12/8/2023 0 Comments Equal pay act 2020![]() ![]() ![]() EEOC sued the HVAC design and installation services company, alleging that female project managers were paid much less than male colleagues performing equal work, and in many instances, had more experience and seniority. May 9, 2023) ( HVAC company resolves lawsuit alleging discrimination against female employees paid less than men). Lacey’s Place must also post a notice at its worksite about the lawsuit and submit written reports twice a year to the EEOC. The suit was resolved through a four-year consent decree providing $92,964 in monetary relief and requiring Lacey’s Place to develop and distribute a written policy against sex-based pay discrimination and retaliation, as well as conduct anti-discrimination training and a pay equity study of current district manager pay. EEOC filed a lawsuit alleging that the video gaming parlor paid female district managers less than men with similar experience and education and fired a female manager in retaliation for complaining of the pay disparity. May 26, 2023) ( gaming parlor chain resolves lawsuit alleging pay discrimination and retaliation against female workers). Lacey's Place LLC Series Midlothian d/b/a Lacey's Place, No. Some notable cases include: District Court Litigation The EEOC has recovered millions of dollars for workers subjected to compensation discrimination and obtained significant injunctive relief to remedy discriminatory practices and prevent future violations. Combatting pay discrimination is a top national priority for the agency. Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and the Genetic Information Nondiscrimination Act prohibit pay discrimination based on race, color, religion, sex (including pregnancy, sexual orientation and gender identity), national origin, age, disability, or genetic information. Equal Employment Opportunity Commission (EEOC) enforces the Equal Pay Act of 1963 (EPA), which requires that men and women in the same workplace be given equal pay for equal work. The Amendment will take effect in late October 2020. Under the Act, employers, workers and unions will negotiate in good faith, with access to mediation and resolution services available if they are unable to agree. By making court a last-resort, the proposed approach will lower the bar for workers or unions to raise a pay equity claim, and use a collaborative process The Equal Pay Amendment Act allows workers or unions to make a pay equity claim directly with their employer using a framework that is similar to New Zealand’s existing employment relations bargaining framework. Until now, workers have only been able to make claims for pay equity through the courts. New Zealand’s equal pay law provides that women and men should be paid the same for jobs of equal value, even if the jobs are different. It seeks to address inequality in wages arising out of the “going market rate” for employing people in those traditionally female dominated occupations not being a fair or equal rate, but a suppressed wage born out of historical pay discrimination. In certain occupations where the work is, or was predominately performed by females, wages have been kept lower than occupations where the work has been performed predominately by men. The Act was designed to provide a practical and accessible process to raise and consider claims of systemic sex-based pay undervaluation in female-dominated occupations. ![]() Legislation on-line New Zealand Legislation PDF (consulted on ) Equal Pay Amendment Act 2020 (2020 No 45). ![]()
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