The key issue is what skills are required to do the job and not what skills the individual employees may have.
Effort -- is the quantity of physical or mental exertion that is needed to perform the job. If the job requires more effort than the other jobs and if that extra effort is substantial and is a regular part of the job then it would not be a violation to pay that person more, regardless of whether the job is held by a man or a woman.
Responsibility -- is the degree of responsibility that is required in performing the job.
Working Conditions - this includes two factors: (1) physical surroundings like temperature, fumes, and ventilation, and (2) hazards.
Establishment -- is the prohibition against compensation discrimination under the EPA and applies to any jobs within any establishment. An establishment is a distinctive physical place of business rather than an entire business or enterprise consisting of several places of business. In some situations, physically separate places of business are treated as one establishment. (Equal Pay Act Law & Legal Definition, 2010).
If salary differences are based on any criteria other than sex, or any of the other protected classifications, the employer will not be in violation of the Act. Examples of other criteria include: seniority, merit, quality or quantity of work (Equal Pay Act, 2004). Reimbursement under the Equal Pay Act is the same as for Title VII of the Civil Rights Act of 1964 (Title VII). If the court finds that an employer acted deliberately, it also may be liable for liquidated damages for double fines. In order for a person to establish a case against an employer under the Equal Pay Act, an employee must first show...
Human Resources Recruitment strategy and plan This document is about laying down a strategy of recruiting employees in sincere college. Employees move, quit or transfer thus creating a need to open job application for interested candidates. It helps to determine what the job entails, tasks and skills of the employees. It covers an outline of the recruitment plan, job description, methods of recruitment, interview procedures and hiring. The strategy aims at attracting
Human Resources Management If what is learned in an important college or university course is not put to use in some pragmatic way -- or understood in the larger social context -- then that learning may be viewed as meaningless time spent. No doubt there is a percentage of students that are simply going through the process of education, working for a degree that will open doors and lead, hopefully, to
Human Resource Management • evaluate selection practices procedures organisations comparing ' practice' • compare structured process recruitment organisations evaluate methods media • Human Resources Management Selection processes and practices are vast theoretical concepts, which can be implemented using a wide series of theoretical models. While the availability of scholarly resources cannot be denied, the practical implementation of selection processes and practices within firms is often undisclosed to the public. It is subjected
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