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Essay / Research Paper Abstract
This 7 page paper looks at why and how pay equity and equality in total remuneration is protected in the United States, considering the federal laws, such as the the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA) and equal opportunities, including the Equal Pay Act. The paper considers how this impacts on businesses and the systems that are or should be used to ensure equity is in place. The bibliography cites 7 sources.
Page Count:
7 pages (~225 words per page)
File: TS14_TEpayequ.rtf
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Unformatted sample text from the term paper:
number of statutory requirements that are put into place to ensure that the employers structure remuneration and rewards so that they are fair and equal. The onus is on the
employer to ensure that they are abiding b the legislation, therefore, the employers need not only understand the legislation, well designed payment systems will include the ability to monitor internal
pay equity between employees and external pay equity between companies. There are a number of federal laws with which employers have to comply. The first is the Fair Labor Standards
Act of 1938 (FLSA), this covers both full and part time employees in the private sector as well as state and federal employees, establishing a minimum wage, undertaken in the
amendments to the act, the current rate id $1.15 an hour. There is also the requirement that over time rates and one and a half times the usual rate is
paid for any hours worked in access of 40 a week. The act does not cover all job there are some exemptions, however it should be noted that the examination
are determined by the task that an employee undertaken, not their job title (Exall, 2006). This is also the statue under which "oppressive child labor" was defined. Under this
act those who are not paid the required level can reclaim the lost wages as well as the relevant amounts of overtime that are due to them, in addition they
may also recover an equivalent amount as liquidated losses, attorney fees. If an employee does make a complaint the employer is not allowed to take any retaliatory action. In terms
of the way that payment system are managed it was this act that out in place the need for records to be kept detailing what has been paid to an
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