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the JESAP™ system
Overview | Consistent Pay Structure | Proven Methodology | Equitable Pay | Profit Maximization | Defensibility | Planning | Affordable Efficiency
People want to know that you've done your homework. A company without a consistent, logical system for setting and managing salaries is vulnerable to scrutiny. JESAP offers protection by providing a proven methodology that allows you to defend your compensation practices to concerned parties.
JESAP upholds a defensible justification for salaries by determining pay based on job requirements rather than individuals. With a fair salary determination process in place, employees will know that they're receiving fair treatment. This fairness-driven peace of mind will improve morale, reduce turnover and ultimately return dollars to your company's bottom line.
Defensible Justification
Federal regulations prohibit discrimination based on numerous factors. Since JESAP uses job requirements to determine salaries, it helps you avoid employee-based discrimination. After all, jobs do not have discriminable characteristics. For instance, a job does not exhibit race, color, religion, gender or national origin. Only people have these characteristics. As long as pay is based on job requirements, all employees should receive fair, equitable compensation.
Job Requirement-Based Salaries
JESAP uses a 15-factor job rating system to determine pay based on job requirements. Again, this indicates that each employee will be treated fairly and equitably.
Federal Regulations Affecting Employers
Not all federal regulations apply to all firms. For information on which regulations apply to your firm and how to comply with these regulations, consult your attorney. Below are some of the federal regulations that affect employers:
- Fair Labor Standards Act of 1938. Provides for a national minimum wage and overtime pay at time and one-half.
- Equal Pay Act of 1963. Prohibits pay-based discrimination based on gender.
- Civil Rights Act of 1964. Prohibits discrimination based on race, color, religion, sex or national origin.
- Age Discrimination in Employment Act of 1967. Prohibits discrimination against employees 40 years old and older based on age.
- Equal Employment Opportunity Act of 1972. Allows the EEOC to sue employers without an employee complaint.
- Pregnancy Discrimination Act of 1978. Prohibits discrimination based on pregnancy and makes pregnancy a disability.
- Americans with Disabilities Act of 1990. Prohibits discrimination against the disabled.
- Civil Rights Act of 1991. Provides for the awarding of damages and allows juries to decide cases.
- Uniformed Services Employment and Reemployment Act of 1994. Provides protection for returning military personnel.
- Executive Order 11246. Extends discrimination rights based on race, color, religion, sex and national origin to companies doing business under federal government contracts over $10,000.
JESAP helps you ensure your organization's compliance with various employment laws because the program objectively evaluates job requirements instead of the employees themselves.
Learn about Planning....
What is a job worth? Point and click your way to a competitive compensation structure and maximized profits for your company. Contact DB Squared today at 479.587.0151 or
for a free, no-obligation quote or to find a free seminar near you.
Overview | Consistent Pay Structure | Proven Methodology | Equitable Pay | Profit Maximization | Defensibility | Planning | Affordable Efficiency
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