...#1 - It attempts to outlaw something that is already illegal.“Gender-based wage discrimination has been illegal since the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964. If a woman is truly the victim of wage discrimination, she already has the ability to sue.”
#2 - It ignores the complex reasons that women earn less than men. “It would certainly be wrong to suggest that workplace discrimination is entirely extinct, but the PFA presumes the opposite – that men’s earnings outperform women’s solely because of discrimination and that more lawsuits are the fix. Reality is more complex. The attitude behind the Paycheck Fairness Act completely ignores that women and men may have different preferences and priorities when it comes to pay and jobs.”
#3 – It burdens employers who haven’t done anything wrong. “Our legal system relies on the philosophy of ‘innocent until proven guilty.’ The PFA inverts that concept by putting the burden of proof on employers to demonstrate that all salary decisions are ‘job related’ and ‘consistent with business necessity.’”
#4 – It requires every business to report information about employee compensation as it relates to sex and race. “Data collection may sound relatively harmless at first–what’s a little more red tape for businesses already awash in it?–but one can see how such data collection could quickly morph into regulations and government pay-setting.”
#5 – It makes it more difficult for employers to reward good work, productivity and experience. ”These ambiguous restrictions could discourage employers from paying higher-performing workers more, from allowing employees to take more flexibility in exchange for reduced pay, or from presenting a counter-offer to retain a valuable employee..”
http://www.ijreview.com/2014/04/127...ll-say-paycheck-fairness-act-will-help-women/
#2 - It ignores the complex reasons that women earn less than men. “It would certainly be wrong to suggest that workplace discrimination is entirely extinct, but the PFA presumes the opposite – that men’s earnings outperform women’s solely because of discrimination and that more lawsuits are the fix. Reality is more complex. The attitude behind the Paycheck Fairness Act completely ignores that women and men may have different preferences and priorities when it comes to pay and jobs.”
#3 – It burdens employers who haven’t done anything wrong. “Our legal system relies on the philosophy of ‘innocent until proven guilty.’ The PFA inverts that concept by putting the burden of proof on employers to demonstrate that all salary decisions are ‘job related’ and ‘consistent with business necessity.’”
#4 – It requires every business to report information about employee compensation as it relates to sex and race. “Data collection may sound relatively harmless at first–what’s a little more red tape for businesses already awash in it?–but one can see how such data collection could quickly morph into regulations and government pay-setting.”
#5 – It makes it more difficult for employers to reward good work, productivity and experience. ”These ambiguous restrictions could discourage employers from paying higher-performing workers more, from allowing employees to take more flexibility in exchange for reduced pay, or from presenting a counter-offer to retain a valuable employee..”
http://www.ijreview.com/2014/04/127...ll-say-paycheck-fairness-act-will-help-women/
