Equal Pay Act Of 1963 Essay

The Equal Pay Act of 1963 stated that all employees are paid equally for equal work and labor without sex discrimination (The Equal Pay Act of 1963, para. 2). At first, in order to operate the equal pay appropriately, evaluating job values should be fairly required. In the usual manner, many organizations have started an annual salary system, which has difficulty in adopting a fair evaluation of different works. Although a job-based pay, which is conducted by fair evaluation of jobs, were first introduced in 1909 in US, there is still much unfair pay. In this regard, The Equal Employment Opportunity Commission (EEOC) implements EEO laws and provides with cooperation of whole Federal EEO policies, regulations, and practices. EEOC is an independent
According to Milkovich, Newman and Gerhart (2011), internal alignment addresses the logic underlying these relationships. The relationships form a pay structure that should support the organization strategy, support the workflow and motivate behaviors toward organization objectives (Milkovich, Newman and Gerhart, 2011, p. 69). In the perspective of leadership, transactional contingent reward leadership uses recognition and rewards for goals as motivating forces for its members (Bruce, 2003, para. 2). Therefore, a fairly well organized internal alignment is a powerful resource to support motivating behaviors in organizations. It has long been recognized that more and more women are entering the workforce. A discriminatory treatment between male and female workers generates much conflict such as a high turnover rate of employees or dissonant teamwork. The Equal Pay Act of 1963 could be a basic tool to prevent unfair rewards among female employees. More systematic HR departments with cognition of unjust discrimination against female workers are required to any type of organizations. Furthermore, unless public perception changes, those legal devices will be