Equal Pay Act: Pay Discrimination

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Table of Contents

Introduction
Employee Branding
Upward Appraisal
References

Introduction

Equal Pay Act is an American law adopted in 1963. Its main provision is “to prohibit discrimination on account of sex in the paying of wages” nationwide (“S. 1409,” 1963). As one of the defining laws regarding labor and employment in the USA, it is essential to know about both employees and managers. For example, a female employee without such knowledge may be convinced that she falls under the category not covered by the Act, such as outside salespeople, although there are no such categories since the Education Amendments of 1972. For a manager, knowing the Act is mainly about understanding the legal consequences of wage discrimination by gender.

Employee Branding

Employee branding is an approach to talent management created under the conditions of competition for talent. One may define employee branding as a “set of attributes and qualities… that makes an organization distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform best in its culture” (Bewrdwell, 2017, p. 150). Knowing about employee branding is crucial for managers and employees alike. For a manager, this knowledge may help to pursue a specific image of an organization consciously to improve its competitiveness. For a potential employee, it allows making informed choices by distinguishing between tangible qualities of the workplace and its abstract image promoted by employee branding.

Upward Appraisal

The upward appraisal is a type of performance appraisal in an organization. One may define it as the process in which the employees evaluate their managers’ performance (Brown & Redman, 2017). Both employees and managers may benefit from the knowledge of this concept. For example, employees should know that upward appraisal should be anonymous to minimize the chances of managerial retribution. Managers should be aware that upward appraisal is unlikely to succeed in small units or organizations unless they effectively promote truth-telling. It happens because smaller organizations make it easier to identify the responders, which is why they will likely opt for avoiding trouble rather than providing accurate feedback.

References

Beardwell, J. (2017). Talent management. In Beardwell, J., & Thompson, A. (Eds.), Human resource management: A contemporary approach (pp. 145-178). Pearson.

Brown, M., & Redman, T. (2017). Performance appraisal. Wilkinson, A., Redman, T., Dundon, T. (Eds.) (7th ed.), Contemporary human resource management (pp. 189-210). Pearson.

1409 (88th): An Act to prohibit discrimination on account of sex in the payment of wages by employers engaged in commerce or in the production of goods for commerce and to provide for the restitution of wages lost by employees by reason of any such discrimination. (1963). GovTrack. Web.

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Equal Pay Act: Pay Discrimination

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