Human Resources News & Insights

Court: This common pay practice equals discrimination

One of the most common pay-determining techniques could now put your company in legal danger.

The 9th U.S. Circuit Court of Appeals just unanimously ruled that pay differences based on prior salaries are inherently discriminatory under the Equal Pay Act because those past salaries stemmed from gender bias.

The ruling was handed down in Rizo v. Fresno County Office of Education, a lawsuit in which a teacher claimed she was paid thousands of dollars less than her male colleagues.

$13K less than a less-qualified co-worker

According to the lawsuit, Rizo, a math consultant for Fresno County, found out over lunch that she made nearly $13,000 per year less than a male colleague with less experience, education and seniority. Plus, she generally made less than her male counterparts.

Fresno County claimed its process for determining salary, which did take into account prior salary, didn’t violate the Equal Pay Act and had nothing to do with gender.

The County had a formal procedure that determined a new hire’s starting salary by taking the new hire’s prior salary, adding 5%, and placing the new employee on the corresponding step of Fresno County’s stepped salary levels.

But the court disagreed with this argument. As Judge Stephen Reinhardt wrote in the opinion:

“The Equal Pay Act stands for a principle as simple as it is just: Men and women should receive equal pay for equal work regardless of sex. The question before us is also simple: Can an employer justify a wage differential between male and female employees by relying on prior salary? Based on the text, history and purpose of the Equal Pay Act, the answer is clear: No.”

Salary history becoming obsolete?

Increasingly, cities and states (as well as giant corporations like Amazon) are passing laws that prohibit employers from asking prospective candidates about their previous salary during interviews. Combine that with ruling like this, and employers may want to avoid using past salary history altogether even if they aren’t subject to laws banning salary history inquiries.

The trend of salary history bans is only going to increase. So forward-thinking companies can make changes to their own internal policies now and avoid rushing to do so when their state and/or city requires them to do so.

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  1. No matter how you do it. Someone is always going to get screwed when you compare salary. That is the problem-comparison. People get hired in different economic environments, different supply and demand cycles, and make different presentations when interviewed. Companies offer pay that they think will land the person and is in line with how they perceive the person’s worth within the salary range of the job. When people are hard to get they pay more and when people are plentiful they pay less. There are pluses and minuses on every hire No two people are ever the same. I agree what a person made in their previous job should be immaterial. It is what is perceived they can do for you that should determine placement in a range. If they are happy with the offer and take the job their should be no pay discrimination.

  2. Ja'net Raines says:

    Hired Feb 5 2015 in Jun on my pay check there was a deduction yet No notification as to a lien withholding from employer. Or from the Federal lien receiver if they found my work then they found me ! Why no notice to respond too and no documentation as to talk to anyone the lien was $5,385.90 still don’t know what for was this legal? Employer SaveMart / Lucky’s

  3. Ja'net Raines says:

    Was injured a work related injury went to hospital then told needed to go to U.S. Health Works my manager failed to give authorization to them as to I was to be seen so I had to return to employer he then from his office phone called them but while on the phone said ” this is Not job related” wasn’t that to be determined by the Dr. In the time I saw the radiologist who too x-rays and nobody even looked touched me or anything yet the paper I was handed stated not work related. Is that legal ? Also the benefits dept sent me a CORVEL card for meds related to my W.C. claim then all of a sudden Claim Closed in honored medical bills and I’m Union too need advice cuz now they are questioning my Dr. Notes for time off back in Feb. And yes eligible for FMLA but didn’t know about them until way after the fact never got the forms or any help to my questions I have them certified records now they want me to release authorization to them that leaves it open for a year form says I’m requesting . . which I am NOT THEY ARE. . .DO I need to do this or is my job in jeopardy ?

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