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AN 09 <br /> <�ao...+aq.oa.ea r.a«rear <br /> The Fight for Pay Equity: A State Road Map for Florida <br /> Median earnings for men in Florida were$40,971 compared to$34,768 for women — <br /> an earnings ratio of just 85 percent, or 6th out of all states and the District of Columbia. <br /> As efforts stall at the federal level,states can enact legislation to help women and families at the local level. <br /> Florida has some equal pay protections, but we have lots of work to do. <br /> We won't stop until all workers have fair pay! <br /> v� AAUW Member Engagement. AAUW members care about equal pay and have tools from AAUW <br /> National to make progress on state equal pay laws! <br /> Equal Pay. Employers must provide men and women with equal pay for equal work. <br /> Cover All Employees. Public, private,and small business employers are all covered. <br /> [3 Prohibit Retaliation. Employer can't retaliate or discriminate against individuals involved in legal pro- <br /> ceedings to enforce the law <br /> Establish Transparency. Wage transparency can help reduce the wage gap. <br /> 13 No retaliation or discrimination against employees who discuss their wages <br /> 0 Employers can't request salary history <br /> 0 Employers must post a salary range in job advertisements <br /> [3CIarify employer defenses. Employer defenses should be well-tailored and narrow to ensure pay dis- <br /> parities only exist in appropriate situations. <br /> 0 A"bona fide factor other than sex"defense limited to education,training,or experience <br /> 0 Employer defenses must be job-related and consistent with business necessity <br /> 0 Defense does not apply if there is an alternative employment practice available <br /> 0 Agreement for lesser wage is not a defense <br /> [3Establish Strong Legal Procedures and Remedies. Appropriate protections will incentivize <br /> employers to pay an equal wage to begin with in order to avoid litigation. <br /> Class actions or joint claims permitted <br /> 13 Attorney's fees,experts'costs, and other litigation costs covered by employer <br /> 13 High fines act as a deterrent; increased fines for employers who have multiple violations <br /> [3Keep Records. Employers must keep records that document method,system,and calculations used to es- <br /> tablish,adjust,and determine wages. <br /> [3Comparable Worth. Employers must compensate men and women equally for jobs that are comparable <br /> but not identical—such as jobs requiring comparable education,skills, responsibilities and working conditions. <br /> To learn more,contact AAUW Public Policy and Government Relations staff: <br /> 202.785.7793, @AAUWPolicy, advocacy@aauw.org,or visit www.aauw.org/resource/state-equal-pay-laws. <br /> AAUW(2014).The Simple Truth about the Gender Pay Gap.www.aauw.org/research/the-simole-tmth-about-the-eender-pay-gap/The pay gap is the difference in men's and women's typical earnings,usually reported <br /> as either the earnings ratio between men and women or as an actual pay gap.The median vahre is the middle value,with equal numbers of full­time workers earning more and earning less.In 2014,median annual <br /> earnings in the U.S.for women and men working full time,year—round were$39,621 and$50,083,respectively. <br /> i <br />