The U.S. Court of Appeals for the Fourth Circuit ruled recently that the federal Equal Pay Act (EPA) prohibits employers from paying men and women doing the same job different base wage rates, even if their total compensation is equal. In so ruling, the appeals court agreed with arguments made in support of the plaintiff by the Equal Employment Opportunity Commission (EEOC), even though the agency’s position was starkly inconsistent with the “total compensation” rationale it used to justify collecting pay and hours-worked data in its since-discontinued EEO-1 “Component 2” report.
Members of the Center for Workplace Compliance (CWC) can read more here.