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The Equal Pay Act of 1963 prohibits “discrimination on account of sex in the payment of wages by employers engaged in commerce or in the production of goods for commerce”. In other words, the Equal Pay Act of 1963 was designed to prohibit employers from discriminating against employees on account of gender. In many instances, the development and implementation of such Act was an urgent response to the existing labor conditions in America and the growing dissatisfaction of women with their inferior job position. Since the end of the WWII, wage differentials between men and women plagued the development of labor relations in America and called for major improvements. However, the Equal Pay Act of 1963 was not the first attempt to curb wage disparities based on gender in American economy: during the WWII, the equal pay for women policy was declared and several federal governments proposed that legislation be implemented to reduce and, finally, eliminate wage discrimination based on gender (Fogel, 1984). Actually, Congress took the difficult decision to pass the Equal Pay Act, fearing that the existing wage discrimination would negatively influence the balance of labor supply and demand and would, simultaneously, burden courts with unnecessary paperwork as they are fighting to prove women’s rights for equal pay (Fogel, 1984). In many instances, the Equal Pay Act of 1963 became the turning point in the development of equal labor opportunities in America.
Whether the Equal Pay Act of 1963 has far-reaching implications for HR and produces significant impacts on HR practices is difficult to define. On the one hand, the act sets the stage for developing equal wage opportunities for women and men in similar professions and those, who fulfill similar obligations and tasks. Alternatively, it is clear that the Equal Pay Act of 1963 did not produce the desired effects on the state of labor relations in the U.S.: the change in wage discrimination is meager compared to
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(Equal Pay Act of 1963 Research Paper Example | Topics and Well Written Essays - 750 Words)
“Equal Pay Act of 1963 Research Paper Example | Topics and Well Written Essays - 750 Words”, n.d. https://studentshare.org/miscellaneous/1568015-equal-pay-act-of-1963.
This report examines the impact of such legislation and the effect it has had in terms of improving equality and fairness in the workplace. Anti discrimination laws in the United States The Civil Rights Act of 1964 was one of the most significant pieces of legislation in the employment arena, seeking to address inequality and discrimination in the workplace, by instituting legal provisions to provide redress for those who were victims of such discriminatory practices.
However, money cannot be earned easily rather a person has to make a lot of struggle in order to earn a good amount of money. It is due to the utmost importance of money that both men and women do a lot of effort to earn it. However, women mostly do not earn equal to men because there exists some pay gap between the two genders and that pay gap not only discourages women but also makes them struggle hard in the process of earning money.
It won considerable victories for women through affirmative action and legislation and smashed through Glass ceilings to allow women to soar above what was normally their limited “flight space” this period commonly referred to as the second wave was preceded by the first wave of liberation for women.
The author believes that the third-wave feminist movement is still alive and well in our modern world as women continues to fight for the freedoms they deserve as human beings. Despite the many laws that were passed since the start of the feminist movement, there continue to be places throughout America that are unbalanced in how women are treated.
There is also a discussion of the different ways that the Equal Pay Act has not been effective in bringing about equal pay in the workplace as well as the loopholes that have brought about this ineffectiveness. Finally, there has been a discussion of some the
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