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Michigan Equal Pay Acts: What you need to know

Michigan law prohibits discrimination in compensation between men and women who are similarly employed. This prohibition is contained in the Elliott-Larsen Civil Rights Act (MI Comp. Laws Ann. Sec. 37.2202), the Workforce Opportunity Wage Act (MI Comp. Laws Ann. Sec. 408.423), and the Unfair Discrimination, Restraint of Trade and Trusts Law (MI Comp. Laws Ann. Sec. 750.556). The Civil Rights Act and the Restraint of Trade Law cover all employers; the Workforce Opportunity Wage Act covers employers with two or more employees.
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Under the Workforce Opportunity Wage Act, it is unlawful for an employer to:
• Discriminate between employees within an establishment on the basis of sex by paying wages to employees in the establishment 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 that are performed under similar working conditions.
• Retaliate against any employees who have testified or are about to testify before the state wage board or in any investigation or proceeding.
Differences in pay are permitted, however, if based on a bona fide seniority or merit system, a system that measures earnings by quantity or quality of production, or a factor other than sex.
The Civil Rights Act prohibits compensation discrimination based on religion, race, color, national origin, age, sex (including pregnancy), height, weight, disability, genetic information, or marital status (MI Comp. Laws Sec. 37.2202) and (MI Comp. Laws Sec. 37.1201).
Under the Lilly Ledbetter Fair Pay Act of 2009, the federal fair employment laws were amended so that each paycheck affected by an employer's prior ...

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Michigan Equal Pay Acts Resources

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Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

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