Equal Pay Day 2024 is on Monday, April 15, 2024: What does the Equal Pay Act of 1963 guarantee?

Monday, April 15, 2024 is Equal Pay Day 2024. End The Equal Pay Day “Celebration” – Pass The Paycheck Fairness ... April 12 –- Equal Pay Day

Each day to exhibit the main difference between what males and ladies are compensated in america. This always falls on the Tuesday in April but official wage figures aren't available until late August / September.

Equal pay for the same work on the same level. This law was mostly meant to limit the huge differences in pay between men and women but also minorities. So if two people have the same exact job with the same skill level, experience, seniority, and education, then their pay should be the same.

The right of employees to be free from discrimination in their compensation is protected under several federal laws, including the following enforced by the U.S. Equal Employment Opportunity Commission (EEOC): the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and Title I of the Americans with Disabilities Act of 1990.

Compensation discrimination also is prohibited by laws enforced by the Department of Labor (DOL). Pay differentials are permitted when they are based on seniority, merit, quantity or quality of production, or a factor other than sex. These are known as "affirmative defenses" and it is the employer's burden to prove that they apply. In correcting a pay differential, no employee's pay may be reduced. Instead, the pay of the lower paid employee(s) must be increased.

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. Each of these factors is summarized below:

Skill - Measured by factors such as the experience, ability, education, and training required to perform the job. The key issue is what skills are required for the job, not what skills the individual employees may have. For example, two bookkeeping jobs could be considered equal under the EPA even if one of the job holders has a master's degree in physics, since that degree would not be required for the job.

Effort - The amount of physical or mental exertion needed to perform the job. For example, suppose that men and women work side by side on a line assembling machine parts. The person at the end of the line must also lift the assembled product as he or she completes the work, and place it on a board. That job requires more effort than the other assembly line jobs if the extra effort of lifting the assembled product off the line is substantial and is a regular part of the job. As a result, it would not be a violation to pay that person more, regardless of whether the job is held by a man or a woman.

Responsibility - The degree of accountability required in performing the job. For example, a salesperson who is delegated the duty of determining whether to accept customers' personal checks has more responsibility than other salespeople. On the other hand, a minor difference in responsibility, such as assignment of the task of locking up at the end of the day, would not justify a pay differential.

Working Conditions - This encompasses two factors: (1) physical surroundings like temperature, fumes, and ventilation, and (2) hazards. For example, suppose a male nurse's aide who works in a hospital is paid less than a female nurse's aid who works in patients' homes. This difference generally does not qualify as a difference in working conditions that would justify a pay differential, because the physical surroundings and hazards in the two locations typically are similar.

Establishment - The prohibition against compensation discrimination under the EPA applies only to jobs within any establishment. An establishment is a distinct physical place of business rather than an entire business or enterprise consisting of several places of business. However, in some circumstances, physically separate places of business should be treated as one establishment. For example, if a central administrative unit hires employees, sets their compensation, and assigns them to work locations, the separate work sites can be considered part of one establishment.

The following is an except from the Equal Pay Act:

"(d) (1) No employer having employees subject to any provisions of this section shall discriminate, within any establishment in which such employees are employed, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such establishment for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions, except where such payment is made pursuant to (i) a seniority system; (ii) a merit system; (iii) a system which measures earnings by quantity or quality of production; or (iv) a differential based on any other factor other than sex: Provided, That an employer who is paying a wage rate differential in violation of this subsection shall not, in order to comply with the provisions of this subsection, reduce the wage rate of any employee. "

"equal pay act"?

Yes it is. The equal pay act just forbids unequal pay because a person is in a protected class. And unless it's a general situation like there's 100 employees, and the 50 men all make substantially more for the same job than the 50 women, it's real hard to prove. There are so many elements that go into setting pay that it's almost impossible to prove violation for one person. And paying full-timers more than part-timers is not covered by this act.

Why feminists think women are paid less than men and there is discrimination going on?

How many times, O Lord?

Equal hourly rate pay for each hour worked is the law of the land - you also cannot compare or even take into account such things as different grades within an office - and especially remuneration based on contract or by agreement that is equal to or above the required level - thus porn stars etc have no bearing on the argument. I don't expect to walk into Hollywood tomorrow and get as much per film as Brad Pitt - give me a minute or two - but there are minimum rates of pay for actors like anyone else - it's just that I'd probably be paid that and Brad would get a contracted rate. Capisce?

And child care workers are paid what hey are paid - the same as coal miners are. Capisce? You no like the job - go elsewhere!

Jee-zuz - you people love to muddy the waters with non-fact!

As for the mythical wage gap:-

Gender Wage Gap Myth Exposed

According to figures released by a feminist website – women make up 43.2% of the workforce, work 36.8% of the hours worked, yet ‘receive only 89% of the wages of men’.

Now let me put that to rest.

This means that men make up 56.8% of the workforce, work 63.2% of hours worked, and receive 11% higher incomes overall than women do.

Let me put it in simple terms:-

EXAMPLE:- A company has 1000 employees, each on a standard of a 40 hour week, and each on precisely the same wage per hour worked – giving an overall for a week of 40,000 hours required.

Based on the provided figures from a feminist website -

432 of those workers are women – 568 of them are men.

The women work a total of 14720 hours per week if they work 36.8% of hours.

That is 14720/432 = 34.1 (rounded) hours per worker.

Men therefore work a total of 25280 hours if they work 63.2% of hours.

That is 25280/568 = 44.5 (rounded) hours per worker.

THEREFORE:-

The difference in EARNED pay between men and women expressed as a percentage is 34.1/44.5 * 100 = 76.63%.

Therefore – women EARN for hours worked at the exact same rate of pay 76.63% of the earnings of men

Therefore a figure of ‘only 89%’ is false and misleading – and women are in fact OVERPAID per hour worked to the tune of 89 – 76.63% compared to the EARNINGS of men, by 12.37%.

I rest my case.

BUT ADDS NONETHELESS:- You will note that this does NOT incorporate any penalty rate payment for men working excess hours...

AND ADDS:- How do you equate work value to the massively paid CEO jobs that feminists are so ken to grab hold of? Those people work more than sitting in 5-6 meetings a week? Grow up!