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  繁體中文信息
  同工同酬/補償歧視

                      
                        

          
          
                        同工同酬/補償歧視
              


          
  《同工同酬法》要求同一工作場所的男女員工必須同工同酬。這些工作不必完全相同,但必須本質平等。工作內容(而非職位名稱)界定工作是否實質上平等。本法適用所有形式的酬勞,包括工資、加班費、獎金、股票期權、利潤分享和獎金計劃、人壽保險、休假和節假日工資、清潔或汽油津貼、酒店住宿、差旅費報銷和福利。如果男女工資不平等,雇主不得降低任一性別的工資以實現工資平等。

指控違反 《同工同酬法》EPA 的個人可以直接訴諸法庭,無需事先向平等就業機會委員會(EEOC )提出指控。向 EEOC 提出 EPA 指控的時限與訴諸法庭的時限相同:在涉嫌非法補償發生後的兩年內,或者在故意違法的情況下,在三年內。根據 《同工同酬法》EPA向EEOC提出指控不會延長訴諸法庭的時限。

同工同酬/補償和性別歧視

《民權法》第七章還規定工資和福利方面的性別歧視違法。因此,根據《同工同酬法》提出指控的個人也可能根據第七章提出指控。

其他類型的歧視

《民權法》第七章、《就業年齡歧視法》ADEA 和 《美國殘障人法》ADA 禁止基於種族、膚色、宗教、性別、國籍、年齡或殘障的薪酬歧視。與 EPA 不同的是,第七章、ADEA 或 ADA 沒有要求工作必須實質上是平等的。
      
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    عربي (Arabic)简体中文 (Chinese, Simplified)繁體中文 - Chinese (Traditional)EnglishKreyòl Ayisyen (Haitian Creole)한국어 (Korean)Русском (Russian)Español (Spanish)Tagalog (Tagalog)Tiếng Việt (Vietnamese)
適用的雇主

根據 《民權法》第七章(Title VII )和 《美國殘障人法》ADA 規定,有 15 名或以上員工的雇主

根據《就業年齡歧視法》ADEA 下有 20 名或更多員工的雇主

根據《同工同酬法》EPA,幾乎所有的雇主



時間限制

根據 《同工同酬法》EPA,個人有兩年時間直接向法庭或平等就業機會委員會提出指控

根據第七章、《美國殘障人法》ADA 和 《就業年齡歧視法》ADEA,可在180天內提出指控*(可依州法律延長)*

聯邦員工有 45 天的時間聯繫平等就業機會 EEO 顧問



有關更多信息,請參閱:

關於同工同酬/薪酬歧視的事實
	《同工同酬法》
	《1964 年民權法》第七章
	《就業年齡歧視法》
	《美國殘障人法》
	法規
	政策與指導
	統計數據
	內容說明:涉及薪酬歧視的著名 EEOC 訴訟Return to top

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