On June 10, 1963 President John F. Kennedy signed the Equal Pay Act and put an end to an “unconscionable practice of paying female employees less wages than male employees for doing the same job” (Snow & Snow, 2016). The Equal Pay Act was “the first national labor standard to address the practice of women getting paid less than men simply because they were women” (Task Force, 2013). According to Equal Employment Opportunity Commission, The Equal Pay Act requires that equal wages be paid to men and women who perform jobs that require substantially equal skill, effort and responsibility in the same establishment under similar working conditions. “The Act laid the foundation for the future workforce policies” (Task Force, 2013). In the years that
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Since the passing of these and other laws, HR positions have had to lead the force in the changing culture of the workplace along with the personnel policies. HR positions have evolved so much that these professionals now have to wear many hats to do their job. They now play the parts of lawyer, doctor, and strategy and advisement experts. Lawyer because they are the ones that have to enforce the laws within their company and advise management on what they can or cannot do. Doctors because they need to be able to distinguish a disability, advise managers and employees about on the job injuries and Family Medical Leave Act. A strategist/advisor because they have to find a way to train managers, supervisors as well as personnel about the new laws and how to comply with them. They advise on compensation matters, job descriptions, the company policies and workplace practices as well as benefits. They take on recruitment and retaining of employees. They handle grievances before they end up in litigation in a court room. The list goes on.
The Equal Employment Act has changed compensation in the way that HR professionals will need to “ensure that pay fairness begins with the salary offer” (Smith, 2016) since compensation begins at the very beginning with the job offer, and continues throughout the employees’ tenure at the company. Compensation has become …show more content…
As it stands now it has been 50+ years since the passing of the act and women are only 18 cents closer than they were back then. While doing research one came across another act that seems to be in front of Congress called The Paycheck Fairness Act. According to the National Equal Pay Task Force, if this act is passed it will address loopholes in the existing law and provide additional research and resources to fight pay inequity among other things. How does this affect the employer and the employee? Employers are not able to hire as many employees for the positions that they have because of the increase in pay. One employer used to be able to hire as many employees as needed for the positions that they had open but are no longer able to do this instead, a position will either get cut or not filled. Employees are having to go back to school to earn a higher degree to be able to get paid more. Once they get the degree they are changing career fields to get more pay because after all who wants to stay at a job that pays less then what one could be making? Employees are even opening up their own businesses and going into business for
Since the passing of these and other laws, HR positions have had to lead the force in the changing culture of the workplace along with the personnel policies. HR positions have evolved so much that these professionals now have to wear many hats to do their job. They now play the parts of lawyer, doctor, and strategy and advisement experts. Lawyer because they are the ones that have to enforce the laws within their company and advise management on what they can or cannot do. Doctors because they need to be able to distinguish a disability, advise managers and employees about on the job injuries and Family Medical Leave Act. A strategist/advisor because they have to find a way to train managers, supervisors as well as personnel about the new laws and how to comply with them. They advise on compensation matters, job descriptions, the company policies and workplace practices as well as benefits. They take on recruitment and retaining of employees. They handle grievances before they end up in litigation in a court room. The list goes on.
The Equal Employment Act has changed compensation in the way that HR professionals will need to “ensure that pay fairness begins with the salary offer” (Smith, 2016) since compensation begins at the very beginning with the job offer, and continues throughout the employees’ tenure at the company. Compensation has become …show more content…
As it stands now it has been 50+ years since the passing of the act and women are only 18 cents closer than they were back then. While doing research one came across another act that seems to be in front of Congress called The Paycheck Fairness Act. According to the National Equal Pay Task Force, if this act is passed it will address loopholes in the existing law and provide additional research and resources to fight pay inequity among other things. How does this affect the employer and the employee? Employers are not able to hire as many employees for the positions that they have because of the increase in pay. One employer used to be able to hire as many employees as needed for the positions that they had open but are no longer able to do this instead, a position will either get cut or not filled. Employees are having to go back to school to earn a higher degree to be able to get paid more. Once they get the degree they are changing career fields to get more pay because after all who wants to stay at a job that pays less then what one could be making? Employees are even opening up their own businesses and going into business for