Pay Equity: Equal Pay for Work of Comparable Value : Joint Hearings Before the Subcommittees on Human Resources, Civil Service, Compensation and Employee Benefits of the Committee on Post Office and Civil Service, House of Representatives, Ninety-seventh Congress, Second Session, Part 2U.S. Government Printing Office, 1983 - 1829 pages |
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Page 974
... Pay Act , 29 U.S. C. § 206 ( d ) . ' 20 FEP Cases , at 791. The Court there- fore permitted no additional evidence on this claim , and made no findings on whether petitioner's pay scales for female guards resulted from intentional sex ...
... Pay Act , 29 U.S. C. § 206 ( d ) . ' 20 FEP Cases , at 791. The Court there- fore permitted no additional evidence on this claim , and made no findings on whether petitioner's pay scales for female guards resulted from intentional sex ...
Page 1041
... wage rates for equally qualified male and female employees . ( b ) Employer Deviation from Its Own Job Rate Analysis Even in the absence of direct proof of discrimination in the setting of wage rates , or of employer - caused job ...
... wage rates for equally qualified male and female employees . ( b ) Employer Deviation from Its Own Job Rate Analysis Even in the absence of direct proof of discrimination in the setting of wage rates , or of employer - caused job ...
Page 1047
Equal Pay for Work of Comparable Value : Joint Hearings Before the ... pay women less than men for jobs receiving equal ratings . But rather than simply ... rates paid to females with the rates paid to males for comparable quality ...
Equal Pay for Work of Comparable Value : Joint Hearings Before the ... pay women less than men for jobs receiving equal ratings . But rather than simply ... rates paid to females with the rates paid to males for comparable quality ...
Page 1048
... paying jobs traditionally assigned to women . In addi- tion , although the wage rates had increased since the inception of the pay policy , the increases had been applied to the rates on a cents - per- hour or percentage basis , so that ...
... paying jobs traditionally assigned to women . In addi- tion , although the wage rates had increased since the inception of the pay policy , the increases had been applied to the rates on a cents - per- hour or percentage basis , so that ...
Page 1054
... PAY EQUITY 301 The economic benefits of such discrimination to the employer often extend beyond the initial assignments . Data from IUE v . West- inghouse indicates that employers determine wage rates for semi- skilled jobs and skilled ...
... PAY EQUITY 301 The economic benefits of such discrimination to the employer often extend beyond the initial assignments . Data from IUE v . West- inghouse indicates that employers determine wage rates for semi- skilled jobs and skilled ...
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Common terms and phrases
affirmative action affirmative defenses average Bennett Amendment Civil Rights Act claims classifications clerical collective bargaining committee comparable worth compensation Cong Congress Corning Glass County of Washington determine discriminatory disparate economic EEOC employer Equal Employment Opportunity Equal Pay Act equal work standard established factors federal female jobs groups Gunther HEPB income increased industry issue job analysis job evaluation plans job evaluation systems job segregation job worth jobs held mainly labor market legislation less male minorities National nurses occupational segregation Office paid pay equity pay for equal pay rates percent Personnel plaintiffs points programs race Research salary secretaries segregated jobs Senator sex discrimination sex-based wage discrimination skill social Statistics supra note Survey tion Title VII union wage differentials wage gap wage rates women workers women's jobs
Popular passages
Page 1092 - VII provides that it shall be an unlawful employment practice for an employer — (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin.
Page 1810 - That woman's physical structure and the performance of maternal functions place her at a disadvantage in the struggle for subsistence is obvious. This is especially true when the burdens of motherhood are upon her. Even when they are not, by abundant testimony of the medical fraternity continuance for a long time on her feet at work, repeating this from day to day, tends to injurious effects upon the body, and, as healthy mothers are essential to vigorous offspring, the physical well-being of woman...
Page 1092 - ... 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 differentia!
Page 1002 - Notwithstanding any other provision of this title, it shall not be an unlawful employment practice for an employer to apply different standards of compensation, or different terms, conditions, or privileges of employment pursuant to a bona fide seniority or merit system, or a system which measures earnings by quantity or quality of production or to employees who work In different locations, provided that such differences are not the result of an intention to discriminate because of race, color, religion,...
Page 1229 - 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 FREEDOM AND ECI 14 0194 skill, effort, and responsibility, and which are performed under...
Page 1811 - Many words cannot make this plainer. The two sexes differ in structure of body, in the functions to be performed by each, in the amount of physical strength, in the capacity for long-continued labor, particularly when done standing, the influence of vigorous health upon the future well-being of the race, the self-reliance which enables one to assert full rights, and in the capacity to maintain the struggle for subsistence. This difference justifies a difference in legislation and upholds that which...
Page 1811 - ... properly placed in a class by herself, and legislation designed for her protection may be sustained even when like legislation is not necessary for men and could not be sustained.
Page 1308 - It shall not be an unlawful employment practice under this title for any employer to differentiate upon the basis of sex in determining the amount of the wages or compensation paid or to be paid to employees of such employer if such differentiation is authorized by the provisions of section 6(d) of the Fair Labor Standards Act of 1938, as amended (29 USC 206(d...
Page 1045 - ... (2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin.
Page 1032 - ... bona fide occupational qualification reasonably necessary to the normal operation of that particular business or enterprise...