What happens if employees feel that their employer has not complied with the Equal Pay Act (EPA)?
The Equal Pay Act required employers to pay equal compensation, regardless of gender, for the performance of jobs that require equal skill, effort and responsibility and are performed under equal working conditions. Wheatly v. Wicomico County – Employees felt that the employer was paying female department heads significantly less than it paid make department heads. The court found that one can have the same title and the same general duties as another employee and still not meet the EPA’s equal skills and equal responsibility requirements. The jobs were considered unequal, despite having the same general core responsibilities. Employees must be able to validate their compensation levels when they pay different salaries to male and female employees who arguably perform the same work. To avoid litigation, a company must review compensation levels to determine if there are any differentials that exist, and then examine the reasons for them. What should a company do when an employee allege
Related Questions
- Even though an employer is not required to pay for leave under the Act, what about continuation of health care benefits, vacation accrual time, holiday pay, pension accrual time and other benefits?
- What happens if employees feel that their employer has not complied with the Equal Pay Act (EPA)?
- What happens if an employer fails to pay overtime correctly to its employees?
