All employees in a competitive working environment are entitled to receive equal pay and compensation for their hard work, and be protected against any form of discrimination.
Pay and compensation include:
- Overtime pay
- Stock options
- Profit sharing and bonus plans
- Life insurance
- Vacation and holiday pay
- Cleaning or gasoline allowances
- Hotel accommodations
- Reimbursement for travel expenses
- Other related benefits
Federal laws enforced by the U.S. Equal Employment Opportunity Commission (EEOC) guarantee the rights of employees to be free from discrimination in their pay and compensation such as the following:
- Equal Pay Act of 1963
- Title VII of the Civil Rights Act of 1964
- Age Discrimination in Employment Act of 1967
- Title I of the Americans with Disabilities Act of 1990
Pay and compensation are determined not by job titles but by job content.
According to the fact sheet by the EEOC, “the Equal Pay Act provides that employers may not pay unequal wages to men and women who perform jobs that require substantially equal skill, effort, and responsibility, and that are performed under similar working conditions within the same establishment.”
Pay differentials, the EEOC said, are permitted if these are based on seniority, merit, quantity, or quality of production, which should be proven by the employer that these certainly apply.
Providing equal pay and compensation would also be determined by the following job factors:
This is measured by experience, ability, education, and training to be able to perform the job.
This involves the amount of physical or mental exertion required to perform the job.
This involves the degree of accountability required to perform the job.
This involves the physical environment such as temperature, fumes, and ventilation, as well as the hazards.
Any male or female job seeker from whatever national origin should be given the same opportunities just like anyone else in the country that enshrines equality as its ideal.
He or she should not be denied of any job or subjected to any employment decision such as recruitment, hiring, or layoffs because of his birthplace, ancestry, culture, or language that is associated to a specific ethnic group.
Offensive conduct, such as ethnic or racial slurs, triggers hostilities in the workplace, and thus, are prohibited. Examples of discrimination include foreign accent discrimination as well as English fluency and English-only rules.
Employers, managers, and supervisors should take appropriate measures to rectify these unfair practices in order to prevent its perpetuity and aggravation.