Preventing HR wage discrimination in the workplace

Wage discrimination is a major issue – do not discriminate against a protected category. As an employer, it’s your responsibility to make sure that your employees are provided equal pay for equal work. The Equal Pay Act as well as Title VII, the ADEA, and the ADA target wage discrimination in all forms of pay including salary, bonuses, overtime, benefits, etc. Under these acts, discriminating against employees based on age, sex, color, religion or disability is strictly prohibited.

Be fair and consistent in the application of your wages. Employees who hold the same position should receive equal pay and benefits, regardless of sex, age, or any other protected category. Differences in pay are permitted if based on a different degree of responsibility, seniority, or merit. Showing consistency in the application and administration of your employee wages can help prevent lawsuits in the workplace.

Conduct an annual wage survey to be competitive in your industry. An annual survey can provide valuable market data and insight into how much other companies in your industry are paying their employees for similar positions. Providing competitive wages in the workplace can increase employee morale and instill a positive work environment.

We can help you compile a wage plan, including minimum, midpoint, and maximum wages. We can work with you to put together a competitive compensation plan. We can assess your company total compensation package, including wages & benefits, to help you determine what is the best for your employees, and for your Company. Make sure you eliminate wage discrimination in your workplace.

A “Personnel Action Form” is a great document to keep track of wage administration. This form can allow you to make wage adjustments and submit employees’ wage transactions to your payroll department or payroll company. We can help prepare a form specifically for your company so you can stay organized and simplify the process of inputting all your employees’ wages.