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compensation relationships between female-dominated, male-dominated, and <br />balanced classes of employees in order to eliminate sex-based wage disparities in <br />public employment in this state. A primary consideration in negotiating, <br />establishing, recommending, and approving compensation is comparable work value <br />in relationship to other employee positions within the political subdivision." <br />The following four definitions will help us better understand this pay equity <br />issue. <br />1. Equal pay for equal work. (Equal Work) <br />Two jobs are determined equal if they are significantly the same in skill, <br />effort, responsibility, and working conditions, and must be paid the same <br />regardless of gender. <br />2. Equal pay for similar work. (Similar Work) <br />Refers to jobs that could be similar with respect to skill, effort, <br />responsibility, and working conditions, but not substantially equal. <br />3. Equal pay for equal worth. (Comparable Worth) <br />This means jobs that are dissimilar, but equal in value or worth to the <br />employer should be paid the same. Various methods of job evaluations <br />can be applied to determine job worth as long as the methods measure <br />skill, effort, responsibility, and working conditions. <br />