I seek to Instigate the Creation of a:
Voluntary ‘Fair Wage Certificate Program’
that would bestow a Label, Seal, and/or Certificate on
Business Entities (Companies, Businesses, or Corporations), that Employ or Hire workers, which desire to demonstrate their Commitment to and Compliance with a standard of:
‘Merit Pay’ based Fair Wages
By displaying the Certification in Marketing Material and Employee Recruitment: Job Seekers and Consumers alike can leverage their Time and Money to reward entities that pay their workers fairly...
I believe, that given the chance to take a stand on the issues of Pay Discrimination, Consumers, Employees, and Companies can rise up and stand for Fairness. By doing so, people can vote with their Time and Money to turn the tide on the acceptable practice of paying equally qualified people less than others, for equal work...
How it could work:
Entities seeking to obtain the ‘Merit Pay- Employer’ Designation would supply the 3rd Party Agency/Organization with their Pay Records and Practices which shall include All Factors used to determine Pay Rates per employee in reference to self-established pay parameters and brackets.
Factors that may be used to determine pay shall include:
Tenure (length of relevant work experience)
Entities that participate in the Program shall provide a report, or a routine ‘Documentation of Pay Practices’ and records, that shall be submitted to the Program to audit participation and compliance with the aim to remove discrimination from 'Pay Scale Decisions'.
'The Report' to be submitted to the Program shall include:
-Gender, Race, Creed, or Voluntary Identification Class
-Credentials, including length of relevant employment
Within 'Label Holding' or ‘Certified’ entities, employees could be provided with an additional layer of protection and opportunity to appeal their pay, if the employee believes that the pay rates are not distributed fairly. There must be a pledge to fairness from participating entities and a process, through various tiers of intervention, for employees to seek a fair wage.
The ‘Report of Pay Practices’ shall be available to employees. This report, if desired, could omit the names of employees and detailed Performance notes (that would explicitly reveal each employee’s identity). The remarks detailed in the Performance notes may remain internal but must be made available to the Program (as the remarks weigh heavily in pay rate decisions). The Performance notes are especially crucial in the event that an employee should contest their pay rate.
May we come together and stand up for those whose voice has not been heard.
Let's make this happen!
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Inspired by my daughters
( http://www.momitect.com/momhood/inequality )
I assert that income inequality is due, in large part, to the Secrecy across the board regarding individual companies’ pay practices. When people are being underpaid, in comparison to their counterparts, it is usually difficult to contest and appeal one’s pay scale through the shroud of secrecy that exists. Once evident, the discrepancy is usually treated as an isolated incident.
Women and Discriminated Classes of individuals have been ‘gifting’ their employers by forfeiting their pay differential on account of the process of supply vs. demand. Knowingly (and to varying degrees), people subject themselves to loss, due to the need for employment. This loss of wages produces a domino effect throughout our entire economy. A few Examples of Consequences include:
i. The Increase in government spending needed to make up for income loss in the various forms of government welfare provided
ii. A reduced tax base to all levels of government
iii. A Disproportionate impact on single family households, where the mother is the sole bread winner