In today’s society, there are countless number of laws and regulations that administer in what way the United States of American labor force is paid or compensated. However, it is usually, the laws and regulations that are put into place to shield the wage earner from against imbalanced practices of compensations. It is also evident in years prior that there were a countless number of the problems that Americans had to encounter; nevertheless, Americans in today’s society face equivalent problems that occurred years in the past (Fredmane, 2008).
According to Steele (2008), the number of problems concerning the male gender vs. the female gender, unions, and labor relations are several of the identical problems that society beforehand and today’s society have to address with concerning compensation.
Be that as it may, The Equal Pay Act of 1963 is one of most important acts that a limitless number of people that are in today’s society depend on greatly if working. Afore enlightening an individual on different cases pertaining to the Equal Pay Act of 1963, an individual must comprehend its proper meaning.
The Equal Pay Act of 1963 was established to “Make it illegal to pay different wages to men and women if they perform equal work in the same workplace (U.S. Equal Employment Opportunity Commission). Nevertheless, “The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit (U.S. Equal Employment Opportunity Commission). Be that as it may, the sole purpose of The Equal Pay Act of 1963 was to put an end to the existing problem in society that they had with discrimination of sex in the place of work.
In the beginning of The Equal Pay Act of 1963, it was a number of issues that occurred with top-management and male employers trying to beat the system. While at that time in history, the existing frame of mind of top-management was that the male gender was the leader of the family unit; for that reason made him the primary producer of income in their immediate families (Fredman, 2008). This, certainly, was not at all times the case during that period in history. According to Steele (2008), in other numerous families, the leader of the family unit and only main source of income was from a female due to: death of spouse, divorce, and a few other reasons. Due to the oblivious mindset of top-management, it led to them altering title of the job and certain other aspects and requirements merely to compensate the male gender more than the female gender. However, some member of society was distressed about the discrimination and in return it brought about different legal cases. However, prior to the female gender getting tired of the unfair treatment that they were receiving; it was a few incidents that initiated The Equal Pay Act to even be considered and cases after that took it to where it needed to be. It was two ground-breaking court cases that assisted in making stronger and further explaining The Equal Pay Act. The first case was Schultz v. Wheaton Glass Co. that ruled in 1970 “That jobs need to be “substantially equal” but not “identical” to fall under the protection of the Equal Pay Act. An employer cannot, for example, change the job titles of women workers in order to pay them less than men” (Brunner, 2007). The second case that played a huge role in taking The Equal Pay Act of 1963 to further depth was Corning Glass Works v. Brennan that took place in the U.S Supreme court in 1974 “Ruled that employers cannot justify paying women lower wages because that is what they traditionally received under the “going market rate”” (Brunner, 2007). It is truly evident that the place of work has transformed drastically from the initial period of the Equal Pay Act of 1963 and society still has a long way to go.
The Equal Pay Act of 1963 was one of the most effective acts for a Human Resources professional. However, it has taken its course of up to down but it played a huge role in people life. It has also changed the course of history, which a female would have been given a lesser amount of salary compared to a male, even if they were in a job that was identical. Be that as it may, it was usually established in the United States of America that the male gender was worthy of receiving an additional amount of money compared to a female. That all changed based on The Equal Act of 1963.
Brunner, B (2007). The equal pay act: A history of pay inequity in the u.s. Pearson education. Retrieved from
Elisburg, D. (1978). Equal pay in the united states: The development and implementation of the equal pay act of 1963. Labor Law Journal, 29(4), 195.
Fredman, S. (2008). Reforming equal pay laws. Industrial Law Journal, 37(3),
U.S. Equal Employment Opportunity Commission. (n.d.). Retrieved from http://www.eeoc.gov/laws/statutes/index.cfm
United states equal pay act, 1963. (1963). International Labour Review, 88(6), 626.
Cite this Equal Pay Act of 1963 & Cases
Equal Pay Act of 1963 & Cases. (2017, Jan 22). Retrieved from https://graduateway.com/equal-pay-act-of-1963-cases/