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EQUAL PAY ACT PROFESSIONAL

If you determine that you as an employer and/or your employees are covered under the Equal Pay Act, your next move should be to examine your current pay structure, and make sure that there are no potential violations.

employees who are casual babysitters or companions to ill or aged persons unable to care for themselves.

switchboard operators employed by independently owned public telephone companies having not more than 750 stations.

employees of weekly, semiweekly, or daily newspapers of less than 4,000 circulation, the major part of which is in the county of publication or contiguous counties.

workers principally engaged in the range production of livestock, such as cowboys and shepherds.

hand-harvest laborers under 17 years of age who are employed at a piece rate on the same farm as their parents.

hand-harvest laborers who are paid on a piece rate basis, commute daily from their permanent residences, and whose agricultural employment, if any, during the preceding calendar year was for less than 13 weeks.

agricultural employees who are members of the employer's immediate family.

agricultural employees of an employer who did not use more than 500 man-days of agricultural labor in any quarter of the preceding calendar year.

employees engaged in the fishing industry, including offshore seafood processing.employees of amusement or recreational establishments having seasonal peaks.Employees who fall into one of the following categories are also exempt from equal pay requirements:

EQUAL PAY ACT PROFESSIONAL

Employees who are exempt from the FLSA are not subject to equal pay requirements, except in the case of executive, administrative, and professional employees and outside salespersons.īe aware that state anti-discrimination laws also address equal pay inequities.Įmployees not covered by equal pay laws. If you are subject to the Fair Labor Standards Act (FLSA), you are also subject to Equal Pay Act requirements (i.e., you must pay men and women the same where they have the same job duties and qualifications). Pay inequities related to protected groups other than gender groups are covered by federal anti-discrimination law. It does not address pay inequities motivated by race, color, religion, or national origin. The Equal Pay Act applies only to pay differences between men and women.

Therefore, in order to comply with equal pay requirements, you need to first determine if you're covered by equal pay laws. In order to be in compliance an employer cannot pay a person of one gender, who is doing the same or substantially the same work as another employee of the opposite gender, less money. Under federal wage and hour law, employers subject to the Fair Labor Standards Act must comply with the Equal Pay Act. Federal law prohibits covered employers from basing pay differences solely on gender.