Compensation Chapter 17- Legal Compliance

Job hierarchy

A grouping of jobs based on their job-related similarities and differences and on their value to the organization's objectives

Comparable worth

A policy that women performing jobs judged to be equal on some measure of inherent worth should be paid the same as men, excepting allowable differences, such as seniority, merit, production-based pay plans, and other non-sex-related factors.

Minimum-wage

A wage level for most Americans established by Congress as part of the Fair Labor Standards Act of 1938

exempt

Employees not subject to provisions of the Fair Labor Standards Act with respect to minimum wage and overtime.

nonexempt

Employees who are subjet to the provisions of the Fair Labor Standards Act

Lilly Ledbetter Fair Pay act

Employers can be liable for current pay differences that are a result of discrimination that occurred many years earlier

Living-wage

Pay legislation in some U.S. cities that requires wages well above the federal minimum wage.

Americans with Disabilities Act

Requires that "essential elements" of a jobs can be called out. If a person with a disability can perform these essential elements, reasonable accommodation must be provided

Davis-Bacon Act

Requires that mechanics and laborers on Federal contract/public construction projects be paid the "prevailing wage" in an area

Fair Labor Standards Act 1938

Sets minimum wage, hours of work, overtime premiums; prohibits child labor

Valuation discrimination

Discrimination that focuses on the pay women and minorities receive for the work they perform. Discrimination occurs when the members of these groups are paid less than white males for performing substantially equal work.

Access discirimination

Discrimination that focuses on the staffing and allocation decisions made by employers. It denies particular jobs, promotions, or training opportunities to qualified women or minorities

Disparate Impact

Discrimination theory that outlaws the application of pay practices that may appear to be neutral but have a negative effect on females or minorities unless those practices can be shown to be business-related

Disparate treatment

Discrimination theory that outlaws the applications of different standards to different classes of employees unless the standards can be shown to be business-related

Equal Pay Act

Equal pay required for men and women doing "substantially similar" work in terms of skill effort, responsibility, and working conditions

Sarbanes-Oxley Act

Executives cannot retain bonuses or profits from selling company stock if they mislead the public about the financial health of the company

Walsh-Healey Public Contracts Act

Extends prevailing-wage concept to manufacturers or suppliers of goods for government contracts

Civil Rights Act of 1991

Increases border of proof on employers to rebut some discrimination claims. stronger remedies available in cases of international discrimination

Pregnancy Discrimination act

Pregnancy must be covered to same extent that other medical conditions are covered

Executive Order 11246

Prohibits discrimination by federal contractors and subcontractors in all employment practices on basis of race, sex, color, religion, or national origin

Title VII of Civil Rights Act

Prohibits discrimination in all employment practices on basis of race, sex, color, religion, or national orgin

Age Discrimination in employment Act

Protects employees age 40 and over against age discrimination