Other Significant Compensation Related Laws

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Throughout Chapter 2 of the Martocchio text there are other significant laws that impact how compensation is managed by organizations. These laws include:

• Davis-Bacon Act of 1931 – established employment standards for construction
  contractors holding federal government contracts valued at more than $2,000
  and establishes the concept of “prevailing wage” for laborers and mechanics
  working on federal government contracts.
• Walsh-Healy Act of 1936 – requires contractors (construction and nonconstruction)
  and manufacturers who sell supplies, materials, and equipment to
  the federal government to observe minimum wage and overtime provisions of the 
  FLSA. Establishes overtime pay for hours worked by contractor employees in
  excess of 8 hours per day or 40 hours per week, and sets the minimum wage
  equal to the prevailing wage.
• Equal Pay Act of 1963 – prohibits sex discrimination in pay for employees
  performing equal work.
• Civil Rights Act of 1964 – Title VII of the Act promotes equal employment
  opportunities for underrepresented minorities and addresses unlawful
  employment practices including discrimination in compensation. This Title
  introduced the concepts of “disparate treatment” and “disparate impact.”
• Bennett Amendment to Title VII – 1963, allows female employees to charge
  employers with Title VII violations regarding pay only when the employer violated
  the Equal Pay Act of 1963.
• Age Discrimination in Employment Act of 1967 (ADEA) – provides protection for
  workers age 40 and older from illegal discrimination, including reduction in wage
  rate.
• Civil Rights Act of 1991 – overturns several Supreme Court rulings pertaining to
  seniority systems and addresses the geographic scope to include U.S. citizens
  working for U.S. companies overseas.
• Americans With Disabilities Act of 1990 – this Act includes a provision against
  discrimination in compensation for “qualified individuals with a disability.”
• Lilly Ledbetter Fair Pay Act of 2009 – this Act restores the law pertaining to filing
  time for pay discrimination claims and supports the effort to close the gap
  between men and women pay.
• Paycheck Fairness Act (2013) - is proposed legislation that would add
  procedural protections to the Equal Pay Act of 1963 and the Fair Labor
  Standards Act as part of an effort to address male–female income disparity in the
  United States. This Act would prohibit employers from retaliating against
  employees who share salary information with their co-workers.
• Working Families Flexibility Act (2013) – is proposed legislation that would
  amend the FLSA by allowing private-sector employers to offer employees the
  option of taking “comp time” in lieu of overtime pay. This is to help address family
  and work needs. Note: this something that federal workers have been allowed to
  do since 1985.