid the success of the revolution despite government internet cuts
This document summarizes an undergraduate thesis analyzing stock price reactions to lawsuits against companies for accounting fraud. The thesis conducts a four-way analysis of stock price movements around lawsuit filings both before and after the Sarbanes-Oxley Act, and for class action vs. non-class action lawsuits. The author expects to find more negative stock reactions for lawsuits post-SOX and for class action lawsuits. Regression analysis will be used to test the assumptions. The thesis is motivated by interest in how corporate misconduct affects business and the role of SOX and class action lawsuits.
This presentation by Joan-Ramon Borrell (University of Barcelona), José Manuel Ordóñez-de-Haro, (University of Malaga), Carmen García & Juan-Luis Jiménez (both University of Las Palmas), was made during the workshop on Gender inclusive competition policy held virtually on 25 February 2021. More papers and presentations on the topic can be found out at oe.cd/gicp.
The growth in high- and low-skill jobs, coupled with little
growth in the middle-skill groups, has changed the composition
of the workforce. The leftmost bars in Chart 3 show the share of
U.S. workers in each skill category in 1980 and 2010. While both high-skill and low-skill job shares increased, the lower-middle skill group’s job share shrank. In 1980, nearly half of all workers were employed in lower-middle-skill occupations. Among the occupations in this group, machine operators accounted for 10 percent of the U.S. workforce and administrative support workers accounted for 18 percent.
According to an informal study, only 20% of job applicants had no criminal or driving history. 52% of applicants with one offense had multiple issues in their history. Additionally, 30% of resumes contain inaccurate information about work experience, education, or job titles. Thorough background checks including criminal, driving, and education/employment histories can help identify concerning inaccuracies or issues in an applicant's background. However, employers must ensure background check policies do not have an unlawful discriminatory impact and consider the nature and severity of any offenses. Two ongoing lawsuits are challenging hiring policies based on past arrests.
The C4C Federal Exchange Newsletter (WINTER 2019) ISSN 2375-7086 (Online)Tanya Ward Jordan
The Coalition For Change, Inc. (C4C) uploads its WINTER 2019 quarterly newsletter focused on the Federal government workplace culture.
HIGHLIGHTS:
* 2019 Annual Whistleblower Summit for Civil and Human Rights
* The EEOC: Federal Complaint Inventory Notable Decisions From The EEOC
* Christopher Reed: Black With A Gold Badge New Video:
* Diane R. WilliamsSilence Breaker
While trying to satisfy one federal law, employers may inadvertently violate another. For example, an employer who seeks to verify an individual's eligibility to work in the United States might accidentally step over a line and be found guilty of discrimination. If this happens to you, you may end up paying penalties. Here's the story.
RIGHT TO FAIR COMPENSATION AND REHABILITATION ACT, 2013gopalagarwalca
The document discusses the Right to Fair Compensation and Rehabilitation Act of 2013 in India. It provides background on land acquisition laws and issues in India. It summarizes key aspects of the 2013 Act, including provisions around consent, social impact assessment, compensation packages for land owners, rehabilitation and resettlement of affected families, and infrastructure amenities. It discusses the need for the 2014 ordinance and 2015 amendment bill that amended some provisions of the 2013 Act, including expanding the number of project categories exempt from consent and social impact assessment requirements.
The Fair Labor Standards Act of 1938 was the first major piece of US legislation to establish standards for minimum wage, overtime pay, recordkeeping, and child labor. It aimed to protect workers from harsh working conditions during economic hardship. The act has been amended and broadened over time to provide additional rights based on race, gender and age. It has played a pivotal role in improving labor conditions and remains an important champion of worker rights.
dean foods Fisca l2007 Proxy Statemen tFINALfinance23
- The document announces the company's annual stockholders' meeting to be held on May 22, 2008 at 10:00 am at the Dallas Museum of Art to vote on proposals adopted by the Board of Directors, including re-electing four members of the Board for three-year terms and ratifying the selection of Deloitte & Touche LLP as the independent auditor for 2008.
- Stockholders of record as of March 25, 2008 are entitled to vote at the meeting. The notice and proxy statement were first mailed to stockholders on April 21, 2008.
HARASSMENT IN THE WORKPLACE_THE EFFECTS OF PYSCHOLOGICAL HARASSMENT AND BULLY...Ian Manners
This document summarizes a study examining bullying as a form of harassment in the workplace and its psychological effects. It defines bullying and discusses its prevalence and costs. Four types of bullies are described as well as the rise of cyberbullying. The study tests three hypotheses: 1) Bullying is a form of workplace harassment, 2) Bullying creates a hostile work environment, and 3) The psychological effects of bullying have not been documented in US organizations. A survey of 117 employees supported all three hypotheses. Most respondents reported witnessing or experiencing bullying, but few organizations took disciplinary action against bullies. The study concludes bullying is a common form of harassment that creates psychological harm.
Sexual harassment training ab 1825 compliance in 2017Michele Collu
This document discusses California's AB 1825 sexual harassment prevention training requirements for employers. It provides an overview of the law's history and milestones, who must be trained, and what effective interactive training entails. Employers must train supervisors within 6 months of hire or promotion. Training content must include definitions of harassment and discrimination, remedies, strategies for prevention, and more. EverFi's online training meets these requirements through instructional design experts, attorneys, and real-world scenarios. It also addresses new requirements regarding abusive conduct and compliance culture. Records must be kept for two years.
This document summarizes and analyzes a research paper about the gender pay gap in the United States. It discusses the commonly cited statistic that women earn 77% of what men earn, but argues this does not necessarily mean women are paid less than men for the same work. The statistic is based on median annual earnings across all jobs and career fields, without accounting for variables like experience, time worked, and occupation. Gender discrimination and workforce segregation into lower-paying female-dominated fields explain much of the remaining pay gap. The document also outlines how to build a statistical case that could prove discrimination under the Equal Pay Act or Title VII in court.
EEOC Action on Criminal Background Checks for EmploymentUmesh Heendeniya
The EEOC is scheduled to vote on updating its 25-year old guidance on the use of criminal background checks in employment. This action is timely given the significant growth in criminal background checks since the 1987 guidance. Criminal background checks now impact an estimated 65 million U.S. workers, disproportionately affecting people of color. The updated EEOC guidance will clarify requirements for employers to ensure criminal background checks comply with civil rights laws and do not unjustly restrict employment opportunities.
This document summarizes an article on people analytics and discusses its convergence with industrial organization, civil rights law, and big data. It notes that people analytics uses big data to quantify trends in areas like tenure, promotions, and reasons for leaving in order to develop strategic diversity and inclusion plans. However, it cautions that data must be properly interpreted to avoid ineffective solutions that do not address systemic problems. While people analytics provides useful information, interpreting and acting on the data is challenging and expensive for companies.
This document is a comment submitted to the Pennsylvania Human Relations Commission in support of criminal background checks in employment. It argues that such checks help employers make informed hiring decisions, protect vulnerable groups, and reduce criminal recidivism. It also argues that failing to conduct background checks increases employers' risk of negligent hiring lawsuits, as courts increasingly find employers liable for harm caused by employees with criminal histories that could have been discovered. Several examples of large negligent hiring lawsuits are provided to support this point. The comment urges the PHRC to endorse broader employer use and access to criminal records for employment screening.
What Should Be Done About Workplace Bullying?Philip J. Moss
Workplace bullying is a significant problem, affecting up to 1/3 of workers. While bullying itself is not unlawful, it can cross into unlawful harassment if directed at a protected class. Bullying has severe negative impacts on victims and organizations, increasing costs and decreasing productivity. While the US has not mandated anti-bullying policies, experts recommend employers implement policies prohibiting bullying and train managers to address issues promptly.
- Novus Law, a legal services company, is saving corporate clients like Fireman's Fund Insurance Co. 15-30% on outside counsel fees compared to traditional large law firms by handling document review and litigation support more efficiently.
- Alternative legal service providers are taking a significant amount of work from large law firms and tripling their revenue each year. They embrace technology and process-driven approaches to save clients an estimated $25 billion per year.
- A technology-driven revolution is transforming the legal industry, with the boundaries between legal work and services blurring. Nearly half of companies at LegalTech now offer legal products, not just services. This new model is where future legal industry growth and jobs will be.
Views on the Recent USAM Changes: An Interview with The FCPA ReportPaul Hastings
Nathaniel Edmonds was interviewed by The FCPA Report’s Nicole Di Schino about the implications of the recent changes to the U.S. Attorney’s Manual (USAM).
1.20.14 gcepd employer pres 2014 draft_v4 with photosmelitaD
This document provides information to employers on hiring individuals with disabilities. It discusses the benefits of hiring these individuals, such as lower turnover rates and tax incentives. It also aims to debunk common myths that employers have, such as concerns over high costs or liability. The document presents data showing individuals with disabilities have strong job performance and attendance records. It encourages employers to utilize resources that can help match qualified candidates with disabilities to open positions and support their successful employment.
Chapter 02 Equal Employment Opportunity and Huamn Resources ManagmementRayman Soe
This document outlines the key points from a chapter about equal employment opportunity (EEO) legislation. It discusses the historical reasons for EEO laws, including changing social values and economic disparity. It also summarizes the major federal EEO laws, including the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, and the Immigration Reform and Control Act. Additionally, it covers topics such as sexual harassment, reasonable accommodation, enforcement agencies, and affirmative action.
California lawmakers will focus on the state's $26.6 billion budget deficit in the coming weeks. They have introduced over 2,300 bills by the deadline. Among the bills are four related to the arrest of a paroled sex offender last year. Legislative committees will begin reviewing the thousands of bills as well as proposals to close the budget gap.
A panel at Fresno State discussed the recent protests in Egypt that led to Hosni Mubarak's resignation. The four panelists covered different aspects of the revolution, noting that dissatisfaction began last year when a teen was tortured and killed by police for using the internet. Technology, including Facebook and Twitter, helped spread information and aid the success of the revolution despite government internet cuts
This document summarizes an undergraduate thesis analyzing stock price reactions to lawsuits against companies for accounting fraud. The thesis conducts a four-way analysis of stock price movements around lawsuit filings both before and after the Sarbanes-Oxley Act, and for class action vs. non-class action lawsuits. The author expects to find more negative stock reactions for lawsuits post-SOX and for class action lawsuits. Regression analysis will be used to test the assumptions. The thesis is motivated by interest in how corporate misconduct affects business and the role of SOX and class action lawsuits.
This presentation by Joan-Ramon Borrell (University of Barcelona), José Manuel Ordóñez-de-Haro, (University of Malaga), Carmen García & Juan-Luis Jiménez (both University of Las Palmas), was made during the workshop on Gender inclusive competition policy held virtually on 25 February 2021. More papers and presentations on the topic can be found out at oe.cd/gicp.
The growth in high- and low-skill jobs, coupled with little
growth in the middle-skill groups, has changed the composition
of the workforce. The leftmost bars in Chart 3 show the share of
U.S. workers in each skill category in 1980 and 2010. While both high-skill and low-skill job shares increased, the lower-middle skill group’s job share shrank. In 1980, nearly half of all workers were employed in lower-middle-skill occupations. Among the occupations in this group, machine operators accounted for 10 percent of the U.S. workforce and administrative support workers accounted for 18 percent.
According to an informal study, only 20% of job applicants had no criminal or driving history. 52% of applicants with one offense had multiple issues in their history. Additionally, 30% of resumes contain inaccurate information about work experience, education, or job titles. Thorough background checks including criminal, driving, and education/employment histories can help identify concerning inaccuracies or issues in an applicant's background. However, employers must ensure background check policies do not have an unlawful discriminatory impact and consider the nature and severity of any offenses. Two ongoing lawsuits are challenging hiring policies based on past arrests.
The C4C Federal Exchange Newsletter (WINTER 2019) ISSN 2375-7086 (Online)Tanya Ward Jordan
The Coalition For Change, Inc. (C4C) uploads its WINTER 2019 quarterly newsletter focused on the Federal government workplace culture.
HIGHLIGHTS:
* 2019 Annual Whistleblower Summit for Civil and Human Rights
* The EEOC: Federal Complaint Inventory Notable Decisions From The EEOC
* Christopher Reed: Black With A Gold Badge New Video:
* Diane R. WilliamsSilence Breaker
While trying to satisfy one federal law, employers may inadvertently violate another. For example, an employer who seeks to verify an individual's eligibility to work in the United States might accidentally step over a line and be found guilty of discrimination. If this happens to you, you may end up paying penalties. Here's the story.
RIGHT TO FAIR COMPENSATION AND REHABILITATION ACT, 2013gopalagarwalca
The document discusses the Right to Fair Compensation and Rehabilitation Act of 2013 in India. It provides background on land acquisition laws and issues in India. It summarizes key aspects of the 2013 Act, including provisions around consent, social impact assessment, compensation packages for land owners, rehabilitation and resettlement of affected families, and infrastructure amenities. It discusses the need for the 2014 ordinance and 2015 amendment bill that amended some provisions of the 2013 Act, including expanding the number of project categories exempt from consent and social impact assessment requirements.
The Fair Labor Standards Act of 1938 was the first major piece of US legislation to establish standards for minimum wage, overtime pay, recordkeeping, and child labor. It aimed to protect workers from harsh working conditions during economic hardship. The act has been amended and broadened over time to provide additional rights based on race, gender and age. It has played a pivotal role in improving labor conditions and remains an important champion of worker rights.
dean foods Fisca l2007 Proxy Statemen tFINALfinance23
- The document announces the company's annual stockholders' meeting to be held on May 22, 2008 at 10:00 am at the Dallas Museum of Art to vote on proposals adopted by the Board of Directors, including re-electing four members of the Board for three-year terms and ratifying the selection of Deloitte & Touche LLP as the independent auditor for 2008.
- Stockholders of record as of March 25, 2008 are entitled to vote at the meeting. The notice and proxy statement were first mailed to stockholders on April 21, 2008.
This document is State Street Corporation's annual report (Form 10-K) filed with the SEC for the year ending December 31, 2004. It provides an overview of State Street's business operations, organizational structure, financial performance, risk factors, and other disclosures. Specifically, the report discusses that State Street provides investment management and servicing to institutional investors, with $9.5 trillion in assets under custody and $1.35 trillion under management. It operates in over 20 countries and is regulated by various government agencies regarding its banking and financial activities.
El documento presenta una serie de principios y conceptos clave relacionados con la doctrina social católica. Aborda temas como la dignidad humana, la familia, el trabajo, la propiedad privada, la solidaridad, el bien común, la subsidiariedad, la autoridad y la participación política. Define estos conceptos y explica su importancia para lograr una sociedad justa que promueva el desarrollo integral de las personas.
This document discusses employee surveillance in the workplace. It begins by outlining the legal precedent that generally supports employers' right to conduct surveillance of employees. Several court cases are discussed that established employers can monitor employee email and internet usage. The document then argues that surveillance is necessary for employers, citing estimates that employee wasted time costs $750 billion annually. It explores how employers can use negotiation and persuasion techniques to gain employee acceptance of monitoring policies. The conclusion maintains that surveillance helps businesses and may ultimately benefit employees through higher wages.
The spring/summer 2010 issue of Prattfolio focuses on global perspectives at Pratt Institute. It features articles on Koreans at Pratt being the largest international student body, how Pratt designs impact the world, cultural empathy in design, and Pratt's global presence across continents. The issue also includes department sections on alumni partnerships, exhibitions, supporting Pratt donors, and alumni news.
This document provides information about an open day event at Brunel Law School. It summarizes the schedule and activities for the day which include an introductory talk about studying law at Brunel, a campus tour, informal lunch with faculty, a student life talk, a practical workshop, and optional finance talk. It also provides an overview of the law program, levels of study, core and elective subjects, facilities, student support services, career prospects, and application deadlines. Attendees are encouraged to consult the website or contact administrative and admissions staff for additional questions.
This document provides State Street Corporation's 2002 financial review, including selected financial data and management's discussion and analysis. Key points:
1) Net income was $1.015 billion, up $387 million from 2001, driven largely by a $495 million gain from selling the corporate trust business. Adjusting for non-operating items, net income rose $32 million.
2) Earnings per share were $3.10, up from $1.90 in 2001. Excluding non-operating items, EPS rose from $2.08 to $2.20.
3) Total revenue increased $569 million to $4.396 billion, as the company expanded its product offerings and client base despite
2010 Annual Report - Boys and Girls Club of BostonKristin Ede
The document is the 2010 annual report for Boys & Girls Clubs of Boston. It summarizes the organization's mission of helping young people become responsible citizens and leaders. It highlights the legacy of leadership from the organization's founding in 1893 to present day. It recognizes outgoing board chair Sandy Edgerley for her leadership and welcomes new chair Jon Davis. It provides statistics on the youth served and impact of the Boys & Girls Clubs programs.
ABA Section of International Law Fall 2014 Meeting (Buenos Aires, Argentina)ABA IHRC
The American Bar Association, Section of International Law's 2014 Fall Meeting was held at the Buenos Aires Hilton in Argentina. The International Human Rights Committee sponsored or co-sponsored four panel discussions. The IHRC's 2-part panel discussion on Freedom of the Press and the Law were the highest attended programs of the week!
Special Thanks to IHRC CO-CHAIRS Elizabeth "Liz" Turchi and Joseph "Joe" Federici; IHRC VICE CHAIRS Gregory MacKenzie (Moderator) and Catherine "Cathy" Vernon (Speaker); PANEL SPEAKERS & MODERATORS: Marissa Farsi, Kevin Fandl, Anamaria Dutceac Segesten, Gonzalo Smith, Thomas A. Valenti, Robert Cox, Andres D'Alessandro, Daniel Seckman, John Folks, Muria Gonzalez, Leila Mooney, Gerardo Noto, and William Black; and everyone else who help coordinate and/or participate in the ABA SIL Fall Meeting 2014. Without you, none of it would have been possible.
ABA IHRC Programs
http://inthumrights.blogspot.com/p/ihrc-programs.html
The document discusses forward-looking statements made by the company regarding projected sales, profit margins, income, growth strategy, branding initiatives, innovation plans, and cost-savings initiatives. It states that financial projections are based on assumptions and actual results could differ from projections. It also provides an overview of the company's revenues, employees, headquarters, plants, product categories, and market shares.
1) Four deadly parasites are discussed: the larva of a botfly, Leishmania, the lancet liver fluke, and the Japanese lung fluke.
2) The botfly larva grows inside the flesh of mammals, with eggs deposited directly on the skin or through an intermediate host like a mosquito. It remains for 5-6 weeks until emerging.
3) Leishmania is a parasite spread through sandfly bites that can cause deadly skin or systemic diseases. It is treated with antimony compounds.
4) The lancet liver fluke manipulates ants through mind control to be eaten by grazing animals and reach its host liver.
5) The Japanese
The document analyzes classroom discourse in four College English classes in China. It finds that teacher talk dominates class time, averaging 68.9% of class periods. The dominant discourse structure is Initiation-Response-Feedback (IRF), accounting for 77.7% of exchanges. Teachers primarily use display questions that test recall of known information, rather than referential questions that elicit new student responses. The study aims to understand features of classroom discourse and offer suggestions for teachers to encourage more student talk.
Este documento presenta una investigación sobre los tipos de mantenimiento de sistemas y equipos de computación. Explica que el objetivo es mostrar información para prevenir fallas futuras mediante el mantenimiento básico y el uso seguro de herramientas. Además, incluye encuestas sobre el conocimiento de las personas sobre conceptos como mantenimiento preventivo, componentes de una PC y herramientas básicas. Finalmente, concluye que la investigación ayudó a mejorar la comprensión de los procedimientos para mantener un equipo computacional en buen
Treadwell Enterprises is a restaurant management company that operates 153 KFC, KFC multi-brand, and franchise restaurants across 8 states. It has over 1,500 employees including salaried managers and hourly staff. The company aims to achieve excellence in all aspects of its business through well-trained employees and managers, relevant technology, great food and service, and clean restaurants.
Este documento resume los pasos clave para elegir y comprar una franquicia de manera exitosa. En primer lugar, se debe realizar una autoevaluación para determinar las motivaciones, expectativas y aptitudes del candidato. Luego, se preseleccionan rubros, zonas e inversiones posibles. A continuación, se contactan franquicias disponibles para armar una lista reducida que cumpla con los criterios. Finalmente, se evalúa detalladamente la información comercial, operativa y legal provista por cada franquicia preseleccionada.
Este documento describe diferentes tipos de flip-flops, incluyendo el RS, JK, T y D. Los flip-flops son dispositivos de almacenamiento binario que pueden mantener un estado de 1 o 0. Algunos tipos como el RS y JK tienen entradas que controlan el borrado y grabado del estado, mientras que otros como el D simplemente almacenan el valor de su entrada cuando se activa el reloj.
This document provides an overview of performance appraisals and best practices for conducting them. It discusses the importance of establishing expectations and providing feedback to employees. Effective performance appraisals involve continuous feedback throughout the year rather than just annual reviews. They also incorporate narrative comments rather than just numerical ratings. Studies discussed showed that poor feedback led to declines in employee performance. High-performing companies view performance management as an ongoing process involving coaching. Deloitte redesigned their system to focus on employee strengths and frequent conversations rather than annual ratings. Providing quality feedback and developing trust in relationships between managers and employees were highlighted as important for effective performance appraisals.
This summary provides an overview of the key points from the Apple Inc. case study document:
1. Apple has grown tremendously since its inception in 1976 to become one of the largest companies in the world in 2015, however, maintaining success and innovation without Steve Jobs' visionary leadership presents challenges.
2. The document identifies some potential human resources issues Apple may face, including employee selection and retention problems at retail stores, as well as labor and safety compliance issues with outsourced manufacturing in China.
3. Apple's large size and reliance on manufacturing brings environmental sustainability concerns as the company's carbon footprint and resource use increases along with production demands. Ensuring compliance with social and environmental standards across its extensive supply
1. The document discusses whether remuneration is the sole motivator in a workplace or if it can be a demotivator. While money was once the main motivator due to limited needs and opportunities, increased technology and internet access have raised expectations.
2. Research on over 15,000 individuals across several countries found weak correlations between pay and job/pay satisfaction, indicating satisfaction is independent of actual salary.
3. While money may not be the best motivator, it provides an initial incentive for attracting employees and is not a true demotivator as long as basic needs are met. Overall motivation is influenced by multiple factors beyond just compensation.
ou will post a response to three other student threads, with at le.docxhoney690131
ou will post a response to three other student threads, with at least 200 words in each reply. Two additional sources beyond required weekly sources must be used in each reply and properly cited.
Jazmine
he Fair Labor Standards Act of 1938 (FLSA) was developed in response to pressure from industrial workers during the 20th century. One of the last legislations passes as part of F. D. Roosevelt's 'New Deal' that targeted standards health, efficiency, and general well-being of workers established the most fundamental labor protections for American works (England & Alcorn, 2018). FLSA deals with specific compensation issues that cover minimum wage, overtime issues, and child labor rules. The FLSA does not address severance pay, sick leave, vacations, nor holidays (Minimum Wage
,
2020).
Minimum Wage
The minimum wage "is the lowest hourly rate of pay generally permissible by federal law" (Lussier & Hendon, 2019, p. 398). In the United States, the federal current minimum wage is $7.25 per hour that has been effective since July 24, 2009. Although this is the state's minimum wage, some cities choose to create their minimum, such as Seattle, Washington's minimum is $15 per hour. As much of a blessing, this may sound like it actually causes higher layoffs and cuts back hours for employees (Lussier & Hendon, 2019).
There are two types of paid employees exempt and nonexempt. Employers who fall under exempt do not have to pay their employees the mandated minimum wage. Servers' minimum wage is $2.13 per hour; they make most of their money through tips. They must make the difference of the $7.25 to be at the lowest wage. Servers, they have to earn $5.12 in tips hourly to be at the lowest wage (Lussier & Hendon, 2019). The employer must make sure that their employees can make the remaining of the money in tips. If the servers are not meeting the extra $5.12, then FLSA will force the employer to pay their employees back for the money they lost. Nonexempt employees are your more common employees that get paid $7.25. Failure to comply with FLSA laws will result in monetary penalties and imprisonment (Fair Labor Standards Act (FLSA), 2018).
Overtime
Overtime is "a higher than minimum, federally mandated wage, required for nonexempt employees if they work more than a certain number of hours in a week" (Lussier & Hendon, 2019, p. 401). FLSA requires employers to pay their staff time-and-a-half when working overtime. Both nonexempt and exempt workers are eligible for overtime pay after a 40-hour workweek. Although some departments average their overtime after two weeks, such as medical personnel, because of the number of hours they may work. Additionally, it is up to the employer to add extra benefits such as paid holiday, vacation, or extra pay for working weekends, holidays, or night shifts (Lussier & Hendon, 2019). FLSA does not limit the number of hours an employee should work during the workweek (Fair Labor Standards Act (FLSA), 2018.
An Analysis Of Employee Rights Vs. Employer RightsTanya Williams
The document discusses employee and employer rights and how they are not always balanced. It notes that state laws contain loopholes and biases that have shaped existing laws. The document also discusses issues with drug testing employees, such as the disclosure of private medical information without consent and inaccuracies in testing. It argues that these factors prevent women from achieving equal status and pay in the workplace.
The document discusses the moral and ethical issues involved in terminating an employee's employment, noting that employers must ensure all legal and ethical precautions have been taken before making the final decision to terminate in order to avoid potential consequences. It provides an example of an ethical dilemma regarding terminating an employee named John Sample and the issues he began experiencing in his personal life and work performance after two years on the job. Finally, it stresses that the decision to terminate an employee can impact current employee morale, so all alternatives should be exhausted before making the choice to terminate.
Running Head BITCOIN WALLET1BITCOIN WALLET2.docxhealdkathaleen
Running Head: BITCOIN WALLET 1
BITCOIN WALLET 2
Bitcoin Wallet
Student’s Name: Sandeep Kumar Jannu
Professor’s Name: Micheal Soloman
Date: 08/09/2019
Question 1: Set up your own Bitcoin wallet and take a screen shot that includes
My Bitcoin URI and Address.
MHR 6401, Employment Law 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
1. Discuss the legal significance of the employer-employee relationship.
1.1 Explain the regulation of wages and hours under the Fair Labor Standards Act (FLSA).
1.2 Assess the legal issues surrounding FLSA that employers face.
4. Characterize conduct that violates federal anti-discrimination laws in employment.
4.1 Determine the elements of a prima facie case of pay discrimination under the Equal Pay Act.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapter 12
Unit V Case Study
1.2
Unit Lesson
Chapter 12
Unit V Case Study
4.1
Unit Lesson
Chapter 12
Unit V Case Study
Reading Assignment
Chapter 12: Wages, Hours, and Pay Equity, pp. 419–455
Unit Lesson
In a 2013 survey by the Society of Human Resource Management (SHRM as cited in Miller, 2014), 60
percent of employees rated pay as “very important” and 36 percent rated it as “important.” These ratings
made pay the top contributor to overall job satisfaction, surpassing job security.
While pay may not always take the top spot in survey results such as the SHRM survey, pay is usually much
higher among the leadership of an organization, and the significance and sometimes disparity of pay in the
employer-employee relationship cannot be refuted (Miller, 2014). Employees rely on compensation to support
themselves and their families. Employers have an interest in holding expenses down, including pay, but must
pay what the market requires for talent that drives the organization’s success. Employees want equitable pay
relative to their coworkers and commensurate with their skills. Employers must navigate complex legal
regulation of wages and hours, as individual states become more active in adding regulations and
requirements to existing federal law.
UNIT V STUDY GUIDE
Wages and Hours
MHR 6401, Employment Law 2
UNIT x STUDY GUIDE
Title
As pay and compensation is an issue that
affects every worker in an organization,
human resources must play a key role in
setting policy and insuring practices are
fair and compliant. At the federal level
alone, there are five laws that address
compensation and equal pay. Title VII of
the Civil Rights Act of 1964 prohibits
discrimination based on race, color,
national origin, gender, and religion in pay
and pay-related terms of employment,
including promotion and job placement.
The first bill signed into law by President
Obama was the Lilly Ledbetter Fair Pay
Act of 2009. It addressed the situation
where the discriminatory act that caused
an employee in a pro ...
The document examines gender inequality that still exists in workplace culture despite advances towards equality. Two major issues are the gender wage gap and underrepresentation of women in certain fields. The Equal Pay Act of 1963 and Lilly Ledbetter Fair Pay Act of 2009 gave women legal rights to equality, but loopholes allow discrimination to continue. Debate focuses on whether discrimination causes the wage gap or if other factors are responsible. More research is needed to understand and address ongoing gender inequality issues.
This document is a 3,000 word essay arguing for equal pay for women in the workforce. It discusses the historical disadvantages women have faced in the Australian workforce, including being paid less than men for the same work. It outlines the progression of relevant legislation from the early 20th century to present day. Finally, it proposes four recommendations for organizations to implement internally focused on recruitment, flexibility, culture change, and equal remuneration to help close the gender pay gap.
There are a number of complicated laws and regulations that organizations must adhere to relating to comparable worth and equal pay. While compliance is important, most organizations do not have an effective way to administer these rules on an ongoing basis.
Menzies Law White Paper - Gender Pay GapLuke Menzies
The document discusses the gender pay gap in the UK and the risks it poses to employers. It notes that the national gender pay gap is 19.2%, with women who work part-time facing an even larger gap. New legislation will require employers with over 250 employees to report their organization's gender pay gap figures. Failing to address a gender pay gap could result in costly equal pay claims and backpay, as well as reputational damage. HR professionals need to understand equal pay law and conduct audits to identify risks in order to mitigate their organization's liability.
The document discusses Indiana's proposed "right-to-work" law and argues that it is bad for Indiana and Hoosier working families for three main reasons:
1. Right-to-work laws undermine unions by allowing workers to opt out of paying union dues while still receiving representation and benefits negotiated by the union. This weakens unions' bargaining power and results in lower wages and benefits for all workers over time.
2. Claims that right-to-work improves economic development and job growth are myths, as studies show states without such laws often have stronger economies. Other factors like education, infrastructure, and taxes are more important for business decisions.
3. Arguments that right-to-
EMPLOYMENT LAWS
Larry Ratliff Jr
Strayer University
HRM 510
October 20, 2019
Dr. Barrett
Header – Employment Laws
Author – Larry Ratliff
University – Strayer
Class – HRM 510
Date – October 20, 2019
Professor – Dr. Barrett
1
Employment Laws
Constituted to guide employees and employers
Enforced legally
Violation leads to consequences
Focuses on working relationships
Establish boundaries
Guide organizations
Employment laws are constituted with the main aim of making sure that law and order are followed to the place of work (Harten, 2016). The labor laws come in place to give the employee a voice. The laws do not only focus on the employer but they also focus on the employee. They state what the employee and employer should do to promote fairness and justice at the place of work.
2
Employment Laws
Fair Labor Standards Act.
Migrant and Seasonal Agricultural Worker Protection Act (MSPA).
Occupational Safety and Health (OSH) Act.
Wage and Hour Division.
Immigration and Nationality Act (INA)
Worker Adjustment and Retraining Notification Act (WARN)
The sections of the laws that have been outlined are some of the sections that are used to protect the employee from harm that might have been planed and later executed by the employer (Harten, 2016). The law is diverse and this is because different needs of the employees. The law promote safety at the place of work. At the same time, they make sure that the employer treats the employee fairly.
3
Employment relationships determiners
Employees are juniors
The law protect them from the possible oppression of the employers
Employees are valued
Employees are as important stakeholders as the employers
Employees are the abiders of the policies
Employees affect their relationships with their employers
Even though employees are juniors, they are also important in determining the relationship at the place of employment. The law values the employees and this is seen in the way that it protects them from possible discriminations(Gay & Kagan, 2018). The absence of an employee would directly hurt an employment relationship.
4
Employment relationships determiners
Employers are as important as employees
They are considered
The laws do not oppress their businesses
Their policies are respected
They are consulted in decision making
They dictate their relationship with the employees
An employer is an important party when it comes to employment laws (Harten, 2016). The reason behind it is that the law targets him and restricts him in different ways. However, in determining relationships, the employer is as important as the employee.
5
Employment relationships determiners
When the employers are good to employees, relationships are good
When employees are submissive, their relationships improve
Employees and employers both determine their relationships
The actions of one party affect the other
The law puts the employer on top
The law also prioritizes the emp ...
HR Webinar: Gender Pay Equity: The Time is NowAscentis
This presentation will uncover the implications of April 2, 2019, otherwise known as “Equal Pay Day,” the specific date this year when the average man in the United States could start work and earn the same amount by December 31 as the average woman, in the same job, who had worked all year long.
Gender pay equity as a topic in the media is back with a vengeance, courtesy of #MeToo and #TimesUp. Discussions about what it’s going to take to eradicate harassment and discrimination in the workplace inevitably leads us to these questions: Is it “good enough” for employers to simply acknowledge the gender discrimination inherent in acts of sexual harassment? Or, is it time to step past acknowledgement, and into action, to truly rectify the pay equity gap?
Regardless of what your company’s views and current efforts are, it’s important as an HR professional to be aware that the state, city or other local jurisdiction in which you operate may have gender-equalizing laws in place.
2010 continued a three-year trend of record breaking EEOC charges, with 2010 charges the highest in the Commission’s 45-year history. Our challenging economy, increasingly diverse workforce, new EEO laws and recent court decisions are fueling this steady growth. Keeping up on the trends is critical to protecting your workplace, and sustaining a culture of respect and inclusion
What does this mean for employers? Enhanced anti-discrimination efforts are mission critical. Effective cultural change, behavioral change, and risk management require innovative and integrated anti-discrimination programs. Now, more than ever, reviewing and refining your organization’s EEO compliance programs is essential.
Jennell Brown DB 4Top of Form The United States has.docxchristiandean12115
Jennell Brown
DB 4
Top of Form
The United States has a very free labor market, and organizations both small and large have the freedom to produce, buy, and sell products as long as it is in compliance with the law. Every organization has their rules and policies that all employees must follow. These polices can be in reference to work schedules, education, skill set, or benefits offered. When employees do not follow company policy, they will have to face the consequences of the organization. Under certain laws employers have the freedom to make these rules for their employees to follow, but the employees are also protected by these same laws that will prevent unfair labor practices from taking place in the workplace. In addition to these company policies, there are also regulations that the organization must stay in compliance with in order to uphold the laws of the local and state governments. When employers fail to follow these regulations they are putting the company at risk of fines and sometimes company shutdowns.
In my local area there is a high percentage of government regulated labor markets because there is a large percentage of workers that are employed by the government in the Maryland and Washing DC area. One example of the pros of a free labor market would be the regulations that are put in place to protect the employees, and the consumers of the products and services such as OSHA and the FDA. Organizations like OSHA ensure that employers are maintaining a safe work environment by offering employees with the proper safety equipment and protection in the workplace (OSHA, 2015). This may seem like disadvantage for the employer, but when companies are meeting regulator standards, they will potentially meet or exceed production when they are able to operate more efficiently. The cons of a free labor market are the fluctuation of the economy.
Because organizations have the freedom to buy from certain suppliers and sell to consumers, their products are only as good as economic demands. If consumers are not purchasing products or services, from private sector businesses, the company will have serious financial issues. The labor market definitely needs to be regulated by the government to protect the employees and consumers. This is why there are government regulated agencies that put labor laws in place such as the Civil Rights Act of 1964 which protects workers from being discriminated against based on age, race, gender, and religion (Bent-Goodley, 2014). This is a very important reason why government needs to regulate the free market. Many business owners may not follow these rules if they were not regulated.
References
Bent-Goodley, T. B. (2014). Social work and the civil rights act of 1964. Social Work, 59(4), 293-295. doi:10.1093/sw/swu040
OSHA adds key hazards for investigators' focus in healthcare inspections. (2015, August). J. J. Keller's Workplace Safety Advisor, 25(8), 6. Retrieved fromhttp.
Similar to HRCU 648 Equal Payment Paper, Feldmanj (14)
Jennell Brown DB 4Top of Form The United States has.docx
HRCU 648 Equal Payment Paper, Feldmanj
1. Running head: THE EQUAL PAYMENT ACT 1
The Equal Payment Act
Joseph Feldman
Brandman University
Legal Issues in Human Resources
HRCU 648
June 14, 2015
2. THE EQUAL PAYMENT ACT 2
The Equal Payment Act
Introduction
The purpose of this paper to analyze the effects of the Equal Payment Act of 1963 (EPA)
on organizations and employees, and to make recommendations that will help both parties in
compliance and non-compliance areas. A review of the EPA will be given along with subsequent
amendments to the law that have strengthen its position. Part of this paper will discuss recent
EPA violations from Citibank and True Oil LLC. Unequal payment amongst men and women for
similar work is a serious problem that HR divisions must look at in terms of compliance as it is
considered a form of gender discrimination. Protecting equal pay is an ever increasing concern as
a rise in women participation labor rates have occurred over the past few decades.
Overview of the Equal Payment Act of 1963
The passage of the EPA in 1963 was to help enforce “men and women in the same work
place be given equal pay for equal work” (Whitehouse.gov., n.d., p. 1). Subsequent laws that
have strengthened the meaning and protection of equal pay for women include Title VII of the
1964 Civil Rights Act and The Lilly Ledbetter Fair Pay Act of 2009 (Ledbetter Act). According
to Nolo.com (2015) “Title VII goes beyond ensuring equal pay to barring discrimination in all
aspects of employment, including hiring, firing, promotion, and more” (p. 1). The Ledbetter Act
was President Obamas very first signed piece of legislation that attempted to curb the gender pay
gap. According to Covert (2014) “the act gave people who experience pay discrimination more
time to file a complaint” (p. 1).
Effects on Employees
In 2012 the Whitehouse issued a report stating “full-time women workers’ earnings are
only about 77 percent of their male counterparts’ earnings” (Whitehouse.gov., p. 1). In addition
3. THE EQUAL PAYMENT ACT 3
the report identified that the biggest suffers of unequal pay were “African-American and Latina
women, with African-American women earning 64 cents and Latina women earning 56 cents for
every dollar earned by a Caucasian man” (Whitehouse.gov., p. 1). The negative effects of EPA
violations were echoed in a 2014 Pew Research Report showing that nearly 80 percent of women
and 60 percent of men believe that continued changes need to be made in addressing “equality in
the workplace” (Patten, 2015, p. 1).
A 2013 Equal Pay Task Force Report (EPTF Report) describes in detail the negative
effects of unequal pay for women and society as a whole. Labor participation rates for women
have risen from approximately 37 percent in the 1960s to 57 percent in 2012 (Whitehouse.gov.,
p. 10). The EPTF Report cites the following as potential problems with unequal pay for women
(Whitehouse.gov., p. 9):
The areas described above may be viewed as pure economic issues. For instance, single
households led by women and married women that contribute to households may suffer from one
to all of these areas if their pay is legitimately unequal to men. Another area that is effected by
unequal pay may be viewed as non-monetary consequences. J.P. Hervis, president of Insider
Media Management, states “disgruntled employees who feel they’re being treated unfairly aren’t
as likely to do their best work” (Davis, 2015, p. 1). In addition to decreased productivity,
4. THE EQUAL PAYMENT ACT 4
employee morale, lack of diversity and increased turnover rates may occur when EPA violations
occur. These negative consequences will have adverse effects on both the employer and
employee. According to Joseph (2015) “companies with a reputation for compensating men and
women equally may have access to a larger talent pool when recruiting and hiring” (p. 1).
Current EPA Case
Violation of the EPA occurs in small to large companies. In 2012 a Citibank employee,
Heidi Wilson, received back pay of $340,000 in arbitration for violation of the EPA. Wilson
contended that she earning considerably less than her male counterparts for the same job. Ryan
Barack, Wilson's attorney, stated “it wasn't fair that they were paying the men who did the same
job twice as much” (Behrman, 2012, p. 1). It appears that Citibank’s human resources guidelines
concerning compliance with equal pay was poorly prepared as their argument failed to move the
Court. The following chart describes Citibank’s reasoning in paying Wilson less money than her
male counterparts (Behrman, p. 1):
Ultimately, the Court ruled that “that the evaluations conducted by Wilson's supervisor
were too subjective” (Behrman, p. 1). In addition, Wilson was able to prove that Citibank’s claim
of paying less because of poor economic conditions was unfounded as “testimony showed other
5. THE EQUAL PAYMENT ACT 5
employees received huge bonuses during the recession, some of which were greater than
Wilson's entire salary” (Behrman, p. 1). This case drew national attention as President Obama
addressed the Court’s findings by stating “people should know that even in 2012 that pay
discrimination against female executives still continues, and people should be aware of it and do
what they can to eliminate it" (Behrman, p. 1).
In another case, The Equal Employment Opportunity Commission (EEOC), filed a claim
in May 2015 against True Oil LLC and nine of its associated companies for paying their women
accountant clerk employees less salary than their male accountant clerk employees (Neary, 2015,
p. 1). According to Neary (2015) True Oil LLC issued a public statement saying that male
accounting clerks receive higher salaries than women accounting clerks (p. 1). The EEOC claims
that lower pay was made to women “who have done substantially the same work using the same
skills and under similar conditions” (Morton, 2015, p. 1). The following chart depicts evidence
of violation of the EPA as the EEOC tracked three True Oil employees pay rates during a four
span (Morton, p. 1):
Employee Year Hired Experience Pay Rate
Male 2002 1 accounting course, 1
year with accounting
firm, 11 years as store
manager with basic
bookkeeping duties
+ $4.07 per hour more
than female #1
+ $3.09 per hour more
than female #2
Female #1 2004 AA Accounting degree
and 17 years in general
accounting jobs
-$4.07 per hour
Female #2 2004 Studied accounting for
2 years,owned her own
business for 10 years,
and 5 years of
bookkeeping
experience
-$3.09 per hour
6. THE EQUAL PAYMENT ACT 6
Compliance
There are a number of tools and methods that an HR division can use in ensuring that a
company is not violating EPA. One of the first things a company can do is to verify if they must
be compliant with the EPA. According to BizFilings (2012) there are certain industries and
situations where an employer is exempt from being compliant with EPA (p. 1). A few examples
include “[e]mployees of amusement or recreational establishments having seasonal peaks,
agricultural employees who are members of the employer's immediate family, and workers
principally engaged in the range production of livestock, such as cowboys and shepherds” (p. 1).
In general, a business will find that they must be compliant with EPA regulations. A job analysis
can be performed that looks at pay structure and job classes for men and women working within
the company. According to BizFilings if a pay discrepancy occurs showing women receive lower
pay than certain questions must be asked and answered in validating the pay differences (p. 1).
The following chart describes a few defenses that a company may claim in defending against
EPA violations (BizFilings, p. 1):
7. THE EQUAL PAYMENT ACT 7
According to Davis (2015) a company should regularly review compensation, stay up-to-
date on current compensation rates, and consider an open pay policy (p. 1). Davis states “To
prevent issues with unequal pay, you can monitor companywide compensation on a regular
basis” (p. 1). A comprehensive evaluation would take into consideration all types of payments
that includes (1) salary (2) bonuses (3) benefits (4) compensation for job training and (5) any
other perks (Davis, p. 1). In addition, The American Bar Association (ABA) recommends
looking at adds “job placement, transfers, and promotions” when evaluating current
compensation (Orrick, Herrington & Sutcliffe LLP., 2010, p. 24).
Data from internet sources can be used to determine competitive salary rates. Patricia
Harden, president of Harden Partners, states “in our industry, for instance, there are numerous
salary surveys by trade publications, recruiters and professional organizations” (Davis, p. 1). An
open door policy of allowing employees to disclose salaries without retaliation would add
transparency to any organization. A 2001 survey revealed that approximately 33 % of employers
banned employees from discussing salaries. A 2011 survey from the Institute for Women's
Policy Research showed that approximately 50% of companies “discouraged or prohibited”
discussion of employee salaries (Dreisbach, p. 1).
According to Dreisbach (2014) “under a nearly 80-year-old federal labor law, employees
already can talk about their salaries at work, and employers are generally prohibited from
imposing pay secrecy policies” (p. 1). Two major hurdles is that many managers are not aware of
the law, and those who violate the open door policy provision of the 1935 National Labor
Relations Act do not suffer great consequences. Cynthia Estlund, a law professor at New York
University, points out that “even if an employee signs a nondisclosure agreement with an
employer, the employee would still be protected when talking about salary” (Dreisbach, p. 1).
8. THE EQUAL PAYMENT ACT 8
Additional Considerations
The 2009 Ledbetter Act enhanced protection of EPA by requiring businesses to create,
store, and report wage rates to the EEOC (Orrick, Herrington & Sutcliffe LLP., p. 37).
“Employers are required to “preserve records that document and support the method, system,
calculations, and other basis used . . .in establishing, adjusting, and determining the wage rates
paid to [their] employees and create reports based on these records and submit reports to EEOC”
(Orrick, Herrington & Sutcliffe LLP., p. 37). In addition, an employer who discovers that they
have been paying women lower wages for similar work cannot lower male counterpart employee
wages. This type of remedy violates the 2009 Ledbetter Act.
Conclusion
This paper has demonstrated the negative impacts of violating EPA. Unequal pay is an
increasing problem for employers and employees. Part of this paper attempted to illustrate how
companies can prevent the problem by taking proactive measures that includes creation of a job
analysis, regularly review compensation, staying up-to-date on current compensation rates, and
consider an open pay policy. Data within this report suggests that EPA violations cause harmful
effects in the areas of housing, healthcare, education, childcare, access to credit, and other areas.
In addition employee productivity, morale, and turnover rates can be greatly effected when EPA
violations occur.
9. THE EQUAL PAYMENT ACT 9
References
Behrman, E. (2012, April 16). Tampa woman wins lawsuit against Citicorp for pay
discrimination. Retrieved from http://www.tampabay.com/news/tampa-woman-wins-lawsuit-
against-citicorp-for-pay-discrimination/1225359
BizFilings (2012, May 24). Complying with gender-based equal pay laws. Retrieved from
http://www.bizfilings.com/toolkit/sbg/office-hr/managing-the-workplace/complying-with-
gender-based-equal-pay-laws.aspx
Chu, L. (2009, February 2). Obama's first law: The fight for fair pay. Retrieved from
http://money.cnn.com/2009/02/02/smallbusiness/fair_pay_act.smb/?postversion=2009020212
Covert, B. (2014, January 29). Five years after The Lilly Ledbetter Act, how to start closing the
gender wage gap. Retrieved from http://thinkprogress.org/economy/2014/01/29/3223331/
lilly-ledbetter-gender-wage-gap/
Davis, J. B. (2015, April 9). How unequal pay issues could affect your business. Retrieved from
https://www.americanexpress.com/us/small-business/openforum/articles/unequal-pay-issues-
affect-business/
Dreisbach, T. (2014, April 13). 'Pay secrecy' policies at work: Often illegal, and misunderstood.
Retrieved from http://www.npr.org/2014/04/13/301989789/pay-secrecy-policies-at-work-
often-illegal-and-misunderstood
10. THE EQUAL PAYMENT ACT 10
Joseph, C. (n.d.). What are the benefits of equal pay for women & men? Retrieved from
http://smallbusiness.chron.com/benefits-equal-pay-women-men-11771.html
Morton, T. (2015, May 18). EEOC: True companies violated Equal Pay Act; Female account
clerks were paid less than male counterparts. Retrieved from http://k2radio.com/eeoc-true-
companies-violated-equal-pay-act-female-account-clerks-were-paid-less-than-male-
counterparts/
Neary, B. (2015, May 18). U.S. complaint: Oil companies paid women less than men. Retrieved
from http://hamptonroads.com/2015/05/us-complaint-oil-companies-paid-women-less-men
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