If passed by the Senate as expected, employer pay practices will be more carefully examined under the new law and those that have any basis in discrimination are likely to be struck down.
A ten-step guide developed by the Women's Bureau of the Department of Labor (April 2, 1998) to assist employers in analyzing their own wage-setting policies and establishing consistent and fair pay practices.
As you know, since the 1960’s the number and complexity of laws relating to the area of employment have mushroomed. Prior to 1960 the Fair Labor Standards Act and National Labor Relations Act and their administrative obligations were the major compliance issues for personnel departments.
Yes.
The idea behind the Equal Pay Act is to make sure that men and women doing substantially the same work do not get paid different wages for that work based on th
The Equal Pay Act is to ensure that men and women doing substantially the same work do not get paid different wages for that work based on their gender.
When analyzing pay structures, make sure you are in compliance. Certain situations may say something about your recruiting and hiring practices and they could lead to problems with Equal Pay Act claims.
Here are the tests used to determine employer coverage and individual employee coverage under the FLSA.
See ¶10-2500 for penalties that may apply under the state's civil rights law.
Blindness or partial blindness.— Violations of provisions regarding blindness or partial blindness under South Dakota's Human Relations Act Law may be punishabl
The Fair Labor Standards Act recordkeeping regulations require that an employer display a prescribed poster in conspicuous places in all establishments where wo
Employees' wages and hours are regulated under federal law by a number of statutes.
The federal FLSA requires employers to pay nonexempt employees one and one-half times their regular rate for any hours worked in excess of 40 hours in a workwee