Laws of Equality of Wages
The government has enacted various laws and regulations since the 18th century. For instance, the Equality Act of 2010 was established to bring law and order at the workplace. The primary objective of this Act was to ensure that both genders were given equal opportunities, especially regarding pay. Some of the provisions that are covered under this Act include basic pay, allowances, and hours of work, sick pay, company cars, fringe benefits, bonuses, pension schemes, and redundancy pay. As stated before, these provisions apply to both women and men (Lee & Won, 2014). A woman can claim equal pay as men if they are working for the same employer, in the same department, or under similar conditions. The U.S. Congress
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The numerous amendments to the law have assisted in sealing loopholes which were being exploited by companies. Stiff penalties and fines are also imposed on those organizations that are found guilty of promoting wage disparities in the workplace.
In 2005, Hillary Clinton introduced the Paycheck Fairness Act which also sought to promote equality. According to this motion, firms were supposed to exercise due diligence and a high level of intelligence when dealing with employees. Female workers, just like their male counterparts, were supposed to be given an opportunity to prove themselves. In 2008, President Obama signed the Lilly Ledbetter Fair Pay Act which also assisted in getting rid of the inequalities in the workplace. As stated before, some of the factors that employers used to discriminate employees with are race and education. The United States Labor Law has also set clear expectations that managers need to respect at all times. For instance, there should be equal bargaining power between the employees and workers. Organizations are also expected to sign contracts with their employees to reduce unnecessary conflicts. According to the Federal Law of the United States, employers should not discriminate