The Equal Pay Act of 1963 (EPA) and Title VII of the Civil Rights Act of 1964 prohibit gender-based differences in pay--except in a few limited circumstances. Virtually all employers in all industries are covered by the EPA, including executive, administrative, and professional employees, as well as outside salespeople. Nonemployees, such as partners and independent contractors, are not covered under the EPA. Title VII covers employers with 15 or more employees. Under the comparable worth concept, employees performing completely different jobs must receive equal pay if the jobs they perform are of equal worth to the employer. Comparable worth theories are not broadly accepted in the private sector, but a few states have incorporated comparable worth theories into state equal pay laws.
The "Gender Wage Gap" -- Can Education Close It?
Thirty years ago when the women's equal rights movement began, Americans thought the gender pay gap would end. However, women are still earning approximately 77 cents to every dollar men earn in similar jobs with similar skill sets, says the WAGE Project, with this deficit snowballing during women's work lives as it affects Social Security, bonuses, 401(k)s and other savings plans, and other compensation and benefit processes.
State Takes Steps Toward Closing Wage Gap
Among public employees in the state of Minnesota, the gender wage gap has been all but eliminated, with women earnings 97¢ for every dollar earned by their male counterparts.
10 Best and Worst States for Pay Equity
What states have the smallest and largest earnings gaps between college-educated men and women? A new report has the answers.
