Comparable worth, as a standard applied to eliminate inequities in pay, insists that the values of certain tasks performed in
This widespread institutional awareness of comparable worth indicates increased public awareness that pay inequities--that is, situations in which pay is not "fair" because it does not reflect the true value of a job--exist in the labor market. However, the question still remains: have the gains already made in pay equity under comparable worth principles been of a precedent-setting nature or are they mostly transitory, a function of concessions made by employers to mislead female employees into believing that they have made long-term pay equity gains?
Comparable worth pay adjustments are indeed precedent-setting. Because of the principles driving them, other mandates that can be applied to reduce or eliminate unjustified pay gaps between male and female workers have not remedied perceived pay inequities satisfactorily for the litigants in cases in which men and women hold different jobs. But whenever comparable worth principles are applied to pay schedules, perceived unjustified pay differences are eliminated. In this sense, then, comparable worth is more comprehensive than other mandates, such as the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964. Neither compares tasks in dissimilar jobs (that is, jobs across occupational categories) in an effort to determine whether or not what is necessary to perform these tasks--know-how, problem-solving, and accountability--can be quantified in terms of its dollar value to the employer. Comparable worth, on the other hand, takes as its premise that certain tasks in dissimilar jobs may require a similar amount of training, effort, and skill; may carry similar responsibility; may be carried on in an environment having a similar impact upon the worker; and may have a similar dollar value to the employer.
According to the passage, which of the following is true
(A) Comparable worth policy decisions in pay-inequity cases have often failed to satisfy the complainants.
(B) Comparable worth policies have been applied to both public-sector and private-sector employee pay schedules.
(C) Comparable worth as a policy has come to be widely criticized in the past decade.
(D) Many employers have considered comparable worth as a policy but very few have actually adopted it.
(E) Early implementations of comparable worth policies resulted in only transitory gains in pay equity.
- 【OG18-P680-668题】In a review of 2,000 studies of human behavior that date back to the 1940s, two Swiss psychologists, declaring that since most of the studies had failed to control for such variables as social class and family size, none could be taken seriously.
- Following several years of declining advertising sales, the Greenville Times reorganized its advertising sales force two years ago. Before the reorganization, the sales force was organized geographically, with some sales representatives concentrating on city-center businesses and others concentrating on different outlying regions. The reorganization attempted to increase the sales representatives’ knowledge of clients’ businesses by having each sales representative deal with only one type of industry or of retailing. After the reorganization, advertising sales increased.In assessing whether the improvement in advertising sales can properly be attributed to the reorganization, it would be helpful to find out each of the following EXCEPT:
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