|
|

New York Equal Pay/Comparable Worth: What you need to know

The New York Equal Pay Law prohibits sex discrimination in compensation for jobs in the same establishment that require equal skill, effort, and responsibility, and that are performed under similar working conditions. The Law applies to all employers, regardless of size (NY Labor Law Sec. 194 et seq.).
Effective January 19, 2016, employees are considered to work at the “same establishment” if they work for the same employer at workplaces located in the same geographical region, no larger than a county, taking into account population distribution, economic activity, and the presence of municipalities.
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
Differences in rate of pay are permissible when they are based on:
• A seniority system
• A merit system
• A system which measures earnings by quality or quantity of production
• Any bona fide factor other than sex such as education, training, or experience.
Under the amended law, the bona fide factor may not be based on a sex-based differential in compensation and must be job-related and consistent with business necessity. The factor does not apply when an employee demonstrates that:
• The employer uses a particular employment practice that creates a disparate impact on the basis of sex;
• An alternative employment practice exists that would serve the same business purpose without producing the pay difference; and
• The employer has refused to adopt the alternative practice.
A “business necessity” is defined as a factor that bears a manifest relationship to the employment in question.
Effective January 19, 2016, it is unlawful for an employer to prohibit an employee from inquiring about, discussing, or disclosing his or her wages or the wages of another employee. An ...

>> Read more about Equal Pay/Comparable Worth

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

New York Equal Pay/Comparable Worth Resources

Equal Pay/Comparable Worth Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!


This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.