Equal Pay Laws

                                                 
                                                  Source: Equal Pay Laws By State
                         



The economic principle I’m exploring is “Institutions are the “rules of the game” that influence choices”
My research question to help me study the economic principle is “How do cultural differences affect wages between men and women in healthcare?”
 The article published in Patriot Software titled Equal Pay Laws By State” demonstrates this economic principle because it shows that there are states that take this issue seriously. Although these are recent decisions, states like Maryland, New York and California have put in more laws and regulations towards how people are employed and how they are being paid equally, men and women alike.

 First, the Equal Pay Act of 1963 was put in place by John F. Kennedy as part of the Fair Labor Standards Act that was established in 1938 and part of his New Frontier Program. This law was put in place so that men and women alike would have equal pay and fair employment yet here we are in 2018, and only 3 states have started to expand the act in their state. Although this is a good thing, this should only be the start of something that will help out millions of men and women.

 Second, the 3 brave states that have taken further action towards this issue should be an example to all others that have shown a blind eye to those who suffer because of the employment gap. “The California Fair Pay Act states that employees do not need to work at the same location to have comparable jobs. For example, an employee working at John’s Office Bureau on 6th Street should receive the same wages as an employee working at John’s Office Bureau on Smith Road if they perform the same job.” 

Third and finally, I wonder what employers will start doing with transgenders. We live in a world where sexuality and gender are becoming bigger and bigger to the point that schools and buildings are building extra bathrooms for transgender people. Companies and businesses might shun them completely or they might put them in a category and then decide if they’re worth it for better or for worse.

 In my next blog post I will research: The impact on employees that are under the protection of states who have expanded their definitions of the Equal Pay Act versus states who have not acted further.