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  同工同酬方面的歧视的相关信息

                      
                        

          
          
                        同工同酬方面的歧视的相关信息
            

      翻译此页面
    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)
              Issuing Authority
          

  本文件经美国平等就业机会委员会主席批准发布。该文件的英文版用词选择经过仔细审查,且经该机构领导批准,是唯一的官方指南。此译文是为需要译文的人提供的,但不是官方指南,因为此译文没有经过同样严格的审查和批准程序。
        

  OLC Control Number
                                              EEOC-NVTA-0000-12


        

  Concise Display Name
                                              Facts About Equal Pay and Compensation Discrimination


        

  Issue Date
                                              01-15-1997


        

  General Topics
                                              Pay Discrimination, Race, Color, Sex, National Origin, Religion, Age, Disability, Genetic Information


                

  Summary
                                              This document provides general information about compensation discrimination under the EEO laws, including Title VII, EPA, ADEA, ADA, and GINA.


        

  Citation
                                              Title VII, ADEA, ADA, EPA, GINA, 29CFR Part 1601, 29 CFR Part 1602, 29 CFR Part 1604, 29 CFR Part 1620, 29 CFR Part 1621, 29 CFR Part 1625, 29 CFR Part 1626, 29 CFR Part 1627


        

  Document Applicant
                                              Employees, Employers, Applicants, HR Practitioners


        

  Previous Revision
                                              No


        Disclaimer
          

  The contents of this document do not have the force and effect of law and are not meant to bind the public in any way. This document is intended only to provide clarity to the public regarding existing requirements under the law or agency policies.多部联邦法律保护雇员,使其不受薪酬方面的歧视,包括由美国平等就业机会委员会执行的下列法律:1963年《同工同酬法》、1964年《民权法》、1967年《禁止就业年龄歧视法》和1990年《美国残疾人法案》第一条。

禁止酬劳歧视法包括向雇员或代表雇员支付的所有雇用报酬。该法律适用于所有形式的酬劳,包括工资、加班费、奖金、股票期权、利润分享和奖金计划、人寿保险、节假日工资、清洁或汽油津贴、酒店住宿、差旅费报销和福利。

《同工同酬法》

《同工同酬法》要求对同一机构的男女雇员实行同工同酬。两个性别的工作不必完全相同,但必须在本质上是平等的。工作本质是否平等是取决于工作内容而不是单纯职务名称。具体而言,在《同工同酬法》规定下,雇主不得向从事要求的技能、努力和责任基本相同且在同一机构内的类似工作条件下工作的男女支付不平等的工资。这些因素的摘要如下:

**技能**
	通过执行工作所需的经验、能力、教育和培训等因素来衡量。问题在于工作需要什么技能,而不是雇员个人可能拥有什么技能。例如,根据《同工同酬法》,可以认为两个簿记工作是平等的,即使其中一个工作人员拥有物理学硕士学位,因为该工作不需要该学位。**努力**
	完成工作所需的体力或脑力消耗量。例如,假设男性和女性在装配机器零件的生产线上并排工作。生产线末端的人员还必须在完成工作时提起组装好的产品,并将其放在板上。如果将装配好的产品吊离生产线的额外工作量很大,并且是工作中的一道例行手续,则该工作需要比其他装配线工作更大的工作量。因此,无论该工作是由男性还是女性来做,向该人员支付更多工资都不会构成违法行为。**责任**
	执行工作所需的负责程度。例如,被授权决定是否接受客户个人支票的销售人员比其他销售人员承担更多责任。另一方面,责任上的细微差别,例如在一天结束时关灯,并不能成为工资差别的理由。**工作条件/环境**
	这包括两个因素:(1) 物理环境,例如温度、烟雾和通风;(二)危害。**机构**
	《同工同酬法》禁止薪酬歧视的规定仅适用于机构内的工作。机构是一个特定的实体营业场所,而不是整个企业或由多个营业场所组成的整个企业。在某些情况下,单独分拆开的一个实体营业场所可视为单一机构。例如,如果一个中央行政单位雇用雇员,设定了他们的报酬,并将他们分配到不同的工作地点,那么可以将这些不同的工作地点视为一个机构的一部分。如果基于资历、功绩、产量或质量,或性别以外的因素支付不同的工资,则允许这种工资差异。这些措施被称为“积极抗辩”,证明其适用性的责任在雇主。

在纠正工资差异时,不得减少任何雇员的工资。相反,必须提高工资较低的雇员的工资。

第七条、ADEA和ADA

第七条、ADEA和ADA禁止基于种族、肤色、宗教、性别、民族血统、年龄或残疾的酬劳歧视。与《同工同酬法》不同,等法案并不要求索赔人的工作与其受保护类以外的高薪人员的工作本质上相同,这些法规也没有要求索赔人在与比较人在相同的机构工作。

第七条、ADEA或ADA下的酬劳歧视可能以多种形式出现。例如:

在环境相似下,雇主向残疾雇员支付的工资低于非残疾雇员,且雇主的解释(如有)不能令人满意地解释差异。
	雇主将主要由女性或非裔美国人担任的职位的薪酬设定为低于雇主工作评估研究建议的金额,而分配给主要由男性或白人担任的职位的薪酬则与工作评估研究建议的水平相相应。。
	雇主维持中立的薪酬原则或做法,对受保护类别的雇员产生不利影响,并且与就业或业务需求无关。例如,如果雇主向作为“户主”(即已婚,有受抚养人,并视为家庭主要经济贡献者)的雇员提供额外补偿,该做法可能会对女性产生结构性不公平和非法的影响。因为个人反对具有酬劳歧视性质的雇用行为,或根据第七条、ADEA、ADA或《同工同酬法》提出歧视指控、作证或以任何方式参与调查或诉讼,而对其个人进行报复也属违法的。Return to top

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