03/14/2017 - Laserfiche WebLink

Home Browse Search

AAutno emDe..enrg .l Omen sync_ ..'.El The Fight for Pay Equity: A State Road Map for florid Median earnings for men in Florida were $41,105 compared to $35,604 for women — an earnings ratio of just 87 percent, or 3rd out of all states and the District of Columbia. The gap is worse for women of color and moms. Compared to white men's wages, in Florida Asian American women are paid 74 percent,l African American women are paid 61 percent, Native American women are paid 65 percent, and Hispanic and Latina women take home just 59 percent. As efforts stall at the federal level, states can enact legislation to help women and families at the local leve!. AAUW Member Engagement. AAUW members care about equal pay and have tools from AAUW to make progress on state equal pay laws! Equal Pay. Employers must provide men and women with equal pay for equal work. D Cover All Employees. Public, private, and small business employers are all covered, no exceptions for those covered by the federal Fair Labor Standards Act. O Offer Protections. Protect employees from intentional and unintentional discrimination. D Employer can't retaliate or discriminate against individuals involved in legal proceedings to enforce the law O No retaliation or discrimination against employees who discuss their wages Q State contractors must comply with nondiscrimination laws Q Employers can't reduce another employee's pay to comply with the law Q Pay discrimination hotline ▪ Employers can't request salary history D Employers must post a salary range in job advertisements 0 Employers can't provide less favorable career opportunities or tracking based on sex (mommy tracking) O Clarify Employer Defenses. Employer defenses should be well -tailored and narrow to ensure pay disparities only exist in appropriate situations. Employer defenses must be job-related, a business necessity, and not based on a sex -based differential Q Defense does not apply if there is an alternative employment practice available Q Agreement for lesser wage is not a defense QEstablish Strong Legal Procedures and Remedies. Appropriate protections will incentivize employers to pay an equal wage to begin with in order to avoid litigation. Employer is liable for damages Q Class actions or joint claims permitted El Attorney's fees, experts' costs, and other litigation costs covered by employer D High fines act as a deterrent; increased fines for employers who have multiple violations 0 Take Preemptive Action. Employers and the state must act to investigate and close the pay gap. Q Employers must keep records of wages 0 State provides education programs on pay disparity Q State collects and publishes data on the pay gap from all employers O State creates an advisory committee on pay equity • Comparable Worth. Employers must compensate men and women equally for jobs that are comparable but not identical and provide guidelines for designating jobs as dominated by one sex, race, or national origin. To learn more, contact AAUW Public Policy and Government Relations staff: 202.785.7793, @AAUWPolicy, advocacv@aauw.org, or visit www.aauw.ore/resource/state-equal-pay-laws. AAUW. (2016). TheSlmpfe Twtlt about the Gender Pay Gap. wwwaauw.orgJresearchfthe-simple-til th-about-the-render-pay-eap/. The pay gap is the difference fn men's and women's typical earnings, usual* reported as ether the earnings ratio between men and women or as an actual pay gap. The median value is the middle vahue, with equal members of fu0-ttme workers earning more and earning less. In 2015, median annual eamings in the US. for women and men working fun thne year -rood were $40,742 and $51.2.12, respectively. u Wsaggregating the data whidn the Asian American and Pacnc Islander community reveals that while some women are among the highest paid workers, mostethnkHles experience much Inger pay gaps.