Res 1987-103 - Laserfiche WebLink

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CHAPTER 9 EQUAL PAY The City of San Marcos is committed to the principle and practice of equal pay for equal work, as required by the Equal Pay Act of 1964, Title VII of the civil Rights Act of 1964, as amended and other laws. In no case will the City pay similarly qualified individuals performing substantially the same work under comparable conditions of job tenure different wages or salaries on the basis of sex, minority status, or any other factor not permitted by law. To assure that any unjustified differentials which may exist are corrected, the City will take the following actions: The Office of Personnel will periodically review the pay of employees in all major job categories. The Office of Personnel will periodically review the pay of employees in all major job categories and recommend salary adjustments necessary to achieve compliance with the principle of equal pay for equal work. situations involving over-paid individuals will be rectified over time through attrition and reduction in pay advancement rates. There is no requirement, implied or intended, to bring the entire City work force up to an exceptionally high salary level. In the absence of such documented justification, the City will make no salary adjustments necessary to achieve compliance through the reduction of any employee's salary. situations involving over-paid individuals will be rectified through attrition and reduction in pay advancement rates. Any employee of the City who believes that, because of his or her race, color, religion, sex, national origin, age, handicap or status as a disabled vietnam era veteran, he or she is being paid less than other similarly qualified persons performing substantially the same work under comparable conditions of job tenure may file a grievance under the City grievance procedures in the same manner as any other work-related complaint. NOTE: The same labor market representation percentages for each occupational category are used for most departments. While it is recognized that differences in availability percentages do exist, statistical data available does not permit a more detailed breakout and the methodology used is considered quite adequate for our purposes. Goals and timetables are not computed if a department contains less than six (6) individuals (in no way, of course, does this relieve the department of the requirement to correct any underutilization and to actively recruit females and minorities). -11-