We Are Leading Solution for Pay Equity Massachusetts
Equity is an important issue in the workplace and one that needs to be addressed. In Massachusetts, employers must substantially comply with federal and state equity pay laws when setting wages and conditions. Employers in Massachusetts must also comply with wage determination procedures established by collective bargaining agreements or other applicable laws.
MEPA – The Equal Pay Law
The Massachusetts Equal Pay Act (MEPA) sets forth a basic principle that employees must be compensated at least equally for work of equivalent worth. The MEPA applies to all employers with at least 5 employees, except for self-employed persons and public entities.
Under the MEPA, an employee is considered to be performing work of “equivalent worth” if the employee’s duties are substantially similar, taking into account the job duties, the educational requirements, experience, and special skills necessary for the position.
The MEPA defines “work of equivalent worth” as work that is performed under similar working conditions using comparable equipment, regardless of whether the employee is paid an hourly wage or a salary.
The MEPA prohibits an employer from discriminating against an employee on the basis of gender, race, national origin, age, disability or sex. An employer who violates any provision of MEPA may have to bear some consequences like penalties, fines etc.
There are a few things to keep in mind if you want to comply with the pay equity Massachusetts Act:
- All employees must be given the same opportunity to earn the same compensation for comparable work, regardless of their gender.
- Compensation includes base salary, bonuses, commissions, and other forms of compensation.
- Comparable work means work that is substantially similar in skill, effort, and responsibility and that is performed under similar working conditions.
- If an employer pays two employees different rates for comparable work, the employer must have a legitimate business reason for doing so – such as prior experience or education – that is not based on gender.
- Employees are protected from retaliation if they ask about their co-workers’ salaries or complain about possible unequal pay violations.
To ensure compliance with the new law, employers should review their current pay practices and make any necessary adjustments.
Why Get On the Wrong Side of Massachusetts Equal Pay Act Whereas We Can Help You Comply?
The Massachusetts Equal Pay guidance prohibits employers from paying employees of different genders unequal wages for substantially similar work. In order to comply with the law, employers need to have a clear understanding of what constitutes “substantially similar work.”
The HR Knowledge team can help your organization determine whether jobs are substantially similar, and develop pay strategies that ensure compliance with the law.
In addition to helping your organization comply with the Equal Pay Act, the HR Knowledge team can also provide guidance on other aspects of Massachusetts’ pay equity law.
For example, the state’s “fair share” provision requires employers to make a good-faith effort to ensure that women and men receive equal pay for comparable work.
The HR Knowledge team can help you develop policies and procedures that will help your organization meet this requirement.
Massachusetts’ equal pay laws are complex, but complying with them is critical to ensuring that your employees are treated fairly and equally. The HR Knowledge team has the experience and expertise necessary to help your organization navigate these laws and stay in compliance.
How HR Knowledge Software and Team Helps You Adhering To the Equity Pay Law in Massachusetts?
Since the implementation of the Massachusetts Equal Pay Act in 2018, employers have been struggling to remain compliant with the law’s requirements.
HR Knowledge’s Pay Equity Software and the team can help your organization close pay gaps and remain compliant with the law in the following ways:
- Our HR Knowledge tool helps you remain compliant with pay equity in Massachusetts by tracking a variety of pay disparities, including the gender pay gap.
- We identify problem areas and offer solutions that are based on fairness. In order to close any pay gaps, we determine which employees should receive raises and by how much. We also disclose the amount of money required to close the pay gap.
- We back ongoing decision-making based on data. The graphical overview gives you a general idea of your pay structure and the ability to drill down.
- For new hires and employees changing positions, the system recommends fair salaries. Before you make a decision, you can easily see the effects of each salary option. This ensures that you are adhering to the equal pay law in Massachusetts and creating a fair and equitable workplace for all employees.
HR knowledge software can help employers accomplish this by tracking employee compensation data and providing reports that compare employees’ wages. This information can help employers identify any disparities in pay and take corrective action to ensure that all employees are being paid equally.
Additionally, HR teams can provide guidance on complying with the equal pay law and answer any questions that employees may have about their rights under the law.
Talk to us today.
Ditch the Paper Records and Excel Spreadsheets and Let HR Knowledge Takeover the Work of Determining the Right Wage and Salary for Your Employees
In order to avoid equal pay violations, employers need to track and document employee compensation. This includes knowing what each employee is paid, as well as the rationale behind why they are paid that amount. Unfortunately, this can be a daunting task for HR departments – especially if they are relying on old-fashioned methods like paper records and Excel spreadsheets.
This is where HR knowledge software comes in handy. By automating the process of tracking and documenting employee compensation, HR departments can save themselves a lot of time and hassle. In addition, HR knowledge software can also help ensure that all employees are being paid fairly by flagging any potential wage discrepancies.
HR knowledge software can help businesses comply with the new law by providing tools for conducting self-evaluations and comparing pay rates. The software can also help businesses track their progress in correcting any pay disparities that are found. By using HR knowledge software, businesses can ensure that they are taking all the necessary
steps to comply with the new law and provide equitable compensation for all their employees.
Give us a call today and let’s know how we can help.