7/21/2023 0 Comments Equal pay for equal work act![]() ![]() In order for a job to be reclassified, the responsibilities/duties performed must be approved and classified into another identified job description.įor information about the reclassification process, click here. Duties/responsibilities are provided and reviewed specific to the incumbent and evaluated by the HR Generalist, and then approved by the Human Resources Director or designee. Reclassification may be requested by the employee or supervisor through a request to the department/office's HR Generalist. ![]() Reclassifications occur only in jobs that have incumbents and are not vacant unoccupied positions. These changes may occur over time or be assigned based on changes in business needs. Reclassification is the change in the classification/job title of an occupied job, based on ongoing and significant changes in the employee’s assigned job responsibilities. For example, career progression from a Social Caseworker I to a Social Caseworker II is identified in the Social Caseworker II job description.įor information on which jobs are Flex Staff jobs, or how to request to be moved to the next level if you are in a Flex Staff job, click here. Progression is outlined in the job descriptions. These are jobs where a career progression to the next level happens after a set amount of time in the job, after a particular certification or other requirement is obtained, and/or other specific responsibilities are assigned. Based on the principle of equal pay for equal work, the Equal Pay Act applies to all forms of compensation. The County has Flex Staff (automatic career progression) jobs. The job posting may accept applications from internal and/or external candidates depending on the position. Specifically, the law required enhancements to job descriptions, job postings, and promotion opportunities.Īll vacant positions (no incumbent) are posted on Larimer County’s career page. But after becoming parents, men earned 60 percent more than. The Act requires that men and women be paid the same for equal work on jobs requiring equal skill, effort, responsibility and performed under similar working. Before becoming parents, men and women earn about the same. In summary, the law requires Colorado businesses to provide equal pay–including benefits-to all employees performing substantially similar work. Trying to close the gender pay gap 60 years after the Equal Pay Act. The Equal Pay for Equal Work Act went into effect on January 1st, 2021. Codes, Policies, Ordinances & Resolutions This issue brief outlines 10 actionsfrom collecting pay data from employers, increasing pay transparency, and reducing pay secrecy to investing more resources in enforcement and morethat. ![]()
0 Comments
Leave a Reply. |