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Equal Pay Act Of 1963 (EPA)

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Despite the continuation of the gender pay gap and other acts of discrimination in the workforce, laws have been created to try and decrease this gap and provide protection to those who may face various forms of discrimination at work. One such law that provides protection against wage discrimination in the workforce, would be the Equal Pay Act of 1963 (EPA). The EPA is an amendment to the Fair Labor Standards Act (FLSA) which was responsible for creating a right to minimum wage, and overtime pay, if an employee worked over forty hours a week (“Equal pay Act of 1963”). The EPA states that “No employer shall discriminate between employees on the basis of sex by paying wages to employees at a rate less than at which he pays wages to employees …show more content…

White collar workers included those who worked at an administrative level, at an executive level, or personnel who worked at a professional workplace. But in 1972, an addition to the EPA called the Education Amendments of 1972 changed this and allowed white collar workers to gain protection under this law (“Equal Pay Act of 1963”). Although the EPA was created as an expansion to the FLSA, it still failed to end wage discrimination in the workforce and was viewed as a trivial matter in the Supreme Court. The EPA did however, create a starting point for women to work towards ending wage discrimination in the workforce, and was one of the first steps towards equal pay for …show more content…

Shortly after the EPA was created in 1963, the Civil Rights Act of 1964 (CRA) was created as a follow up to laws like the Civil right act of 1957, the civil rights act of 1960, and the EPA (“Civil Rights Act”). These laws essentially covered more forms discrimination in the workforce with the addition of public places, and had a much broader reach in terms of protecting those in the working class. The CRA made it illegal to discriminate based on race, color, religion, sex, or national origin. The act itself contained eleven articles each article protected the rights of people in public places and aimed at ending both discrimination in the workforce and segregation. Several amendments were added to the CRA and only helped improve it. Howard W. Smith was responsible for creating the amendment for the CRA (otherwise known as article VII) which directly linked with the EPA and continued furthering the rights of women in the workforce (“Civil Rights Act”). With the help of the CRA and the EPA women now have much more freedom in the workforce and could now work in the same type of jobs as men; on the contrary, women could not be refused jobs or equal wages because of their sex they often still received minimal pay or received much less than their male counterparts. Wage discrimination in the workforce has not ended and still continues

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The year the Equal Pay Act was passed into law (1963) the wage gap between a man and women working full time was 41 cents with women making 59 cents for every dollar a man earned. Since then, the income disparity has decreased by almost 50 percent. In 2014, the wage gap was 21 cents with women making 79 cents for every dollar a man earned (The Wage Gap Over Time). This 20 cent decrease in the wage gap since 1963 shows how significant of a difference the Equal Pay Act and its enforcement through Corning Glass Works v Brennan, along with other court cases, have been. The current 21 cent wage gap today shows that the issue of unequal pay based on sex still exists, and that more needs to be done to close this gap.

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On January 29th, 2009 President Obama signed his first bill, the Lilly Ledbetter Fair Pay Act. Recognition to pass the bill began when Lilly Ledbetter received an anonymous letter stating the male managers and their surprisingly larger salaries. Ledbetter decided to take Goodyear Tire & Rubber Co. to court, however, the judge ruled in favor of Goodyear Tire & Rubber Co., which then lead to the Lilly Ledbetter Fair Pay Act. The act states that as long as workers file their charges within 180 days (or 300 days in some jurisdictions) from the time they received any discriminatory paycheck, they are able to file a claim (Committee On Education & The Workforce Democrats). Although the act is better than the Equal Pay Act of 1963, which only allowed 180 days from the first discriminatory paycheck to file a claim, there are still problems with the act.

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There is so much history that surrounds this act. The EEOC was the passage of the Civil Rights Act of 1964, and on July 2nd 1964,was the day that was marked as the day that Congress created the EEOC to give life to Title VII of the Civil Rights Act of 1964. This act was to become effective exactly one year later. There were so many different situations, and circumstances that were happening during this time. These times were very reckless times, there were so much hate, racism, happening during this time.

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Since there was many educational opportunities for women it began to lead more and more women to find their potential meaningful of their individual professional career. Also women 's salaries increased but not to the amount that men received. Even though women did not quite make as much as men do, it still felt like a huge accomplishment because it was much better circumstances than they had before. In 1972 the Equal Rights Amendment passed which lingered around congress for nearly fifty-five years. The wording of the ERA was simply understood: “Equality of rights under the law shall not be denied or abridged by the United States or by any state on account of sex.”

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The ERA was first proposed to the Congress in 1923 and served the purpose of providing women with equal rights as men. This amendment created a lot of debate as there were two disparate attitudes towards the equality of both genders. One perspective accentuated the similarities of both genders and demanded equal rights based on common humanity; while the other approached stressed the natural differences between both sexes and therefore highlighting the specific needs and experiences of women. Roosevelt was one of those who opposed the Equal Rights Amendment as she believed it was aimed at women within the middle class and lacked government protection for the working class. She believed it would then undermine the protective laws for women in the workplace - factory safety standards, minimum-wage laws, the 48-hour workweek, elimination of night work and exclusion from dangerous jobs.

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I. BACKGROUND The history of Title VII of the Civil Rights Act of 1964 (hereinafter referred to as Title VII) is very intriguing. It is connected with a southern filibuster against federal civil rights legislation in the United States. This southern filibuster ended by the U.S. Congress for the first time in June 1964, while, on July 2, President Johnson signed the Civil Rights Act of 1964 into law (Arnesen 2007, p. 251). Given this, Title VII, Equal Employment Opportunity, should be considered the most significant part of the whole Civil Rights Act of 1964, because Title VII stimulated visible rise in minority and women group employment.

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The equal pay act of 1963 is a United States labor law amending the Fair Labor standards act that was signed into law on June

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Numerous laws and Acts were passed that involved women’s rights and though the Equal Employment Opportunity Commission was newly established, it became clear

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The Equal Pay Act Of 1963 Rita Silva University of California, Los Angeles Introduction The wage structure of all too many segments of American industry has been based on an ancient but outmoded belief that a man, because of his role in society, should be paid more than a woman even though his duties are the same. (Corning Glass Works v. Brennan., 1963) In 1963 one out of three workers were a woman. There were 25 million women employed and the pay for the average woman worker was 60 percent of each dollar man earned, and their number was rising faster than the number of men in the labor force. United States economy, needed women’s labor, but those women were not earning enough money to care for their children and

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Thus, leading to the Civil Rights act which was signed in 1964 and “prohibits discrimination on the basis

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Men and women working in the same occupation show that both have similar skills, but “women [still] earn 10-25% less than men”. As stated by Trond Petersen, the 1957 Equal Pay legislation claims “Equal pay without discrimination based on sex means… that pay for the same work at piece rates shall be calculated on the same basis of the same unit of measurement” which explains that salaries should be earned based on productivity for the same work for the same employer. In a case study about the piece rate work, wages and effort, Max Weber believe both sexes are equally productive

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166 Words | 1 Pages

The history of The Equal Opportunity Act was first started in 1961 by John F. Kennedy who was trying to end the issues with people not hiring people because of race, color, religion, sex, or national origin. President Lyndon B. Johnson established the Equal Employment Opportunity Commission (EEOC) in 1964. In 1965 president Johnson required all government affiliated contractors and subcontractors to abide by the equal opportunities act to expand their businesses. In 1968 schools were desegregated and students, parents, or faculty could not be discriminated against. In 1979 Jimmy Carter created a National Women 's Business Enterprise Policy, which made other jobs give women equal opportunities.

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If two people, a man and a woman, go to the same college, get the same degree, and have the exact same job, shouldn’t they have equal pay? There is a considerable pay gap between those two people and it’s only because one person is a woman and the other a man. The Gender Pay Gap should be demolished because women earn at least 77 percent of how much their male counterparts earn, women earn less when they balance children and career, and the pay gap has not narrowed in the past decade. Fifty One years ago, the Equal Pay Act was passed and we still don’t have equal pay for equal work. Until the 1960s newspapers would publish separate job listings for men and women with the highest earnings mostly listed under men.

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There is still an issue today with equal pay between men, women, and other races. The National Organization for Women fought this same problem in 1966 and NOW are still fighting today. NOW has made an impact on a state level in some states, but they have not impacted the federal level law. The Equal Pay Act of 1963 was made, but even today it is not followed through with.

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797 Words | 4 Pages

No longer could blacks and other minorities be denied service simply based on the color of their skin. The act also barred race, religious, national origin and gender discrimination by employers and labor unions, and created an Equal Employment Opportunity Commission with the power to file lawsuits on behalf of aggrieved workers. Additionally, the act forbade the use of federal funds for any discriminatory program, authorized the Office of Education (now the Department of Education) to assist with school desegregation, gave extra clout to the Commission on Civil Rights and prohibited the unequal application of voting requirements. For famed civil rights leader Martin Luther King Jr., it was nothing less than a “second

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