john199143
Junior Member
What is the name of your state (only U.S. law)? Florida
My question is concerning equal pay. I’m currently a level 2 employee who took over a team supervisor role when the level 3 that was supervising the team before me moved on to a new position. All of my peers who do the same job are level 3 & level 4 employees which earn substantially more than I currently do (minimum of 10% more for level 3 and about 50% more for level 4 employees). The only difference in our jobs is that I am responsible for supervising one less person than the level 3 employees, and I have less years’ experience. In addition, I am in the process of moving into the leadership program (for high performing employees) and to fill my position a level 3 position was opened. However, according to what I’m reading in the Equal Pay Act years’ experience shouldn't be a factor since that is not a requirement for the job. My role’s responsibilities, in all other capacities besides number of employees supervised, is equal or greater than the level 3 and 4 employees. I frequently hold training sessions to train all the employees and the 3 & 4 supervisors on aspects of the job. My performance is excellent, as proven by additional responsibilities that were previously held by level 4 employees and feedback given by my internal customers. I have also been given more responsibility than the other supervisors, as requested by our internal customer. The specific request was that the other supervisors filter all their technical issues through me before reaching out to the internal customer for help. In addition my performance evaluation criteria are identical to the commitments of level 3 employees.
My question is, since the level 3 & level 4 employees and I complete substantially equal jobs with substantially equal responsibilities, how can I be paid significantly less according to the EPA?
My question is concerning equal pay. I’m currently a level 2 employee who took over a team supervisor role when the level 3 that was supervising the team before me moved on to a new position. All of my peers who do the same job are level 3 & level 4 employees which earn substantially more than I currently do (minimum of 10% more for level 3 and about 50% more for level 4 employees). The only difference in our jobs is that I am responsible for supervising one less person than the level 3 employees, and I have less years’ experience. In addition, I am in the process of moving into the leadership program (for high performing employees) and to fill my position a level 3 position was opened. However, according to what I’m reading in the Equal Pay Act years’ experience shouldn't be a factor since that is not a requirement for the job. My role’s responsibilities, in all other capacities besides number of employees supervised, is equal or greater than the level 3 and 4 employees. I frequently hold training sessions to train all the employees and the 3 & 4 supervisors on aspects of the job. My performance is excellent, as proven by additional responsibilities that were previously held by level 4 employees and feedback given by my internal customers. I have also been given more responsibility than the other supervisors, as requested by our internal customer. The specific request was that the other supervisors filter all their technical issues through me before reaching out to the internal customer for help. In addition my performance evaluation criteria are identical to the commitments of level 3 employees.
My question is, since the level 3 & level 4 employees and I complete substantially equal jobs with substantially equal responsibilities, how can I be paid significantly less according to the EPA?
