Abstract
Recent federal government initiatives suggest that comparable worth is being resurrected as a major policy initiative. The Office of Federal Contract Compliance Programs has introduced the Equal Opportunity Survey, which requires government contractors to provide compensation data broken out by gender and race/ ethnicity for each of the nine equal employment opportunity (EEO) occupational classifications. The compensation data from the survey are already being used to target contractors for audits and represent a new and extended drive to impose comparable worth principles through federal regulations. This article focuses on the EEO Survey and its shortcomings as a source of data for analysis. Legitimate sources of male-female wage differentials are discussed, along with the difficulties that would be encountered in implementing a pay system that would meet traditional comparable worth standards. Methods contractors can use to carry out an internal audit to defend pay discrimination charges related to comparable worth are described.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
