This article provides instructions for an engaging classroom activity when discussing the Equal Pay Act of 1963. Students are asked to consider how to approach pay decisions when hiring a new employee for their business. Issues arise when the new hire asks for a higher wage than a current employee of a different sex. Legal Environment of…

The gender wage gap in the United States is a well-documented social and economic phenomenon. The Equal Pay Act of 1963 has done little to bring parity between men's and women's wages. Existing data show a relationship between race, age, geography, immigration, education, and women's pay status. This study analyzes wage disparity within higher…

Rigidity is setting in that obscures reasonable discussion of the imperfections of a free market where women's wages are concerned, and increases the likelihood that comparable worth, if implemented, might substitute one set of arbitrary job evaluations for another. (MLW)

For 50 years, laws such as the Civil Rights Act of 1964, as amended in 1991, and the Equal Pay Act of 1963 have protected women from overt discrimination. Although gender inequity persists in today's workplace, its presence and effects continue to be underestimated by the relevant stakeholders. Informal observations have shown that college…

Analyzes the new guidelines for enforcement of the Equal Pay Act and their implications for personnel management. Argues that there are key problem areas in the new regulations arising from considerable ambiguity and uncertainty about their interpretation. (SK)

Gender discrimination and wage inequity remain problems worldwide. In the United States and Canada, where equal rights and protective legislation have been in place for nearly 40 years, glaring disparities in salaries and job opportunities remain. Similar problems have been studied in the United Kingdom, leading to enactment of the 1975 Sex…

Analysis by decade of the effects of the Equal Pay Act of 1963 shows that women's earnings relative to men's increased by 10 cents from 1960-1990. Black and Hispanic women's earnings lagged further behind. More education and experience did not help women narrow the gap. (SK)

Argues that sex discrimination has depressed salaries for jobs filled primarily by women. Shows that under the Equal Pay Act and Title VII, workers in traditionally female occupations can establish equal pay claims. Suggests approaches for developing legal and enforcement standards to deal with discriminatory compensation in traditionally female…

Explores the legal issues surrounding pay disparities between men and women in intercollegiate coaching, including how courts have treated disparate wage claims under the Equal Pay Act, Title VII of the Civil Rights Act of 1964, and Title IX, and the defenses used by institutions. Offers suggestions for defending claims and a detailed review of…

The applicability of legal principles governing equal pay and sex discrimination in university settings is discussed. The most objective mechanism that a university can utilize to achieve compliance with the Equal Pay Act would be implementation of a salary system that relies on experience, formal education, and time in grade. (MLW)

Outlined are key provisions, relevant to education, of Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963. Administrative guidelines to insure compliance are presented, as well as preventive measures that reduce vulnerability to charges of discrimination in hiring, promotion, and compensation. (IAH)

Outlines the legal implications of comparable worth and recent court cases involving equal pay isues. Points out that where jobs are comparable and wages disparate without justification, courts have found employers guilty of wage discrimination. (MD)

Challenges to compensation programs because of their disparate impact on men and women have been broadened. Criteria for a defensible and explainable job evaluation system are offered. (Author/MLF)

Provides overview of laws, policies, and regulations available to women to secure their job rights when faced with sex discrimination. Equal pay, sexual harassment, pregnancy discrimination, and affirmative action are discussed, noting procedures involved in filing a complaint. (EJS)

Questions whether the Equal Employment Opportunity Commission, or any other agency of the federal government, has the authority to create guidelines for personnel evaluation in the private sector. (Author/IRT)