The Equal Pay Act of 1963

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The Equal Pay Act is a significant law that passed in 1963 to prohibit discrimination in salary, benefits, and pensions based on an employee’s gender. The Equal Pay Act definition requires that men and women be given equal pay for equal work in the same establishment. The jobs need not be identical, but they must be substantially equal. It is job content, not job titles, that determines whether jobs are substantially equal. (U.S. Equal Employment Opportunity Commission, 2008). The Equal Pay Act was passed as an amendment to Fair Labor Standards Act (FLSA) and is administered by the Equal Employment Opportunity Commission (EEOC). Society has been aware of the discrimination in pay between men and women for centuries. In 1866, congress passed the Civil Rights Act, which extended to all people the right to enjoy full and equal benefits of all laws, regardless of race. (Bohlander & Snell, 2007). Currently, this inequity still exists today, as I had a personal experience with pay discrimination in 2006. First, I will focus on the advantages and disadvantages of this Act. Second, I will discuss the problems administering the Act and what is being done in today’s business world. Last, I will discuss some recommendations that have been associated with this law. The advantages of the Equal Pay Act are 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 key issue is what skills are required for the job, not what skills the individual employees may have.The disadvantages can be that pay differentials are permitted when they are based on seniority, merit, quantity or quality of production, or a factor other than sex. (U.S. Equal Employment Opportunity Commission, 2008). Therefore, in my opinion
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