Paycheck Fairness Act
The aim of the Paycheck Fairness Act is to eliminate the gender pay gap that exists between men and women in many companies and organizations today. On average, women earn only 77 cents for every dollar their male counterparts earn. The bill has already received approval by the House and is awaiting passage pending approval by the Senate.
The proposed Paycheck Fairness Act contains certain enforcement provisions that will give it more power than the current standard which is the Equal Pay Act of 1963. Some of the new changes include the following mechanisms:
1) The employer must be able to provide evidence that gender pay differences are based on other factors than a person’s sex.
2) Prohibits employers from taking retaliatory actions against employees inquiring about their company’s wage determining guidelines or divulging their individual pay to other employees.
3) Allowing comparisons of pay among employees within similarly defined geographical areas.
4) Increased penalties for companies found to be engaging in unequal pay.
5) Instructing the Department of Labor to obtain wage related data from companies.
6) Creating a means for additional training of Department of Labor agents to handle cases involving wage disparity.
In addition to these changes, the new law would automatically cover all company employees on a class action basis for ongoing cases of pay discrimination. This new law may finally begin to close the pay gap that exists between men and women by allowing the Department of Labor more latitude in their ability to fully investigate suspected abuses.
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In: Business Stories · Tagged with: Additional Training, Aim, Average Women, Department Of Labor, Discrimination, Enforcement Provisions, Equal Pay Act, Equal Pay Act Of 1963, Gap, Geographical Areas, Latitude, Male Counterparts, Mechanisms, Men And Women, Paycheck Fairness Act, Retaliatory Actions, Salary Information, Senate, Wage Disparity
