Teachers unions have had a "muscular" presence in some states, but in others, especially in the South and Southwest, the unions have held little power in recent decades, and the growing dominance of conservative Republicans in state legislatures and statehouses was creating a hostile environment with right-to-work (RTW) laws. The…

Even in situations in which the underpayment of girls' coaches is due to the sex of the students coached rather than to the sex of the coaches, the coaches and the girls coached are victims of unlawful discrimination. Available from Harvard Women's Law Journal, Harvard Law School, Cambridge, MA 02138. (Author/IRT)

Comparable worth and pay equity issues are considered, along with implications for college institutional researchers. Comparable worth is generally defined as a policy of paying equal pay for work of comparable value. After discussing the issues and tracing relevant legislation, attention is directed to ways that the institutional research office…

Discusses the comparable worth theory, which holds that women should receive compensation equal to men's for work requiring similar skills, responsibility, and effort. Reviews the Supreme Court decision in County of Washington v. Gunther, which concerns Title VII of the Civil Rights Act and sex discrimination where jobs are unequal. (Author/RW)

The role played by nonstatistical procedures, in contrast to multivariant statistical approaches, in analyzing faculty salaries is discussed. Multivariant statistical methods are usually used to establish or defend against prima facia cases of gender and ethnic discrimination with respect to faculty salaries. These techniques are not applicable,…

Outlines the positions taken by the nurses and by the city in the suit contending that the city and county of Denver discriminate against nurses in the area of pay. At the time the article was written, the case was before the Supreme Court. (IRT)

Presents a discussion of the legal context of evaluation systems upon which merit pay programs are based. Following the discussion of the law, a model merit pay program is presented. (MLF)

The concept of comparable worth bases its legal claims in the Equal Pay Act of 1963, the Civil Rights Act of 1964, and a 1981 decision of the United States Supreme Court. Still, assertions that comparable worth should be invoked to correct wage discrimination have usually been rejected in federal courts. (PGD)

Examines the legal battleground upon which one struggle for the equality of women is being fought. Updates a civil rights decision of crucial importance to nursing--Lemons v City and County of Denver. (JOW)

The revitalization of the Contract Clause indicates that it is not the public employee who must be the first to sacrifice to get a city out of financial trouble. (Author/IRT)

The crux of the problem addressed by the concept of comparable worth is sex and race discrimination in employment. Aggressive enforcement of Title VII and the Equal Pay Act to ensure equal employment opportunities and pay equity is the only way of combatting the problem. (Author)

The court decisions, as well as state constitutions and statutes in many states, clearly point out that, whether the faculty is organized or not, the state legislature has the final voice in the appropriation of monies to higher education. (Author)

Discusses the issue of veteran teachers who are finding themselves out of work because they are too expensive. Suggests that teachers who suspect age discrimination should document signs of it as soon as possible if they plan to go to court. (JOW)

Structural reform in higher education collective bargaining is examined in these conference proceedings, along with recent state bargaining legislation, and legal, union, and management views concerning sex discrimination in higher education. The 19 article topics and authors include: the problem of reshaping the fringe package (Claude Campbell);…

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)