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  • Floyd Arthur Document Protect Your Business From A Pay-Discrimination Lawsuit With Employment Practices Liability Insurance by Floyd Arthur

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    Floyd Arthur Document http://carmoongroup.com - Business Insurance New York Changing the Rules on Pay Discrimination Historically, the courts have viewed gender discrimination pay disputes in very narrow terms. As a rule, women can sue for pay disparities only if they are paid less than similarly qualified male employees who have the same job title and perform the exact same job. Thus, a female housekeeper who cleans rooms in a hotel cannot claim discrimination if a male janitor who cleans the hotel lobby is paid more than she. Additionally, the courts have not mandated that male and female employees who work for the same company in different locations be paid equally. Thus, a female nurse who works for a large hospital chain can be paid less than a male nurse who performs the same job duties in a hospital 5 miles away. (According to a recent report in the Journal of the American Medical Association, female nurses in the United States are paid an average $11,000 per year less than their male counterparts.) By contrast, the new statute, which received strong bipartisan support, specifies that men and women must be paid equally for “substantially similar” work. Said the bill’s author, Sen. Hannah-Beth Jackson (D-Santa Barbara),“Now they're going to have to value the work equally.” The law also expressly prohibits employer retaliation against employees who discuss or request information about the wages of other employees. Floyd Arthur #floydarthur http://floyd-arthur.com http://floydarthur.info

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    Floyd Arthur Document http://carmoongroup.com - Business Insurance New York Changing the Rules on Pay Discrimination Historically, the courts have viewed gender discrimination pay disputes in very narrow terms. As a rule, women can sue for pay disparities only if they are paid less than similarly qualified male employees who have the same job title and perform the exact same job. Thus, a female housekeeper who cleans rooms in a hotel cannot claim discrimination if a male janitor who cleans the hotel lobby is paid more than she. Additionally, the courts have not mandated that male and female employees who work for the same company in different locations be paid equally. Thus, a female nurse who works for a large hospital chain can be paid less than a male nurse who performs the same job duties in a hospital 5 miles away. (According to a recent report in the Journal of the American Medical Association, female nurses in the United States are paid an average $11,000 per year less than their male counterparts.) By contrast, the new statute, which received strong bipartisan support, specifies that men and women must be paid equally for “substantially similar” work. Said the bill’s author, Sen. Hannah-Beth Jackson (D-Santa Barbara),“Now they're going to have to value the work equally.” The law also expressly prohibits employer retaliation against employees who discuss or request information about the wages of other employees. Floyd Arthur #floydarthur http://floyd-arthur.com http://floydarthur.info

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    Floyd Arthur Document Protect Your Business From A Pay-Discrimination Lawsuit With Employment Practices Liability Insurance by Floyd Arthur

    Diunggah oleh

    Floyd Arthur
    Floyd Arthur Document http://carmoongroup.com - Business Insurance New York Changing the Rules on Pay Discrimination Historically, the courts have viewed gender discrimination pay disputes in very narrow terms. As a rule, women can sue for pay disparities only if they are paid less than similarly qualified male employees who have the same job title and perform the exact same job. Thus, a female housekeeper who cleans rooms in a hotel cannot claim discrimination if a male janitor who cleans the hotel lobby is paid more than she. Additionally, the courts have not mandated that male and female employees who work for the same company in different locations be paid equally. Thus, a female nurse who works for a large hospital chain can be paid less than a male nurse who performs the same job duties in a hospital 5 miles away. (According to a recent report in the Journal of the American Medical Association, female nurses in the United States are paid an average $11,000 per year less than their male counterparts.) By contrast, the new statute, which received strong bipartisan support, specifies that men and women must be paid equally for “substantially similar” work. Said the bill’s author, Sen. Hannah-Beth Jackson (D-Santa Barbara),“Now they're going to have to value the work equally.” The law also expressly prohibits employer retaliation against employees who discuss or request information about the wages of other employees. Floyd Arthur #floydarthur http://floyd-arthur.com http://floydarthur.info

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    Carmoon Group Ltd.

    Business Insurance
    Hempstead New York
    Protect Your Business from a Pay-Discrimination Lawsuit with Employment
    Practices Liability Insurance

    by Floyd Arthur

    In October 2015, Gov. Jerry Brown of California signed one of the strongest antidiscrimination laws in the United States. Titled the California Fair Pay Act, the
    statute addresses the persistent and pervasive salary gap between men and women
    that exists both in California and nationwide.
    Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color,
    religion, sex or national origin, and this includes discrimination in pay. Nevertheless,
    data from 2014 shows that women in California are paid substantially less than men
    earning an average 84 cents for every dollar men make. (That number is 78 cents
    on the dollar nationwide.) That gap is even larger for Californias Latina women, who
    earn about 44 cents for every dollar that white men make. In all, full-time female
    employees in the state earn about $34 billion less each year than males.

    Changing the Rules on Pay Discrimination


    Historically, the courts have viewed gender discrimination pay disputes in very
    narrow terms. As a rule, women can sue for pay disparities only if they are paid less
    than similarly qualified male employees who have the same job title and perform
    the exact same job. Thus, a female housekeeper who cleans rooms in a hotel cannot
    claim discrimination if a male janitor who cleans the hotel lobby is paid more than
    she.
    Additionally, the courts have not mandated that male and female employees who
    work for the same company in different locations be paid equally. Thus, a female
    nurse who works for a large hospital chain can be paid less than a male nurse who
    performs the same job duties in a hospital 5 miles away. (According to a recent
    report in the Journal of the American Medical Association, female nurses in the
    United States are paid an average $11,000 per year less than their male
    counterparts.)
    By contrast, the new statute, which received strong bipartisan support, specifies
    that men and women must be paid equally for substantially similar work. Said
    the bills author, Sen. Hannah-Beth Jackson (D-Santa Barbara), Now they're going
    to have to value the work equally.
    The law also expressly prohibits employer retaliation against employees who
    discuss or request information about the wages of other employees.

    Floyd Arthur Insurance Expert New York


    http://floydarthur.info * http://carmoongroup.com * http://floyd-arthur.com

    Carmoon Group Ltd. Business Insurance


    Hempstead New York
    Legal Experts Predict More Pay Discrimination Lawsuits
    The bill, which goes into effect in Jan. 1, 2016, is expected to precipitate an increase
    in the number of gender-based pay discrimination lawsuits in California, and some
    legal experts have expressed concern that it will negatively impact the business
    climate in the state. If an employer is going to build a new call center, they are just
    not going to build that in California, said labor attorney Geoff DeBoskey in a
    statement to the Los Angeles Times.
    In order to prevail in a gender-bias pay-discrimination lawsuit, employers will have
    to prove that wage differences between men and women are due to factors other
    than gender, such as merit or seniority, and that they are job-related and
    reasonable.

    Pay Discrimination Lawsuits -- 2015


    The law comes on the heels of several high-profile gender-related pay discrimination
    lawsuits filed this year:

    In September, former Microsoft employee Katie Moussour is sued the tech


    giant for an undisclosed amount, claiming that she had been paid
    substantially less than her male counterparts during her seven year tenure at
    the company. The suit came soon after Microsoft CEO Satya Nadella made his
    now famous comment that women in the tech world should not ask for a
    raise, but instead have faith that the system will actually give you the right
    raises as you go along.
    In March, Chia Hong, a former program manager for Facebook, filed a lawsuit
    alleging that the company discriminated against and harassed her for three
    years before firing her in October 2013.
    Also in March, software engineer Tina Huang requested class action status in
    a lawsuit against Twitter, claiming that the companys promotion process
    gives men an unfair advantage over female employees.

    Additionally, in November, uniform manufacturer Cintas Corp. agreed to pay $1.5


    million to settle a class action sexual discrimination lawsuit for failing to hire
    qualified female applicants for sales jobs between 1999 and 2005. The suit was filed
    by the Equal Employment Opportunity Commission.

    Floyd Arthur Insurance Expert New York


    http://floydarthur.info * http://carmoongroup.com * http://floyd-arthur.com

    Carmoon Group Ltd. Business Insurance


    Hempstead New York
    Earlier this year, Unit Drilling, an oil-drilling company based in Oklahoma, paid
    $400,000 in damages and other associated costs to settle an EEOC suit filed on
    behalf of five women who were denied employment based on their sex. According to
    the EEOC, the company systemically discriminated against women because they
    were too pretty and their presence would distract the men.

    If asked, most employers would state that they treat female employees with the
    same respect and consideration as they do men. Yet, according to U.S. Census
    Bureau data and other independent research, pay inequality is a reality that occurs
    in the most forward-thinking firms. Thats why every business owner needs
    employment practices liability insurance, which protects the company in the event
    it is sued for:

    Discrimination
    Wrongful termination
    Failure to employ or promote
    Wrongful infliction of emotional distress
    Sexual harassment
    Breach of contract
    Unfair evaluation of an employees
    Deprivation of a career opportunity

    Dont wait until you find yourself on the wrong end of a pay discrimination lawsuit to
    act. Contact one of our business insurance experts to discuss employment practices
    liability insurance today. We are available to take your call at 516-292-3780 Monday
    through Friday from 9 a.m. to 6 p.m. Or request a free consultation online now.

    Tags: Pay discrimination, Pay discrimination lawsuit(s), Employment Practices


    Liability Insurance

    Floyd Arthur Insurance Expert New York


    http://floydarthur.info * http://carmoongroup.com * http://floyd-arthur.com

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