![]() ![]() Q: Do I have to post jobs for Occasional workers?Ī: Yes, all jobs and promotional opportunities have to be posted at minimum, internally. Look for the announcements in Today at CC. We will schedule small group Zoom calls to answer questions. Travel, if the travel is a regular and necessary condition of the work performed ( used occasionally at CC).Education, training, or experience to the extent that they are reasonably related to the work in question ( used at CC for most offers).The geographic location where the work is performed ( generally not used at CC).A system that measures earnings by quantity or quality of production ( generally not used at CC).A merit system ( used at CC, which can explain differences in pay for people who have been eligible for merit for a longer time).A seniority system ( used at CC, particularly for faculty advancement).Employers must disclose pay and benefit information in job postingsĮmployers may differentiate in wages if the difference is based on one or more of the following factors:.Employers must keep records of employee wage rates and job descriptions for at least two years after termination.Employers may not take action against an employee for asserting their rights under this new law.Employers may not prohibit employees from discussing their own wage rate.Employees may not use prior pay history (if it is known) in determining a wage rate. ![]() ![]() Employers may no longer ask job candidates for their current pay or pay histories.Employers may no longer make direct appointments into vacant positions.CC employees: Log in to view internal opportunities here and click "Join".Employers must post all job and promotional opportunities (internally at a minimum).The Act requires employers to make some of these changes: The EPEW Act is an effort to further our progress in that regard. While there has been a federal Equal Pay Act for decades, that hasn't’t completely solved the gender pay gap. It is designed to prohibit employment discrimination by paying an employee of one sex a wage rate less than the rate paid to employees of a different sex performing substantially similar work. The Act was passed to correct pay disparities based on sex or sex combined with another protected status. The Colorado Equal Pay for Equal Work Act (EPEW) became effective January 1 st, 2021. ![]()
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