Equal Pay Act

(EPA) Requires men and women to receive equal pay for equal or substantially equal work. The Act defines equal work as requiring equal skills such as experience, education, training, and abilities. Equal effort, equal responsibility such as accountability, and the extent to which the employer depends on the employee to meet expectations. And similar working conditions, including the work environment, hazards, and other factors at the same employer. The discriminatory aspects of the EPA are enforced by the EEOC. If the facts indicate the presence of pay disparity, the burden of proof shifts to the employer to justify its actions. As a defense, the employer may show that the pay disparity was based on a seniority system, a merit system, a measurable difference in the quality or quantity of work, geographic distinctions, or any other factor other than gender. In order to move forward with the claim, the complainant would need to establish some discriminatory actions. For example, if a lower wage was paid to the complainant and to employees of the opposite sex, for work that requires substantially the same skills, effort, and responsibilities or performed under similar or the same working conditions and at the same location. Also you should note that the EPA does not address the theory of comparable worth.