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A typically comparable worth becomes an issue when

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a. Typically, comparable worth becomes an issue when comparisons between internal (job evaluation) and external (market surveys) data suggest that there is conflict in which jobs predominantly occupied by women are evaluated more highly internally than in terms of the market data. b. One problem is that job evaluation is most often used to help apply marketpay policy and not replace the market. There is also concern that EEO regulations will attempt to replace market forces (although there are no regulations related to comparable worth) and that using only internal comparisons would result in overpayment and underpayment in several instances in relationship to the market, which would create a market disadvantage. c. Despite potential problems with market shares, the courts have consistently ruled that using the going market rates of pay is an acceptable defense in comparable worth litigation suits. d. Another approach has been to suggest that organizations should examine, when women's pay falls behind that of men, entry and access to promotions, and so on. Programs such as mentoring might improve the ability of women to access higherlevel jobs. B. Minimum Wage, Overtime, and Prevailing Wage Laws 1. The Fair Labor Standards Act (FLSA) of 1938 established a minimum wage and overtime pay rate.
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2. Minimum wage is the lowest amount that employers are legally allowed to pay. Minimum wage now stands $6.55 per hour effective July 24, 2008; it will be $7.25 per hour effective July 24, 2009. 3. Executive, professional, administrative, outside sales, and certain “computer employees” are exempt from FLSA coverage (the estimate is that about 20 percent of jobs fall in this category). Exempt means that these employees are not covered by the FLSA, and they are not eligible for overtime pay .
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