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A Cog of Knowledge
A Periodic Newsletter For Human Resource Professionals
________________________________________________________________________
______
* Compensation Discrimination
As a manager, part of maintaining a fair and inclusive work place means
preventing compensation discrimination. Simply put, we as an
organization must provide equal pay for equal services to all of our new
hires and current associates - regardless of diverse backgrounds. Not
only is fair pay the ethical and professional thing to do, but laws
exist to prohibit compensation discrimination.
Some of the primary federal laws are:
* 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.
Laws against compensation discrimination include all payments made to or
on behalf of associates in return for employment. All forms of
compensation are covered, including salary, overtime pay, bonuses, stock
options, profit sharing and bonus plans, insurance and benefits,
vacation and holiday pay, allowances, and reimbursement for travel
expenses.
Unfortunately, despite these long-standing laws, pay disparities
continue to persist among workers across America. According to the EEOC,
recent U.S. statistics revealed:
* Women who worked full-time had median weekly earnings that were
75.7% of the median for men
* Median earnings for African Americans working at full-time jobs
were 75.9% of the median for whites
and
* The median earnings of Hispanics were 65.9% of the median for
whites and 86.8% of the median for African Americans.
There also is evidence that median earnings for individuals with
disabilities are significantly lower than median earnings for
individuals without disabilities.
Because of these alarming statistics, it is even more vital as a manager
that we strive to prevent compensation discrimination throughout all
levels of our organization.
Below is a checklist that we, as managers, can use to assist in the
prevention process.
Compensation Discrimination Checklist:
? Relay organizational policies that clearly explain
discrimination and the rights and responsibilities of all staff members
? Consistently monitor your work environment for signs of
compensation discrimination
? Investigate any problem quickly, fairly and
confidentially
? Regularly explain and reiterate organizational policies
and procedures during in-person meetings
? Mentor and support programs for minority development
and equal pay programs
? Evaluate whether there are differing pay rates for jobs
at a similar level
? Be clear in any/all job descriptions, responsibilities,
qualifications needed, and compensation
? Make all overtime pay, bonuses, stock options, profit
sharing and bonus plans, insurance and benefits, vacation and holiday
pay, allowances, and reimbursement programs open and available to those
that are entitled by company policy, local, state, and federal law
? Assist in promoting that all jobs be accessible to people with
all types of disabilities at equal pay
? Make sure pregnant employees and those on parental
leave are not disadvantaged
? Help maintain a process where promotion and training
opportunities are based on merit
? Remain flexible about hours of work for people with
career responsibilities, disabilities or religious requirements
? Promote affirmative action strategies to help groups of
workers who have previously been disadvantaged reach the same
competitive level and compensation as others
? Prevent retaliation for those who may have filed or are
involved in a discrimination complaint and/or investigation
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.
For more information on these laws please click on the links below.
Equal Pay Act of 1963 <http://www.eeoc.gov/policy/epa.html>
Title VII of the Civil Rights Act of 1964
<http://www.eeoc.gov/policy/vii.html>
Age Discrimination in Employment Act of 1967
<http://www.eeoc.gov/policy/adea.html>
Title I of the Americans with Disabilities Act of 1990
<http://www.eeoc.gov/policy/ada.html>
This topic and more can be found within our Diversity and Inclusion
e-learning product.
To request more information or for a no-obligation trial of our
products, please email [email protected]
<mailto:[email protected]> or call toll-free 877.650.0454.
________________________________________________________________________
______
Who We Are
KnowledgeStart is an employee development company which, for the past
seven years, has specialized in online training for its U.S. and global
clients.
We are a leading provider of award-winning e-learning programs and
platforms that maximize learning, increase collaboration and retention,
and improve competitive edge.
KnowledgeStart understands that every decision made by your employees
eventually crosses someone's path somehow and can often have a "ripple
effect" across your entire organization. Even the smallest of decisions
can have a BIG impact on your company and the people around you. Your
workplace is an incredibly inter-connected environment.
Through this understanding and our collective skill sets and experiences
with leading companies, we are proud to deliver innovative approaches to
employee training, compliance, and outcome measurement software.
Visit our website: http://www.knowledgestart.com
<http://www.knowledgestart.com>
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