就業(yè)性別歧視外文文獻(xiàn)翻譯--平等就業(yè)的法律框架-wenkub
2023-05-19 03:43:01 本頁面
【正文】 to enact such legislation at the federal level, that legislation has not been enacted yet. Equal Pay and Pay Equity The Equal Pay Act of 1963 requires employers to pay similar 2 wage rates for similar work without regard to gender. A mon core of tasks must be similar, but tasks performed only intermittently or infrequently do not make jobs different enough to justify significantly different wages. Differences in pay may be allowed because of: (1) differences in seniority, (2) differences in performance, (3) differences in quality and/or quantity of production, and (4) factors other than sex, such as skill, effort, and working conditions. For example, a university was found to have violated the Equal Pay Act by paying a female professor a starting salary lower than salaries paid to male professors with similar responsibilities. In fact, the court found that the woman professor with taught larger classes and had more total students than some of the male faculty members. Another payrelated theory is pay equity, which is that the pay for jobs requiring parable levels of knowledge, skill, and ability should be similar, even if actual duties differ significantly. This theory has also been called parable worth in earlier cases. But except where state laws have mandated pay equity for publicsector employees, . federal courts generally have ruled that the existence of pay differences between jobs held by women and jobs held by men is not sufficient to prove that illegal discrimination has occurred. A major reason for the development of the pay equity idea is the continuing gap between the earning of women and men. For instance, in 1980, the average annual pay of fulltime women workers was 60% of fulltime men workers. By 2020, the reported rate of 72% showed some progress. More indepth data and research studies have shown that when education and experience differences of men and women are considered, women earn about 90% of what parable men workers earn. Another interesting reason for the pay differential, job mobility and changing employers, is explored in the HR Perspective. Sexual Harassment Regulations and Cases The Equal Employment Opportunity Commission (EEOC) has issued guidelines designed to curtail sexual harassment. Sexual harassment refers to actions that are sexually directed, ate a hostile work environment. Sexual harassment conditions or creates a hostile work environment. Sexual harassment can occur between a boss and a subordinate, among coworkers, and when nonemployees have business contacts with employees. According to EEOC statistics, more than 90% of sexual harassment charges filed involve harassment of women by men. However, some sexual harassment cases have been filed by men 3 against women managers and supervisors, and for sexual harassment plaints is contained in Chapter 5. Figure 44 Major Section of the Americans with Disabilities Act TitleⅠ TitleⅡ Title1Ⅲ Title1Ⅳ Title1Ⅴ Employment Provisions Public Participation and Service Public Access Telemunic ations Administration and Enforcement Prohibits employment related discrimination against persons with disabilities Prohibits discrimination related to participation of disabled persons in government programs and for public transportation Ensures accessibility of public and mercial facilities Requires provision of telemunica tions capabilities and television closed cap
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