![]() If you you wish to speak with a member of our legal team about an equal pay issue at work, call our Hotline at (888) 833-4363. GELC provides free legal services to those who have experienced gender-based discrimination in the workplace. The Massachusetts Equal Pay Act (MEPA) says that employers cannot discriminate against employees because of their gender when deciding and paying wages. In New York City, as of October 31, 2017, employers are prohibited from asking a job applicant about their salary history. Despite passage of the Equal Pay Act of 1963, which requires that men and women in the same work place be given equal pay for equal work, the gender gap. For instance, New York State goes further to ensure that no employee is paid a wage at a rate less than that of an employee of the opposite sex in the same establishment for equal work. Many State and Local laws provide enhanced protections against pay discrimination and further the goal of closing the gender wage gap. Pay Equity in New York State and New York City The EPA provides that employers may not pay unequal wages to men and women who perform jobs that require substantially equal skill, effort and responsibility, and that are performed under similar working conditions within the same establishment. The jobs need not be identical, but they must be substantially equal. Through the Equal Pay Act of 1963 ("EPA"), men and women are entitled to equal pay for equal work in the same establishment. Under Title VII, an employee can challenge not only unequal pay between men and women, but also discriminatory practices that lead to unequal compensation, such as steering women to lower-paid jobs or maintaining “glass ceilings.” Title VII of the Civil Rights Act vastly improved the principle of equal pay for equal work by covering forms of gender-based discrimination affecting women’s earnings. Title VII outlawed sex- based discrimination at all stages and in all aspects of employment, including hiring, promotion, and termination, enabling women to tackle a key contributor to the gender wage gap: their exclusion from higher-paying jobs and from certain industries. Fair pay legislation provides an important tool for remedying this inequity, but more transparency is needed to ensure that employers are following the law and treating workers fairly. This inequity exists at all levels of employment. The Equal Pay Act of 1963: Prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, effort and responsibility under similar working conditions. ![]() Even when women have the educational background, same seniority or work experience, they are often paid less than their male counterparts.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |