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2013 | OriginalPaper | Buchkapitel

8. The Changing Landscape of Pay Equity Enforcement

verfasst von : Stephanie R. Thomas

Erschienen in: Compensating Your Employees Fairly

Verlag: Apress

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Abstract

Since the late 2000s and early 2010s, there have been major changes in the legal and regulatory environment regarding compensation discrimination, and there are even more on the horizon. These changes encompass both individual claims and claims of systemic compensation discrimination.

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Vorheriges Kapitel Analysis Follow-Up

Nächstes Kapitel Causes of the Gender Pay Gap

The genesis of the Ledbetter Fair Pay Act of 2009 is discussed in Chapter 1.

“Ledbetter and Documentation LIVE with Philip Miles,” The Proactive Employer, April 2, 2010, www.blogtalkradio.com/theproactiveemployer/2010/04/02/ledbetter-and-document-retention-live-with-philip-miles.

For example, the Internal Revenue Service and the Department of Labor have laws governing what types of compensation documentation and employee information must be retained and for how long. Some employment laws, such as the Fair Labor Standards Act, also have these requirements. A detailed discussion of these retention periods is given in Chapter 10.

Joanna Grossman and Deborah Brake, “The Lilly Ledbetter Fair Pay Act of 2009: A Preliminary Report, Part One,” http://writ.news.findlaw.com/grossman/20090928.html.

Remarks by President Barack Obama, State of the Union Address, January 27, 2010, www.whitehouse.gov/the-press-office/remarks-president-state-union-address.

At the time of its creation, the interagency group was known as the National Equal Pay Enforcement Task Force. In recent months, however, the group has referred to itself as the Equal Pay Task Force. See, for example, “Equal Pay Task Force Accomplishments,” White House, April 2012, www.whitehouse.gov/sites/default/files/equal_pay_task_force.pdf.

National Equal Pay Enforcement Task Force, White House, www.whitehouse.gov/sites/default/files/rss_viewer/equal_pay_task_force.pdf.

Ibid.

Executive Order 11246 was signed by President Lyndon Johnson on September 24, 1965. It established requirements for nondiscriminatory practices in hiring and in employment for federal contractors and subcontractors. Specifically, the order prohibits federal contractors and subcontractors from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin. It also requires contractors and subcontractors to “take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex or national origin.”

“Equal Pay Task Force Accomplishments,” White House, April 2012, p. 7, www.whitehouse.gov/sites/default/files/equal_pay_task_force.pdf.

“EEOC’s Pilot Project to Combat Wage Discrimination,” The Proactive Employer, July 12,2012, www.blogtalkradio.com/theproactiveemployer/2012/07/12/eeocs-pilot-project-to-combat-wage-discrimination.

The EEOC has not indicated how or on what criteria it will evaluate the “success” of the pilot program.

U.S. Department of Labor Strategic Plan Fiscal Years 2011–2016, U.S. Department of Labor, September 30, 2010, www.dol.gov/_sec/stratplan/StrategicPlan.pdf.

“Equal Pay Task Force Accomplishments,” p. 5.

National Equal Pay Enforcement Task Force, White House, www.whitehouse.gov/sites/default/files/rss_viewer/equal_pay_task_force.pdf.

“US Labor Department and National Equal Pay Task Force launch equal pay application development challenge,” News Release, Office of Public Affairs, U.S. Department of Labor, January 31, 2012, www.dol.gov/opa/media/press/opa/OPA20120146.htm.

“Equal Pay App Challenge: Final Results & Prize Winners,” U.S. Department of Labor, www.dol.gov/equalpay/apps-winners.htm.

“Equal Pay Task Force Accomplishments,” p. 5.

Strategic Plan for Fiscal Years 2012–2016, U.S. Equal Employment Opportunity Commission, February 22, 2012, www.eeoc.gov/eeoc/plan/strategic_plan_12to16.cfm.

“EEOC Commissioner Feldblum Talks to The Proactive Employer,” The Proactive Employer, March 16, 2012, www.blogtalkradio.com/theproactiveemployer/2012/03/16/chai-feldblum-discusses-the-eeoc-strategic-plan.

“Equal Pay Task Force Accomplishments,” p. 8.

“The Interpretive Standards for Systemic Compensation Discrimination,” 71 Federal Register 35124, June 16, 2006.

The methodology outlined in the Standards centered around two characteristics: (1) the formation of “similarly situated employee groupings” and (2) the use of multiple regression analysis.

“Interpretive Standards for Systemic Compensation Discrimination and Voluntary Guidelines for Self-Evaluation of Compensation Practices under Executive Order 11246; Notice of Proposed Rescission,” 76 Federal Register, January 3, 2011.

Ibid.

“Non-Discrimination in Compensation; Compensation Data Collection Tool,” 76 Federal Register 154, August 10, 2011.

“Good Jobs for Everyone with OFCCP Director Pat Shiu,” The Proactive Employer, June 21, 2012, www.blogtalkradio.com/theproactiveemployer/2012/06/21/good-jobs-for-everyone-wit-ofccp-director-pat-shiu.

Ibid.

Explanations of the gender pay gap, such as occupation, industry, labor market experience, and so forth, are explored in Chapter 9.

National Equal Pay Enforcement Task Force, White House, www.whitehouse.gov/sites/default/files/rss_viewer/equal_pay_task_force.pdf.

Ibid.

A class-action lawsuit is a form of lawsuit in which a large group of people collectively bring a claim to court and/or in which a group of defendants is being sued.

The Equal Pay Act is governed by the procedural rules of the Fair Labor Standards Act, which requires opt-in.

The Paycheck Fairness Act would permit “opt-out” class actions under Rule 23 of the Federal Rules of Civil Procedure.

Compensatory damages are awarded to compensate plaintiffs for loss or harm suffered. Punitive damages differ in that they are not awarded to compensate plaintiffs. They are awarded to punish the defendant(s) for outrageous conduct and discourage the defendant(s) from engaging in similar behavior in the future.

Christina Hoff Sommers, “Fair Pay Isn’t Always Equal Pay,” New York Times, September 21, 2010.

Titel: The Changing Landscape of Pay Equity Enforcement
verfasst von: Stephanie R. Thomas
Verlag: Apress
Buch: Compensating Your Employees Fairly
Print ISBN: 978-1-4302-5040-1

Electronic ISBN: 978-1-4302-5042-5

Copyright-Jahr: 2013
DOI: https://doi.org/10.1007/978-1-4302-5042-5_8

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