Case Study: Pay And Gender

Full Answer Section

    Sarah's previous employer, Stokely and Associates, regularly paid women less than men even when the women had more experience or brought in more clients. This discriminatory practice resulted in Sarah being paid less than she deserved at her previous job, and it also impacted her starting salary at Parker and Mendez. EEOC Act Violated The Equal Pay Act of 1963 (EPA) prohibits employers from paying different wages to men and women who perform equal work in the same establishment. The EPA does not require that jobs be identical in order to be considered equal work. Rather, jobs are considered equal if they require equal skill, effort, and responsibility and are performed under similar working conditions. In Sarah's case, she clearly performs equal work to her male coworkers. She has the same level of experience, education, and skills, and she performs the same job duties. The only difference is her gender. As a result, Parker and Mendez is in violation of the EPA by paying Sarah less than her male coworkers. Ethical and Legal Obligations of Parker and Mendez Parker and Mendez has an ethical and legal obligation to pay Sarah the same wage as her male coworkers. The EPA is a federal law that prohibits sex discrimination in pay, and Parker and Mendez is subject to this law. If Parker and Mendez does not pay Sarah the same wage as her male coworkers, it could face a lawsuit from Sarah or the EEOC. In addition to the legal risks, Parker and Mendez also faces reputational risks by paying Sarah less than her male coworkers. This could damage the company's brand and make it more difficult to attract and retain top talent. Proposed Solution for Sarah Parker and Mendez should immediately pay Sarah the same wage as her male coworkers. In addition, the company should apologize to Sarah for the discrimination she has experienced. Parker and Mendez should also take steps to ensure that this does not happen again. Proposed Change in Policy for Determining Starting Pay Parker and Mendez should change its policy for determining starting pay so that it is not based on previous pay. Instead, the company should base starting pay on the job requirements and the employee's qualifications. This will help to ensure that all employees are paid fairly, regardless of their gender or previous pay. Training for Hiring Managers and Payroll Specialists Parker and Mendez should provide training to all hiring managers and payroll specialists on the EPA and how to avoid paying employees differently based on their gender. The training should cover the following topics:

• The definition of equal work under the EPA
• The legal risks of paying employees differently based on gender
• How to ensure that employees are paid fairly, regardless of their gender

The training should be interactive and engaging, and it should be repeated on a regular basis to ensure that all employees are aware of the company's policies and procedures.

Sample Solution

   

To: VP of Human Resources From: Compliance Representative Date: August 16, 2023 Subject: EEOC Violation and Proposed Training

Summary of Sarah's Case

Sarah Green is a highly experienced accountant with a proven track record of success. She has been working in the accounting field for 12 years, and she has consistently brought in more new clients and received higher satisfaction scores than her peers. However, when she was hired at Parker and Mendez Accounting, LLC, she was paid less than her coworkers who had equal or less experience.