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Brown, Jami; Casolari, Amber – Forum on Public Policy Online, 2015
The gender wage gap in the United States is a well-documented social and economic phenomenon. The Equal Pay Act of 1963 has done little to bring parity between men's and women's wages. Existing data show a relationship between race, age, geography, immigration, education, and women's pay status. This study analyzes wage disparity within higher…
Descriptors: Gender Differences, Salary Wage Differentials, Community Colleges, Federal Legislation
American Association of University Women, 2012
Fifty years after the passage of the Equal Pay Act of 1963, women continue to be paid less than men in nearly every occupation. Because pay is a fundamental part of everyday life, enabling individuals to support themselves and their families, the pay gap evokes passionate debate. Although the data confirming the persistence of the pay gap are…
Descriptors: Salary Wage Differentials, Gender Differences, College Graduates, Debt (Financial)
Peer reviewed Peer reviewed
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Sipe, Stephanie; Johnson, C. Douglas; Fisher, Donna K. – Journal of Education for Business, 2009
For 50 years, laws such as the Civil Rights Act of 1964, as amended in 1991, and the Equal Pay Act of 1963 have protected women from overt discrimination. Although gender inequity persists in today's workplace, its presence and effects continue to be underestimated by the relevant stakeholders. Informal observations have shown that college…
Descriptors: Student Attitudes, Civil Rights Legislation, Salary Wage Differentials, Gender Discrimination
Greenlaw, Paul S.; Kohl, John P. – Personnel Journal, 1982
Analyzes the new guidelines for enforcement of the Equal Pay Act and their implications for personnel management. Argues that there are key problem areas in the new regulations arising from considerable ambiguity and uncertainty about their interpretation. (SK)
Descriptors: Employment Practices, Federal Regulation, Guidelines, Salary Wage Differentials
Boring, Phyllis – 1977
This paper discusses the Equal Pay Act, Title VII of the Civil Rights Act of 1964, as it applies to women athletic coaches and physical education teachers. The following points are considered: (1) application of the Equal Pay Act; (2) advantage of voluntary compliance with the Equal Pay Act; (3) factors used to measure "equal work"; (4)…
Descriptors: Athletic Coaches, Athletics, Civil Rights, Civil Rights Legislation
Peer reviewed Peer reviewed
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Wolford, Karen M. – Journal of Education Finance, 2005
Gender discrimination and wage inequity remain problems worldwide. In the United States and Canada, where equal rights and protective legislation have been in place for nearly 40 years, glaring disparities in salaries and job opportunities remain. Similar problems have been studied in the United Kingdom, leading to enactment of the 1975 Sex…
Descriptors: Doctoral Degrees, Foreign Countries, Salary Wage Differentials, Wages
Feldman, Edwin B. – Nation's Schools, 1973
Institutions who justify a wage differential between male and female custodians on the basis that women typically do the lighter work, and men the heavier, can find themselves in trouble. The Equal Pay Act of 1963 requires that men and women get the same pay for equal work -- and all custodial work is substantially equal to the Labor Department.…
Descriptors: Court Litigation, Custodian Training, Equal Opportunities (Jobs), Labor Conditions
Peer reviewed Peer reviewed
Gaal, John; Glazier, Michael S.; Evans, Thomas S. – Journal of College and University Law, 2002
Explores the legal issues surrounding pay disparities between men and women in intercollegiate coaching, including how courts have treated disparate wage claims under the Equal Pay Act, Title VII of the Civil Rights Act of 1964, and Title IX, and the defenses used by institutions. Offers suggestions for defending claims and a detailed review of…
Descriptors: Athletic Coaches, College Athletics, Court Litigation, Higher Education
Peer reviewed Peer reviewed
Green, Debra H. – Journal of College and University Law, 1981
The applicability of legal principles governing equal pay and sex discrimination in university settings is discussed. The most objective mechanism that a university can utilize to achieve compliance with the Equal Pay Act would be implementation of a salary system that relies on experience, formal education, and time in grade. (MLW)
Descriptors: College Faculty, Court Litigation, Females, Higher Education
Peer reviewed Peer reviewed
Greenlaw, Paul S.; Swanson, Austin D. – CUPA Journal, 1994
Effects of the Equal Pay Act of 1963 for college and university employees are reviewed through an examination of trends in court decisions and legal treatment of the issues. It is concluded that case law has been evolutionary, with concepts of "equal,""work," and others not altered drastically by the courts in recent years.…
Descriptors: College Administration, Court Litigation, Equal Opportunities (Jobs), Federal Legislation
Peer reviewed Peer reviewed
Stanford, Richard Alan – Houston Law Review, 1974
The Supreme Court held in Corning Glass Works cases involving male only employees for night shifts that the time of day worked could constitute a factor other than sex whereby the wage differential might qualify as an exception under the Equal Pay Act. Shift differentials could be legal if proven to be nondiscriminatory. (LBH)
Descriptors: Employment Opportunities, Equal Opportunities (Jobs), Federal Legislation, Females
Peer reviewed Peer reviewed
Crampton, Suzanne M.; Hodge, John W.; Mishra, Jitendra M. – Public Personnel Management, 1997
Analysis by decade of the effects of the Equal Pay Act of 1963 shows that women's earnings relative to men's increased by 10 cents from 1960-1990. Black and Hispanic women's earnings lagged further behind. More education and experience did not help women narrow the gap. (SK)
Descriptors: Comparable Worth, Employed Women, Federal Legislation, Salary Wage Differentials
Dishman, Mike L.; Murphy, Daniel Robert – Rowman & Littlefield Education, 2006
With the possible exception of No Child Left Behind, no federal law has posed a greater compliance challenge to public school districts in the past ten years than the Fair Labor Standards Act. Unfamiliarity with the Act and its application in the school environment has resulted in millions of dollars in payment of settlements to school district…
Descriptors: Salary Wage Differentials, Collective Bargaining, Federal Legislation, Public Schools
Peer reviewed Peer reviewed
Nursall, John G. – Journal of Physical Education, Recreation and Dance, 1989
Outlined are key provisions, relevant to education, of Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963. Administrative guidelines to insure compliance are presented, as well as preventive measures that reduce vulnerability to charges of discrimination in hiring, promotion, and compensation. (IAH)
Descriptors: Administrator Role, Civil Rights Legislation, Equal Opportunities (Jobs), Higher Education
Peer reviewed Peer reviewed
University of Pennsylvania Law Review, 1977
The constitutionality of the Equal Pay Act is examined as an exercise of Congress' power under the enforcement clause of the fourteenth amendment and it is concluded that application of the Act to public employees in both traditional and nontraditional governmental functions is a constitutional exercise of that congressional power. (LBH)
Descriptors: Constitutional Law, Court Litigation, Employment Practices, Equal Opportunities (Jobs)
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