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Pay Inequities

According to the Equal Employment Opportunity Commission, compensation discrimination in employment is prohibited by the Equal Pay Act of 1963 , Title VII of the Civil Rights Act of 1964 , the Age Discrimination in Employment Act of 1967 , and Title I of the Americans with Disabilities Act of 1990 , all enforced by the U.S. Equal Employment Opportunity Commission. Collectively, these statutes require employers to compensate employees without regard to race, color, religion, sex, 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, 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 unlawful 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 or the Equal Pay Act.

ASU Policies and Procedures Related to Pay Inequities

Pay Inequity Related Sites

All links listed on the Equity Office website are provided as information only with no endorsement intended, implied or otherwise.  The content and perspectives presented in these linked sites are not necessarily those of the Equity Office or Appalachian State University .