In the case of Ms. Julia Kate’s request for a salary assessment, several valid points were raised. Ms. Kate has been employed at the Counseling Center and effectively performing her job duties as represented based upon the scores of her performance evaluation. The hiring of two new employees has raised questions as it was noticed that her pay is much lower when compared to her new coworkers. In addition to the valid points that were raised more information regarding whether or not the company uses seniority as a factor to determine pay would be needed to make an accurate determination when adjusting her pay to a suitable grade. Ms. Julia Kate’s rights under the Equal Pay Act have been violated. The EPA law requires men and women receive equal
A summary of the case details (provide the circumstances surrounding the case, who, what, when, how)
The court’s decision based on the treatment of young people in this case emphasizes on the concept of social justice, which means the fair allocation of wealth, resources and opportunity between members in a society. The appellant in this case, Louise Gosselin, was unemployed and under the age of 30. She challenged the Quebec Social Aid Act of 1984 on the basis that it violated section 7 of her security rights, section 15 of her equality rights in the Canadian Charter of Rights and Freedoms and section 45 of the Quebec Charter of Human Rights and Freedoms. For the purpose of this essay, we shall explore the jurisprudence analysis of section 7 and section 15 of the Canadian Charter of Rights and Freedoms. Section 7 states that everyone has the
Milwaukee teacher Katherine Gonzalez had a twisted way of helping her 11-year-old "chronically depressed" student cheer up.
There were a few issues of fairness presented in Michael Simpson’s case that happens in in real world work places that prevents employees from working to their full potential or causing them to leave the work place all together. In this case study Michael Simpson is faced with the dilemma of whether or not he should leave Avery McNeil, the accounting at which he is currently working at. Simpson had interviewed with many consulting firms before graduating college, and had chosen Avery McNeil because it had the potential to allow him the most rapid advancement in his career. Within two years of working their he was promoted to manager and he received a great pay raise. However, a few days later Simpson came upon a sheet with pay grades of other
Women’s equality has made huge advancements in the United States in the past decade. One of the most influential persons to the movement has been a woman named Ruth Bader Ginsburg. Ruth faced gender discrimination many times throughout her career and worked hard to ensure that discrimination based on a person’s gender would be eliminated for future generations. Ginsburg not only worked to fight for women’s equality but fought for the rights of men, as well, in order to show that equality was a human right’s issue and not just a problem that women faced. Though she faced hardships and discrimination, Ruth never stopped working and thanks to her equality is a much closer reality than it was fifty years ago. When Ruth first started her journey in law, women were practically unheard of as lawyers; now three women sit on the bench of the highest court in the nation.
Mercer Human Resource Consulting. (Aug. 9, 2004.). Tackling the Challenge of Aligning Pay with Performance. Perspective. Retrieved October 14, 2006, from
The above examples of pay show that the more skills, experience employees are with the organization the more they are compensated. Organizations would benefit by utilizing the same practice’s Disney extends to their workforces. For those businesses whose primary purpose of their plan is to only meet compliance requirements could greatly benefit by developing a comprehensive benefit plan. This could help increase their return on investment. The value I believe a business may gain from Disney’s compensation plan is to appeal to competent workers, to maintain those workers, and to motivate workers to direct their energies towards achieving the goals of the organization. Companies can set up policies to conduct a market study on a regular basis to implement a real performance appraisal system and then work on retaining good employees and elimination of poor performing workers. By following Disney’s lead of in obtaining those who best fit their company’s culture and supporting the company’s Mission. To guarantee that the pay structure is externally competitive, a pay survey should be shown. The results of a survey to be valid, the market pay data must be from the relevant labor market for each benchmark job. I would advise that a survey of regional and global pay data should be collected from the company, because for example, most of the office support, HR and operations jobs will be filled by local applicants. A job analysis is the procedure of reviewing jobs in an alike business. The result of this process is a job description “that includes the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context “(Burke, 2008). A job description consists of the knowledge, skills and aptitudes necessary to do the job. A job evaluation is the process of adjudicating the comparative value of job within a company
History: Kaylah king age 9, African American female was a transfer case from Inter-county of Bergen County. At the time of Kaylah’s referral to FACT she was placed in her paternal grandmother's homes in Hillside. Prior to youth residing with her paternal family in Hillside. She was placed in multiple DCP&P foster placements. It was also reported in previous reports that Kaylah has experienced sexual abuse by her older brother and bio-mom nephew. Due to past sexual abuse Kaylah presents as fearful and anxious. While Kaylah was in foster placements she exhibits encopresis and enuresis. She also exhibits some emotional attachment to food. Throughout Kaylah foster placements she continues to have supervise visits with her bio-parents. It has also been reported that Kaylah biological parents at that time was inconsistent
Pay equity programs attempt to address the undervaluation for work traditionally or historically done by women. Pay equity (also referred to as “comparable worth”) programs require a gender-neutral analysis of comparative work. A variety of very different jobs are compared based on a composite of the skill, effort and responsibility of a job and the conditions under which the job is generally done. The comparison determines the relative worth of those jobs to the achievement of a firm’s objectives, under the proposition that equal contribution merits equal compensation. Where female-dominated jobs in the workplace are found to be of equal or comparable value to male-dominated jobs but paid below the level of the male jobs or payline, then all employees in those female-dominated jobs are entitled to receive pay equity adjustments.
Compensation for today 's average worker has always been a highly sensitive topic for any employer. Determining fair compensation can be a overbearing task as there are many contributing factors that make up the general pay scale. When determining pay a company must always consider the hourly amount, the benefits that may be offered, any incentive that could potentially be incurred and ensuring that their employee have an established work life balance. For an employer to be successful in determining compensation for their associate they must remain grounded around 1 key principle. An employees compensation is determined by expertise, education and the daily duties performed by the employee.
Employees desire compensation systems that they perceive as being fair and commensurate with their skills and expecta¬tions. Pay, therefore, is a major consideration in HRM because it provides employees with a tangible reward for their services. A significant interaction occurs between compensation management and the other functions of the HR program. For instance, in the recruitment of new em¬ployees, the rate of pay for jobs can increase or limit the supply of applicants. Compensation objectives should facilitate the effective utilization and manage¬ment of an organization’s human resources, while also contributing to the overall objectives of the organization (www.indiana.edu/~busx420/Book.../chap09.doc). Providing a first-rate benefits package for employees can be an important part of the recruitment and retention puzzle (studymode.com).
Women’s right to equal pay or gender pay gap has been a subject of discussion over the years in the united states, women perform similar jobs to men, but are paid
Job evaluation is aimed at determining a job’s relative worth. It is a formal and systematic comparison of jobs to determine the worth of one job relative to another and eventually results in a wage or salary hierarchy. The basic principle is this: jobs that require greater qualifications, more responsibilities, and more complex job duties should be paid more highly than the jobs with lesser requirement. The basic procedure is to compare the jobs in relation to one another, for example, in terms of required effort, responsibilities,
Diversity and equality are guiding principles into today’s workforce. Throughout the years, many pieces of legislation have been passed that protect employees from discrimination based on such diversity characteristics as age, sex, and physical disability. One such piece of legislation, The Lilly Ledbetter Fair Pay Act of 2009, specifically addresses pay discrimination and reaffirms the amount of time a plaintiff has to file a claim with the Equal Employment Opportunity Commission (EEOC) that was originally set forth in Title IV of the Civil Rights Act of 1964 (The Leadership Conference, 2008).
Hays, Scott. "Pros & Cons of Pay for Performance." Workforce 78, Number 2 (February 1997): 68-72