Question about equal pay for equal work...

fungez · Feb 10, 2010

I'd consult a lawyer. I imagine it would cost around a hundred bucks or so, but he/she would answer your questions. Then, if it's illegal, sue them. If not, find another job. Sexism and racism are disgusting and wrong but they'll get away with it as long as they can.

caliotter3 · Feb 10, 2010

This has come up more times than I care to mention. Time for Nurse #2 to have a heart to heart with the responsible manager. If the discrepancy is not rectified to her liking, then she needs to decide whether she wants to find a different employer.

elkpark · Feb 10, 2010

I would start by contacting your state Dept. of Labor and/or EEOC (every state has both, although they sometimes have different names) -- they can answer your basic questions without charging you for the privilege, as an attorney would. Then, if there's anything to support seeing an attorney, you can move to that level.

Batman25 · Feb 10, 2010

How did you get this info? Can you divulge that? My answer might change depending on that.

wooh, BSN, RN · Feb 10, 2010

He might have negotiated starting pay, and she didn't. It could simply be that she's a better nurse but he's a better negotiator. When it's just one woman compared to one man, it's not hard for them to find a single thing on his resume to justify the higher pay rate. And if she brings it up, she'd better be willing to walk over it, because more than likely all that will happen is she's labelled a troublemaker. Just because something is wrong (and there's not proof yet that anything is wrong) doesn't mean it can be proven to be illegal.

Batman25 · Feb 10, 2010

He might have negotiated starting pay, and she didn't. It could simply be that she's a better nurse but he's a better negotiator. When it's just one woman compared to one man, it's not hard for them to find a single thing on his resume to justify the higher pay rate. And if she brings it up, she'd better be willing to walk over it, because more than likely all that will happen is she's labelled a troublemaker. Just because something is wrong (and there's not proof yet that anything is wrong) doesn't mean it can be proven to be illegal.

I agree with you.

hotflashion, BSN, RN · Feb 10, 2010

Scenario:
RN #1~ Male. Has not been a nurse quite a year yet. Good nurse, asks a lot of questions. Has a very "boss-y" attitude, tends to stress easily and yell at others. Base pay is $25/hr.
RN #2~ Female. Has been a nurse over 10 yrs, recently obtained RN. Good nurse, self sufficient. Helps others. Base pay is $21/hr.
There is less than 6 months difference in hire dates at this facility, both RN's do the exact same job on different days.
RN#2 was told at hire she would be making $23/hr upon hire, then rate of pay was changed to $21/hr (admin states, "It's Corporates doing...")
Tell me, what would you do in a situation such as this if you were RN#2?
Would anyone contact the Equal Opportunity Commision?

I might talk to the EEOC; I don't really know what the EEOC can or will do for the employee caught in such a situation. I'd want to talk to a professional who could advise me on how to proceed. It's possible that only a talk with management, creeping up the chain of command is what it would take. I'd want to keep my nose clean and document, document, document. I would want to resolve the matter, and given the facts as presented, I can see no other satisfactory resolution than a nice raise with back pay.

hotflashion, BSN, RN · Feb 10, 2010

would it be eeoc or dept of labor, that'd be contacted?
either/or, i'd be contacting the applicable agcy.
but, i'm thinking dates of hire will have something to do with the discrepancies.
i've heard quite often, that employees who've been at a facility for yrs, then a new hire is started off at a higher rate than the experienced ones...
leslie

Yes, but a good employer keeps the old timer's wages current. It really doesn't work otherwise. People find out and if it's not addressed, then eventually people get a bad attitude, morale goes down the tubes and people quit. Or they get a union! That's what happens no matter what kind of work you're doing. The good employer pays their employees equitably.

core0 · Feb 10, 2010

I see where roser is coming from. As a former HR manager in an electronics chain for several years, we also had a "do not discuss pay" policy. Often I would have a supervisor come up and complain that they have been a sup longer, but the new guy makes more money. Or, the same position person at another store makes more. In almost every case, the person complaining got in trouble. If you are snooping or asking, you are breaking the rules. If they were going on what the other person SAID they were getting paid, it was usually a lie. The pay rate on the pay stubs was too small for it to be "accidently" scene. You knew it was a paystub, don't look. I hope you get it worked out, but watch your back as well.
Mercury

Prohibiting discussion of salary is against the National Labor Relations Act. Firing people for discussing it, is also against the NLR. A couple of years ago it wasn't enforced. Now not so much.

David Carpenter, PA-C

siringe · Feb 10, 2010

I would talk to my manager first. I would just wonder how the facility sets their pay rate. Some places set their pay rate based off of past job experience, certifications(i.e., BLS,ACLS, CMSRN...), negotiations.

barleynhopsBSN · Feb 10, 2010

Likely he neggotiated his pay rate and she accepted starting pay rate. RN #2 should start writting down her accomplishments and performance on the job and approach manager about a raise.

CrazierThanYou · Feb 10, 2010

I don't know where you live but contacting the Equal Opportunity Commission in my area would be a waste of time. I spoke with a representative yesterday about my concerns that I'm not being hired due to my husband's race and was given the thousand yard stare...