Equal Pay Act Of 1963 Flashcards, test questions and answers

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What is Equal Pay Act Of 1963?

The Equal Pay Act of 1963 prohibits employers from paying different wages to employees on the basis of their gender. This legislation was an important step towards achieving equal pay for women and men in the United States. The Equal Pay Act was enacted under Title VII of the Civil Rights Act of 1964, which outlawed all forms of workplace discrimination based on race, color, religion, sex or national origin. The core provision of the Equal Pay Act is that employers may not discriminate between sexes when it comes to pay for equal work on jobs requiring equal skill, effort and responsibility. This means that if a man and woman are doing the same job with similar qualifications and skills, they must be paid equally regardless of their gender. However, there are exceptions to this rule such as seniority-based wages or merit-based wages which can lead to disparities in pay between genders. The Equal Pay Act has been effective in reducing gaps between men’s and women’s salaries over time by making it illegal for employers to discriminate based on gender when setting salaries. Despite this progress over time, there still remains a significant gap in earnings between men and women today due to several other factors including unequal access to higher-paying jobs traditionally occupied by men as well as persistent stereotypes about women’s roles in society leading them into lower paying positions such as those within the service industry or childcare related professions. In recent years there have been several efforts made at both federal and state levels aimed at closing this wage gap even further including introducing measures such as paycheck fairness acts which would make it easier for employees who believe they have been victims of discriminatory practices when awarding wages or benefits by allowing them to sue their employer without fear of reprisals from powerful employers or companies. Additionally, some states have passed laws that require companies with more than 25 employees to report information regarding employee compensation broken down by gender each year so that discrepancies can be identified more easily if present within an organization’s workforce dynamics.