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Equal pay for Equal jobs.

Posted: Oct 23, 2012

Everyone is getting their panties in a wad over the subject of this post, yet it's a waste of time. The law has been in place for years. If a woman is not getting equal pay for equal work, it's up to her to report it and has to prove it, which is hard to do, but can be done.

It's better to have a group of women like I was a part of back in the '70s. We went to court and we won, got a raise equal to the men, and got back pay for every year we were stiffed by the employer.

So, let's concentrate on more important issues that need rectifying. Okay?

;

So you STILL don't know what Lilly Ledbetter is about? - googally bingity boo, puleeze - nm

[ In Reply To ..]

WHAT? Women should settle for being forced into court - to beg, plead and prove

[ In Reply To ..]
they deserve equal pay? Who are you to decide what's a better way to go about this, what's more important and what does and does not need rectifying?

This is not the 1970s. Equal pay should not even be an issue 50 long years after the Equal Pay Act was signed into law. This is not just about women. It's about families and the economy.

As usual, you don't get it. - backwards typist

[ In Reply To ..]
I gave my example. BTW, "court" meant going the the government entity, not a judge and jury court. I can't remember where the complaint was filed.

You don't think you'll still have to prove you're doing the same work and not getting equal pay? What do YOU think the LLFPA consists of? I don't see any difference between the law that was in place and the LLFPA with the exception that you can file up to 2 years after leaving employment.

This attitude is exactly why there's still work to - be done for equality in this country. nm

[ In Reply To ..]
unbelievable

Did you know women in Obama's staff make, I think, 18% less than the men? - JC

[ In Reply To ..]
I am against paying women less, I don't think it is right. However, sometimes there are reasons. For example, traditionally, wives take time off for family and husbands don't (not always but most of the time). Therefore, the men are there more of the time and employers may look at that and see they can count on the man being there more and promote him. Less pay doesn't always mean it is just because the person is a woman.

Just be careful what you ask government to do for you. I just know, working in government for the last 20 years that what you ask for isn't always what you get.

So the motherhood penalty justifies - unequal pay every other hour of labor

[ In Reply To ..]
a woman puts in on the job site while not on maternity and/or family leave, huh? If men could get pregnant, carry, birth and raise kids, do you think they would stand for this?

Equal pay for Equal work. - backwards typist

[ In Reply To ..]
That's what some here seem to be missing. Doesn't mean if they put in the same hours, they should be paid the same. Nope, doesn't work that way.

Do you think a secretary be paid the same as a supervisor? A male supervisor and a female supervisor should be paid the same, but a secretary and a supervisor have different pay scales. It's not the amount of hours put that person puts in; in fact, most supervisors and higher ups are paid a salary, not hourly, and usually, the supervisors put in more than 40 hours a week while receiving a 40-hour salary.

That's the point I'm trying to get across...and the LLFPA doesn't change that. As I said before, it only changes the amount of time you can file suit.

For Pete's sake. Obviously I am referring to - equal pay for equal work

[ In Reply To ..]
the assumption being we are talking about equivalent job titles, descriptions, skill sets, requirements, experience, etc. FYI, I have not even used or thought of the word "secretary" for at least 20 years. The answer is NO, I don't think that and nowhere in any of my posts on this subject have I implied such a thing.

Never said it justifies it - JC

[ In Reply To ..]
I am a man and I used the FMLA to spend time with my wife after she had a c-section. Almost 6 weeks.

And in my last posting, I said I don't believe in unequal pay. It does bother me greatly.

My point is that there are logistical reasons sometimes. It is not always about sex.

Say you have a business and you have two emloyees equally qualified, do the job equally well, and get the same pay. One puts in 60 hours a week the other puts in 40 because they have to take care of family matters (lets say in the additional 20 hours, the person does 50% more work for the same pay). Who do you promote? That person, equally qualified will now make more money after being promoted.

Do you still think they should make the same pay?

I know this is a hypothetical and may not represent reality, there are always going to be shades of gray, yadda, yadda.

I'm a childfree woman. I'm also the poster who - sm

[ In Reply To ..]
made the comment that there's more work to be done.

As a woman who's eschewed motherhood, I have still at times fallen under suspicion of being unwilling/unable to put in as many hours as my male counterparts. This is an assumption that's not based on any behavior or statements on my part; it's projected onto me merely because I'm female.

Maybe that's one of your shades of gray, but it's happening. They justify paying me and my childfree female friends less because of the possibility of motherhood.

As far as your last sentence: "I know this is a hypothetical and may not represent reality...." Was that just hastily written? Why bother to post something that you admit may not represent reality?

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