What Is the Equal Pay Act?

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Often referred to as the “EPA”, the Equal Pay Act is a law passed by the United States Government to protect men and women from unequal wages. It is part of the New Frontier Program, introduced by John F. Kennedy in 1963. It amends the Fair Labor Standards Act and aims to eliminate wage disparity based on sex.

EPA protections for men and women

EPA protections for men and women go way beyond protecting the environment. They also have to do with science, technology and innovation. There are a number of other agencies that have similar missions, such as the National Institute of Standards and Technology and the White House Office of Science and Technology Policy. The EPA, however, is unique because it is a government agency with the mandate to regulate pollutants and airborne chemicals. Its small staff of around 400 is spread out across four geographic regions. In order to stay on top of the game, EPA scientists have to find the best ways to keep America safe from pollutant hellfire. The EPA’s website is full of helpful links to information and a calendar of events that allows the public to get involved in the process.

EPA protections for men and women have improved in the years since the agency’s founding, but the old adage “pollution does not pay” still applies. The agency has some tough decisions to make, particularly in the field of regulating toxic chemicals. The EPA is required to submit timetables to companies like Union Carbide that want to comply with federal standards. The agency also offers resources to help members of the public comment on proposed regulations.

Defenses to a claim for equal pay

Defending a claim for equal pay under the Equal Pay Act is difficult. The sweeping nature of the law makes it difficult for an employer to justify an inequity in pay. However, there are some defenses employers can use. These include the use of prior pay, education, specialized skill, and job experience.

Before the Equal Pay Act was passed, the U.S. Department of Labor conducted studies on gender pay disparities in various industries. These studies showed that men earned more than women in certain jobs. In some industries, the salary gap was $8 to $20 per week. In office work, women earned roughly $3600 to $9400 per year.

The Equal Pay Act prohibits employers from paying less than another employee based on race, ethnicity, or gender. It also prohibits retaliation against employees who assist with enforcing the law. If an employee believes their compensation is unfair, they can file a lawsuit. In addition, California has laws against a number of forms of discrimination, including a prohibition against disparate pay for workers of the same sex.

The California Fair Pay Act strengthened the state’s Equal Pay Act. In addition to prohibiting paying less than employees of another race or gender, it requires employers to provide equal pay for workers who perform substantially similar work. In other words, if a female employee is more qualified for a particular job than a male employee, she can bring a complaint for compensation inequity.

Modernize the Equal Pay Act

During the last decade, the gender pay gap has made news in a big way. In fact, a recent study suggests the average American woman will have to settle for about half a million dollars by the time she reaches her mid-fifties. To make matters worse, the same survey found that men of similar age groups were paid about a dime more per hour. Despite the fact that American women have the lion’s share of the country’s labor force, their earnings are still trailing their male counterparts by about a decade.

The best thing to do is find a way to close the gender pay gap for good, which is easier than it sounds. There are numerous steps to take, from improving women’s access to good paying jobs, to ensuring that men get their fair share of the sex benefits. A better business environment would also help. This could be achieved by introducing a fair wages program that rewards companies for reducing pay gaps, or at the very least putting a stop to wage discrimination in the first place. The best way to start is by establishing a dialogue with management and employees, both at the top and bottom of the food chain.