![]() Hiring practices such as asking an applicant for their salary history or requiring an applicant to provide a minimum previous salary can contribute to ongoing earning inequalities, and are prohibited by law. Access to wage or salary informationĮmployers must provide an employee who is offered an internal transfer or promotion with the wage scale or salary range of their new position, upon request by the employee.Įmployers with fewer than 15 employees do not have to meet this requirement. Additionally, employers cannot retaliate against employees who ask about their wages or lack of opportunity for advancement. Protection from discrimination, retaliation, and firingĮmployers cannot take any adverse action against an employee for discussing wages, filing a complaint, testifying in a proceeding related to the law, or exercising other protected rights granted under the Equal Pay and Opportunities Act. Wage non-disclosure agreements for employees are prohibited.Įmployers can require employees who have access to other employees' wage information as part of their job duties, to keep that information confidential. ![]() Acceptable reasons for differences in career advancement opportunitiesĭifferences in career advancement opportunities among genders may be acceptable if the difference is based on:Įmployers cannot prohibit employees from disclosing, comparing, or discussing their wages or the wages of other employees. Equal career advancement opportunitiesĮmployers cannot limit or deprive an employee of career advancement opportunities on the basis of gender. An employee's previous wage or salary history cannot be used to justify gender pay differences. Job related factors consistent with business need.Įmployers bear the burden of proof to justify why pay differences exist.Measuring earnings by quantity or quality of production.Differences in education, training, or experience.Acceptable factors for differences in pay may include: Unequal compensation among employees of different genders may be acceptable if the difference is based on justifiable factors, not related to gender. ![]() Acceptable reasons for a difference in pay Differences in pay for similar jobs may be acceptable only in certain circumstances. Determining if employees have similar jobs is based on skill, effort, and responsibility, not based on job titles. Gender cannot be a reason for pay differences between employees with similar jobs. Employees also have the protected right to discuss their wages and have the right to access certain wage and salary information. It is unlawful to base an employee's pay or career advancement opportunities on their gender. ![]()
0 Comments
Leave a Reply. |