West Virginia Equal Pay Checklist
Description
How to fill out Equal Pay Checklist?
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FAQ
Work Period: Section 7(k) of the FLSA provides that employees engaged in fire protection or law enforcement may be paid overtime on a work period basis. A work period may be from 7 consecutive days to 28 consecutive days in length.
How to implement equal payProduce an equal pay policy.Create clear and transparent job descriptions and titles.Follow a job evaluation scheme.Look at your grading structures.Consider more action for a fair pay system.
Right to rest between work shifts. (a)(1) An employee may decline, without penalty, any work hours that are scheduled or 1 otherwise occur: 2 (A) Less than 11 hours after the end of the previous day's shift; or 3 (B) During the 11 hours following the end of a shift that spanned two days.
The Equal Pay Act (EPA) protects both men and women. All forms of compensation are covered, including salary, overtime pay, bonuses, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and benefits.
West Virginia law requires that employers with six or more employees in one location pay nonexempt employees one-and-one-half times their regular pay rate for all hours worked in excess of 40 hours per week.
What is the requirement? Employers are required to provide their employees that work six or more hours with the minimum of a twenty minute meal/break period unless the employee is already being provided a lunch or break period, or is allowed to eat while working.
Equal pay for equal work is the concept of labour rights that individuals in the same workplace be given equal pay. It is most commonly used in the context of sexual discrimination, in relation to the gender pay gap.
Pay/compensation discrimination occurs when employees performing substantially equal work do not receive the same pay for their work. It is job content and not job titles that determine whether or not jobs are substantially equal.
The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. Job content (not job titles) determines whether jobs are substantially equal.
West Virginia requires employers to pay employees overtime of 1 1 / 2 times their regular rate for all hours worked in excess of 40 in a workweek (WV Code Sec. 21-5C-3). West Virginia does not generally limit the number of hours an employee may work, unless the employee is a minor.