1. Module 4 Reinforcement Activity Equal Pay Cases
Case 1: A tenured female associate professor in the industrial technology department is employed at a salary lower than male colleagues who are the same rank and teach similar courses at the same location. She is the second-lowest-paid professor in a department of close to 20, despite the fact that she has a higher rank and more seniority than four male colleagues. Does the scenario violate the Equal Pay Act?
Equal Pay Case #1
Read the case study and answer the question at the end
Advance to the next slide for feedback
© SHRM

2. Module 4 Reinforcement Activity Equal Pay Cases
Case 1: Tenured female associate professor
She will have a strong case if she alleges discrimination because of the substantial equality of work she is performing.
Equal Pay Case #1
Suggested answer shown on slide
Explanation: Jobs must be substantially equal but need not be identical. Therefore, minor differences in job duties (such as teaching similar but not identical courses) do not make a job unequal. The professor’s job requires the same skill, effort, responsibility, and working conditions as the jobs of her male colleagues. The employer would have the burden of proof that her salary is less due to non-gender-related reasons. The employer would need to use other criteria, such as the number of publications and the quality of the journals in which they appear or the amount of grant money the professor has won compared to other faculty. History must support the consistent application of these criteria, however.
© SHRM

3. Module 4 Reinforcement Activity Equal Pay Cases
Case 2: A female part-time employee is doing work equal to that of a male full-time employee. In exchange for the flexibility of a part-time position, she is paid a lower hourly rate. Does the scenario violate the Equal Pay Act?
Equal Pay Case #2
Read the case study and answer the question at the end
Advance to the next slide for feedback
© SHRM

4. Module 4 Reinforcement Activity Equal Pay Cases
Case 2: Part-time female employee
Unless the wage rate differs because of seniority or performance levels, the female employee will have a strong case if she alleges discrimination.
Equal Pay Case #2
Suggested answer shown on slide
Explanation: Since she is doing equal work, this employee should receive the same hourly salary as her full-time male counterpart, prorated to reflect her part-time status. The employer would have the burden of proof that her salary is less due to non-gender-related reasons.
© SHRM

5. Module 4 Reinforcement Activity Equal Pay Cases
Case 3: A male bartender in a restaurant is paid more than a female bartender for the same job. Under what circumstances would this be legal?
Equal Pay Case #3
Read the case study and answer the question at the end
Advance to the next slide for feedback
© SHRM

6. Module 4 Reinforcement Activity Equal Pay Cases
Case 3: Male bartender
This would be legal if:
The male bartender has more seniority.
The male bartender works a different shift.
The male bartender has more work experience.
A bona fide merit system is in place.
There is a system in place that measures earnings by production.
There is a legitimate nondiscriminatory reason.
Equal Pay Case #3
Suggested answer shown on slide
Explanation: This would be legal if
The male bartender has more seniority.
The male bartender works a different shift.
The male bartender has more previous work experience.
There is a bona fide merit system in place that is administered uniformly and systematically.
There is a system in place at the restaurant that measures earnings by the quantity or quality of production (for example, the amount of drinks served or the manner in which they are served).
There is another legitimate nondiscriminatory reason for the disparity other than the gender of the workers.
© SHRM

7. Module 4 Reinforcement Activity Compensation Computation
Position
Salary
Staff
Grade 5
$26,000 5
Grade 6
$30,000 2
Grade 7
$40,000 3
What is the weighted average?
What is the unweighted average of the salaries?
Compensation Computation #1
Complete the calculations required to create the unweighted and weighted average salaries.
Advance to the next slide for feedback.
© SHRM

8. Module 4 Reinforcement Activity Compensation Computation
Position
Salary
Staff
Grade 5
$26,000 5
Grade 6
$30,000 2
Grade 7
$40,000 3
What is the unweighted average of the salaries?
$26,000
$30,000
$40,000
$96,000/3 =
$32,000
What is the weighted average?
$26,000 * 5 = $130,000
$30,000 * 2 = $60,000
$40,000 * 3 = $120,000
$310,000/ $31,000
Compensation Computation #1
Answer shown on slide
Explanation: The unweighted average salary is calculated by adding the three salaries and dividing the sum by 3, the number of grades. The weighted average is calculated by multiplying each salary by the number of staff at that grade, adding the numbers to arrive at a total salary number ($310,000), and then dividing that sum by the total number of staff (10).
© SHRM

9. Module 4 Reinforcement Activity Compensation Computation
Given a pay range with a minimum of $8 an hour and a maximum of $12 an hour, an employee is paid $8 an hour. What is the compa-ratio?
Compensation Computation #2
Read the question and calculate the answer
Advance to the next slide for feedback
© SHRM

10. Module 4 Reinforcement Activity Compensation Computation
Given a pay range with a minimum of $8 an hour and a maximum of $12 an hour, an employee is paid $8 an hour. What is the compa-ratio?
8/10 = .80, or 80%
Compensation Computation #2
Answer shown on slide
Explanation: The compa-ratio is determined by dividing the pay rate of an employee ($8) by the midpoint of the pay range ($10): 8/10 = .8, or 80%.
© SHRM

11. Module 4 Reinforcement Activity Compensation Computation
What is the compa-ratio if the employee’s salary is increased to $10/hour?
Compensation Computation #3
Read the question and calculate the answer
Advance to the next slide for feedback
© SHRM

12. Module 4 Reinforcement Activity Compensation Computation
What is the compa-ratio if the employee’s salary is increased to $10/hour?
$10/$10 = 1.0, or 100%
Compensation Computation #3
Answer shown on slide
Explanation: The compa-ratio will increase to 1 ($10/$10). This can also be expressed as a percentage, 100%.
© SHRM

13. Module 4 Reinforcement Activity Compensation Computation
$20,000
$30,000
$50,000
$25,000
$35,000
$55,000
$40,000
$60,000
What is the mode of the salaries listed?
What is the median salary?
Compensation Computation #4
Identify the mode and median of the salaries listed in the table.
Advance to the next slide for feedback.
© SHRM

14. Module 4 Reinforcement Activity Compensation Computation
What is the mode of the salaries listed?
$30,000
$20,000
$25,000
$30,000
$35,000
$40,000
$50,000
$55,000
$60,000
What is the median salary?
$20,000
$30,000
$50,000
$25,000
$35,000
$55,000
$40,000
$60,000
Compensation Computation #4
Answer shown on slide
Explanation: The mode is the most frequently occurring wage, in this case, $30,000. The median is the middle number in the range. In this case, there is an even number of salaries. After the salaries are listed in order, the median is determined by adding the two middle numbers and dividing by 2: $35,000 + $40,000  2 = $37,500.
© SHRM