Comparable worth, as a standard applied to eliminateinequities in pay, insists that the values of certain tasks performed indissimilar jobs can be compared. In the last decade, this approach has become acritical social policy issue, as large numbers of private-sector firms andIndustries as well as federal, state, and local governmental entities haveadopted comparable worth policies or begun to consider doing so. This widespreadinstitutional awareness of comparable worth indicates increased publicawareness that pay inequities-that is, situations in which pay is not"fair" because it does not reflect the true value of a Job-exist inthe labor market. However, the questionstill remains: have the gains already made in pay equity under comparable worthprinciples been of a precedent-setting nature or are they mostly transitory, a function of concessionsmade by employers to mislead female employees into believing that they havemade long-term pay equity gains?
Comparable worth pay adjustments are indeedprecedent-setting. Because of the principles driving them, other mandates that canbe applied to reduce or eliminate unjustified pay gaps between male and femaleworkers have not remedied perceived pay inequities satisfactorily for the litigants in cases in which men andwomen hold different Jobs. But whenevercomparable worth principles are applied to pay schedules, perceived unjustifiedpay differences are eliminated. In this sense, then, comparable worth ismore comprehensive than other mandates, such as the Equal Pay Act of 1963 andTitle VII of the Civil Rights Act of 1964. Neither compares tasks in dissimilarJobs (that is, Jobs across occupational categories) in an effort to determinewhether or not what is necessary to perform these tasks-l<now-how,problem-solving, and accountability-can be quantified in terms of its dollarvalue to the employer. Comparable worth, on the other hand, takes as itspremise that certain tasks in dissimilar Jobs may require a similar amount oftraining, effort, and skill; may carry similar responsibility; may be carriedon in an environment having a similar impact upon the worker, and may have asimilar dollar value to the employer.
According to the passage, comparable worth principles aredifferent In which of the following ways from other mandates intended to reduceor eliminate pay inequities?
O Comparable worth principles address changes in the payschedules of male as well as female workers.
O Comparable worth principles can be applied to employeesin both the public and the private sector.
O Comparable worth principles emphasize the training and skill ofworkers.
O Comparable worth principles require changes In theemployer's resource allocation.
O Comparable worthprinciples can be used to quantify the value of elements of dissimilar Jobs
Which of the following best describes an application ofthe principles of comparable worth as they are described in the passage?
O The current pay, rates of Increase, and rates ofpromotion for female mechanics are compared with those of male mechanics.
O The training, skills, and Job experience of computerprogrammers in one division of a corporation are compared to those ofprogrammers making more money in another division.
O The number of women holding top executive positions In acorporation Is compared to the number of women available for promotion to thosepositions, and both tallies are matched to the tallies for men in the same corporation
O The skills, training, and Job responsibilities of the clerksin the township tax assessor's office are compared to those of the muchbetter-paid township engineers.
O The working conditions of female workers in ahazardous-materials environment are reviewed and their pay schedules comparedto those of all workers In similar environments across the nation
It can beInferred from the passage that application of "other mandates" (seehighlighted text) would be unlikely to result in an outcome satisfactory to thefemale employees In which of the following situations?
I. Males employed as long-distance truck driversfor a furniture company make $3.50 more per hour than do females withcomparable Job experience employed in the same capacity
II. Women working in the office of a cementcompany contend that their Jobs are as ctemanding and valuable as these of themen working outside in the cement factcry, but the women are paid much less perhour.
III. A law firm employs both male and femaleparalegals with the same edjcational and career backgrounds, but the starting salaryfor male paralegals is $5,000 more than for female paralegals
O I only
O II only
O III only
O I and II only
O I and III only
Q46
Accordingto the passage, which of the following is true of comparable worth as a policy?
OComparable worth policy decisions In pay-inequity cases have often failed tosatisfy the complainants,
O Comparableworth policies have been applied to both public-sector and private-sectoremployee pay schedules
OComparable worth as a policy has come to be widely criticized in the pastdecade,
O Manyemployers have considered comparable worth as a policy but very few haveactually adopted it,
O Earlyimplementations of comparable worth policies resulted in only transitory gainsin pay equity,
这篇真的够恶心的
| 
京公网安备11010202008513号 京ICP证101109号 京ICP备12012021号
发表于 2012-5-19 15:18:27
加油！！
发表于 2012-5-21 09:00:23
谢谢姐姐~~