Equal Pay Act Of 1963

In today’s society, there are countless number of laws and regulations that administer in what way the United States of American labor force is paid or compensated. However, it is usually, the laws and regulations that are put into place to shield the wage earner from against imbalanced practices of compensations. It is also evident in years prior that there were a countless number of the problems that Americans had to encounter; nevertheless, Americans in today’s society face equivalent problems that occurred years in the past (Fredmane, 2008). According to Steele (2008), the number of problems concerning the male gender vs. the female gender, unions, and labor relations are several of the identical problems that society beforehand and today’s
The Equal Pay Act of 1963 was established to “Make it illegal to pay different wages to men and women if they perform equal work in the same workplace (U.S. Equal Employment Opportunity Commission). Nevertheless, “The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit (U.S. Equal Employment Opportunity Commission). Be that as it may, the sole purpose of The Equal Pay Act of 1963 was to put an end to the existing problem in society that they had with discrimination of sex in the place of
It was two ground-breaking court cases that assisted in making stronger and further explaining The Equal Pay Act. The first case was Schultz v. Wheaton Glass Co. that ruled in 1970 “That jobs need to be "substantially equal" but not "identical" to fall under the protection of the Equal Pay Act. An employer cannot, for example, change the job titles of women workers in order to pay them less than men” (Brunner, 2007). The second case that played a huge role in taking The Equal Pay Act of 1963 to further depth was Corning Glass Works v. Brennan that took place in the U.S Supreme court in 1974 “Ruled that employers cannot justify paying women lower wages because that is what they traditionally received under the "going market rate"” (Brunner, 2007). It is truly evident that the place of work has transformed drastically from the initial period of the Equal Pay Act of 1963 and society still has a long way to