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Kansas Complaint regarding FLSA Equal Pay Act Title VII Civil Rights Act - Jury Trial Demand
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How to fill out Complaint Regarding FLSA Equal Pay Act Title VII Civil Rights Act - Jury Trial Demand?
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An example of a violation of the Equal Pay Act is when a male manager receives a higher salary than a female manager with the same job title or duties.
SEX (WAGES) In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under ...
State law prohibits an employer from discriminating between employees within any establishment based on sex by paying wages at a rate less than the rate paid to employees of the opposite sex for equal work on jobs requiring equal skill, effort and responsibility, and performed under similar working conditions.
Guarantees a minimum wage of $7.25 for workers above the age of 18 years. Overtime pay is required after 46 hours of work in a work week. Employees and employers who are covered by the Fair Labor Standards Act (FLSA), which is federal law, are not covered by this law.
The Kansas Wage Payment Act (KWPA) is a state law that governs how employers must pay their employees. The KWPA sets forth rules for when and how employers must pay their employees, and the amount of money they must pay. It applies to all employers in Kansas, regardless of the number of employees.
The California Equal Pay Act does contain four exemptions that an employer can use as a defense to gender pay differences: (1) a seniority system (differences in pay based on the length of service with the employer); (2) a merit system (e.g. differences in pay based on written performance evaluations); (3) a system ...
The amended Equal Pay Act prohibits an employer from paying any of its employees wage rates that are less than what it pays employees of the opposite sex, or of another race, or of another ethnicity for substantially similar work, when viewed as a composite of skill, effort, and responsibility, and performed under ...
Title VII, the ADEA, and the ADA prohibit compensation discrimination on the basis of race, color, religion, sex, national origin, age, or disability. Unlike the EPA, there is no requirement under Title VII, the ADEA, or the ADA that the jobs must be substantially equal.