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Pay Inequities

State and/or federal law as well as Appalachian policy prohibit compensation discrimination, i.e. pay inequities based on one's membership in a protected class. Employers are required to compensate employees without regard to race, color, creed, religion, sex, gender identity and expression, sexual orientation, veteran status, national origin, age, or disability. This form of discrimination may be inadvertent or intentional, and it can be obvious or subtle; regardless, it is unacceptable at Appalachian and, in many cases, is against the law.

The law against compensation discrimination includes all payments made to or on behalf of employees as remuneration for employment. All forms of compensation are covered, including salary, overtime pay, bonuses, stock options, profit sharing and bonus plans, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and benefits.

Pay inequities may include, but are not limited to, the following list of examples:

  • An employer pays an employee with a disability less than similarly situated employees without disabilities.
  • An employer hires a male and a female to do the approximately the same job. Both new employees have the same experience, and the male employee receives a higher salary.

It is also impermissable to retaliate against an individual for opposing employment practices that discriminate based on compensation or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII, ADEA, ADA, the Equal Pay Act, or Appalachian policy.

ASU Policies and Procedures Related to Pay Inequities

Pay Inequity Related Sites

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