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New Gender-Based Equal Pay Obligations for all Massachusetts Employers Gender-based equal pay is just a few weeks away in Massachusetts. All employers in Massachusetts with the sole exception of the federal government must comply with the new/amended Massachusetts Equal Pay Act (MEPA), a gender-based pay equity law, on or before June 30, 2018. The assessment of gender-based pay equity in Massachusetts has changed significantly. The standard is different. The definitions are different. Exposure is different and potential corrective measures are different. The conversation about salary history and employee wages will be significantly different. Here is a link to the guidance issued by the Commonwealth’s Attorney General. That guidance includes links to the Pay Calculation tools and spreadsheet prepared by the Office of the Attorney General. Please remember the AG’s caveat: “The Pay Calculator tools provided by the Office of the Attorney General will not tell employers definitively whether they have achieved compliance with the new law but instead are intended to assist employers with gathering and analyzing relevant information. Ultimately, the law requires a case-by-case determination.” All members of the Chamber are covered by this new law and must conduct an evaluation of their pay practices in accordance with the new legal standard in order to achieve compliance with the new law on or before June 30, 2018. In general terms, the updated Equal Pay law requires employers to pay employees of a different gender the same pay if they perform comparable work. MEPA recognizes only six permissible reasons for differences in pay for employees of a different gender who perform comparable work: a system that rewards seniority with the employer; a merit system; a system which measures earnings by quality or quantity of production, sales or revenue; geographic location in which a job is performed; education, training or experience to the extent such factors are reasonably related to the particular job in question; or travel, if travel is a regular and necessary condition of the particular job. We recommend using outside counsel as part of this process to protect findings under the Attorney/Client privilege.
7 Comments
7/25/2019 10:32:54 pm
It is good to see that equal pay is being incorporated more. I think something of this nature is happening at my work. Do you think it would be a good idea to get legal advice on this? 6/20/2022 02:50:51 pm
The conversation about salary history and employee wages will be significantly different. Thank you for sharing your great post! 6/20/2022 03:41:14 pm
Mepa recognizes only six permissible reasons for differences in pay for employees of a different gender who perform comparable work. I’m so thankful for your helpful post! 10/17/2022 01:37:23 pm
Emploment law is fast becoming one of our most requested services. 2/1/2023 03:31:49 pm
This is a huge step in assuring that all workers are paid equaly all over the US, I'm relly glad that the state of Massachusetts has decided to pass a law like this. You shouldn't be paid more or less because of gener, if you want to make more money you should earn it through hard work! I would like to recommend my favorite house cleaning services in columbus indiana 2/24/2023 08:13:09 am
Must conduct an evaluation of their pay practices in accordance with the new legal standard in order to achieve compliance with the new law on. Thank you, amazing post! 2/24/2023 08:32:16 am
In general terms, the updated Equal Pay law requires employers to pay employees of a different gender the same pay if they perform comparable work. I truly appreciate your great post! Leave a Reply. |
FALMOUTH CHAMBER OF COMMERCE & ITS MEMBERSWe promote Falmouth, its terrific businesses and our wonderful community. This blog is open to Chamber Members. Send posts for possible publication to Susan Archives
September 2022
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