Equal Pay Act 2005 Case Study

(Boella; Pannett, 1996) The Equal Pay Act 1970, amended by the Equal Pay Regulations 1983, provides the legal framework to remove discrimination between the sexes in the terms of their contracts of employment. Since, the introduction of the Equal Pay Act women has been able to claim equal pay to men. This regulation introduced a right to claim equal treatment for work of equal value in situations where the jobs of the complainant and the person with whom he or she is seeking comparison have not been rated equivalent under a job evaluation scheme.

The comparator may be doing the same job as the woman, or he may be doing a different job. She can claim equal pay for equal work with a comparator doing work that is:

1. Like work - this is where

(Boella; Pannett, 1996) Employment Protection Consolidation Act 1978, adversely affects women because many more women than men work part-time. The Employment Protection Part-Time Employees Regulations 1995 came into effect to remove the complex employment rights which have been based upon benchmarks of an employee working eight or sixteen hours per week. Previously employees had to complete five years’ service to qualify for employment rights and employees working fewer than eight hours never qualified for those rights. Jobs do not have to be identical for courts to consider them equal. If two employees are doing the same work, it doesn't matter if their titles or job descriptions differ. The vitality of the employee’s performance is according to the duties. Courts have ruled that two jobs are equal for the purposes of the Equal Pay Act when both require equal levels of skill, effort, and responsibility and are performed under similar

If a woman works the same hours, performs the same tasks, and must meet the same goals for her employer as a man does, she is entitled to equal pay. Employers setting a minimum height, which might discriminate against most women, or an employer's refusal to recruit part-time workers without good reason.

Consequently, Kim works as a reservations agent for an airline. About half of the other reservations agents in her office are men, who are typically paid $800 JMD per hour more than Kim and the other female agents. What's more, the company has established a dress code for female reservations agents, but not for the male agents.

If Kim decides to file a discrimination complaint against her employer, the Equal Pay Act would apply to the pay difference between women and men.

Differences

The Equal Pay Act is different from the Employment Protection Act in relation to employees being raciall discriminated. Part-time employees are covered under the Act, but an employee could claim discrimination only if other part-time workers performing similar functions and with the same level of seniority receive different pay or