What is the major provision of the Equal Pay Act of 1963?

What is the major provision of the Equal Pay Act of 1963?

The Equal Pay Act, signed in to law by President John F. Kennedy on June 10, 1963, was one of the first federal anti-discrimination laws that addressed wage differences based on gender. The Act made it illegal to pay men and women working in the same place different salaries for similar work.

What did the Equal Pay Act of 1963 do quizlet?

What does the Equal Pay Act of 1963 mandate? (2.2) The Equal Pay Act of 1963 outlaws discrimination in pay, employee benefits and pensions based on the worker’s gender.

Why was the Equal Pay Act created?

To prohibit discrimination on account of sex in the payment of wages by employers engaged in commerce or in the production of goods for commerce. Be it enacted by the Senate and House of Representatives of the United States of America in Congress assembled, That this Act may be cited as the “Equal Pay Act of 1963.”

How do you prove the Equal Pay Act violation?

How Can I File a Claim for Violation of the Equal Pay Act

1. The pay difference is based on gender;
2. The type of work was performed under comparable working conditions;
3. There was equal work involved, as determined by equal skill, effort, and responsibility; and.

How do you prove discrimination interview?

To prove direct discrimination you’ll need to show that you were treated less favourably than someone without your protected characteristic was or would have been treated.

Can I sue for not getting a job?

Can you sue an employer because you weren’t hired – or because of things the employer said or did during the hiring process? In some situations, the answer is “yes.” However, these claims can be tough to win.

What rights do job applicants have?

Job applicants have legal rights even before they become employees. Under federal law, an employer cannot illegally discriminate in its hiring processs based on a job applicant’s race, national origin, gender, pregnancy, age, disability, or religion.

What can you not be discriminated against?

Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information.