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Equal Pay Act 50 Years After: Same Problem Faced by Women Employees

In an aim to eliminate wage discrepancy between male and female workers the federal government enacted the Equal Pay Act(EPA) exactly 50 years ago. Pursuant to EPA, once a woman enters the labor force, she will find equality in her pay envelope.

Although such unequal pay in the workplace was made unlawful following the enactment of the on April 9, 1963 by the then U.S. President, John F. Kennedy, the same is still occurring in the employment industry until present. In fact, according to the most recent data, women earn only 77 percent of what men earn in a full-time annual salary.

Apparently, since the enactment of the EPA followed by the Title VII of the Civil Rights Act in 1964, the EEOC had assumed the responsibility of enforcing the two legislatures. The agency has since working hard to stop and remedy illegal pay discrimination under the Age Discrimination in Employment Act, the Americans with Disabilities Act, and the Genetic information Non-discrimination Act.

In its recent effort, the EEOC joined a “Twitter Chat” program sponsored by the National Women’s Law Center last April 9, the day that marked the 50th year since the EPA took effect. The program is a live Twitter chat that focused on increasing the awareness of wage earners regarding gender-based wage discrimination.

Each year, an Equal Pay Day is being held in April to signify the point in the year that a woman must work to earn what a man made the previous year. In fact, as part of the 50th year of celebrating the Equal Pay Day, President Obama created a task force called the National Equal Pay Enforcement Task Force to strengthen the implementation of EPA.

Conversely, a Los Angeles employment lawyer herein is pretty much sure that through the renewed and continuous effort to combat disparity in wages between men and women, such employment malpractice will likely be dismissed, and hopefully it would be for the long run, he anticipated.

Posted in Employment Rights, Labor Laws.

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