Examples Of Capstone Projects In Nursing For Money
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Examples of capstone projects in nursing for money

Examples of capstone projects in nursing for money do my capstone lighting ct m316 pennsylvania game commission deer harvest report ´╗┐employers may soon not be able to ask salary histories as part of the equal pay movement the Commonwealth of Massachusetts the city of New York the city of Philadelphia and the Commonwealth of Puerto Rico so far have recently enacted legislation to limit the ability of potential and current employers to ask questions about a prospective employees salary history or to use that history in employee evaluations the so called salary history bills are a part of the equal pay for equal work movement which flows from a position that women are paid less than men for the same work most statistical studies back that supposition up but they do vary in their findings according to the National Women's Law Center American women who work full-time year-round are paid only 80 cents for every dollar paid to men and for women of color the wage gap is even larger the Pew Research Center noted in July 2016 that the racial gender wage gap persists despite some progress in the US and pegged the differential at 83% a report by pay scale and online salary benefits and compensation information company set the percentage at 97% although still more studies dispute the percentage of the gap virtually all of them acknowledge some kind of gap other studies discuss the gap in terms of job function with analysis that minimize the actual pay gap for that reason whatever the view nearly all studies conclude that there is some wage gap between men and women and that one factor among others that allows this inequality to continue is salary history both from previous jobs and for evaluation for advancement within a company the city of Philadelphia noted that since women are paid on average lower wages than men basing wages upon a workers wage at a previous job only serves to perpetuate gender wage inequalities although Philadelphia did pass salary history legislation that law is currently on hold of objections filed in federal court by the chamber of commerce for Greater Philadelphia the Federal Equal Pay Act passed in 1963 as part of president john f kennedy's new frontier and is currently codified in section 206 of title 29 of the united states code that code section does not include salary history restrictions the salary history statute in massachusetts will be effective in 2018 as an expansion of the existing equal pay laws that date from 1948 the Puerto Rico statute was effective March 8 2017 the New York City statute will be effective in October 2017 the Philadelphia law is on hold those statutes contain mostly the same language with some differences to begin with the prohibition against salary history requests are not absolute under these laws there are some limited exceptions to begin with any employee or potential employee can volunteer his or her salary history the New York language is unprompted and willing disclosure the New York law has exceptions for employees at the city employees subject to collective bargaining agreement and internal company employee evaluations other statutes do not have these exceptions most of the laws exclude bona fide merit and seniority systems from equal pay restrictions next in looking at these laws the threshold question would be what jobs do they apply to or how do you equate jobs in answering this question the Puerto Rico language for example is instructive stating the law applies to jobs that require substantially similar skill effort and responsibilities performed under similar working conditions Massachusetts language refers to an equal job as one where work is substantially similar in that it requires substantially similar skill effort and responsibility and is performed under similar working conditions the New York City law prohibits an employer employment agency employee or agent from inquiring about salary history of a job applicant or relying on salary history of a job applicant when determining his or her salary amount at any stage in the employment process including when negotiating a contract under the same law salary history is defined as including the applicant's current or prior wage benefits or other compensation it does not include any objective measure of the applicant's productivity such as revenue sale or other production reports the Massachusetts act additionally includes language prohibiting any conversation about salary in the workplace and provides whistleblower protections all the laws cited give the employee or potential employee the ability to bring an immediate civil action against the employer on the other end of time limits Massachusetts has a three year statute of limitations to bring an action the Puerto Rico statutes language is instructive both because it is expansive and detailed and because it is now the law this language may very well become the basis of other salary history statutes going forward but if not it is a prime example of how these statutes may be written the Puerto Rico statute defines unlawful salary history requests as one asking an applicant or his or her current or past employer about the applicants salary history unless the applicant voluntarily provides such information or the potential employer and applicant have already negotiated a salary and an offer of employment has been made in which case the potential employer may inquire or confirm the potential employees salary history to prohibiting an employee or applicant from asking discussing soliciting or divulging information about his or her salary or the salary of another employee who performs a comparable job with very narrow exceptions for human resources supervisory and managerial personnel and other employees with perm access to employee compensation data and three terminating threatening discriminating or otherwise retaliating against an employee in relation to his or her terms conditions compensation location benefits or privileges of employment because the employee a divulged his or her salary or asked about or discussed the salary of other employees be objected to any act or practice that has been declared illegal by the Act C filed a complaint pursuant to the act or D offered or intended to offer verbally or in writing any testimony expression or information as part of an investigation against his or her employer due to the violation of the Act a number of other states are also reportedly considering passing salary history prohibitions including Illinois Maine Maryland New Jersey New York the state followed by the city Pennsylvania Rhode Island and Vermont further an Equal Pay attempt in Connecticut has struck salary history language from its gender equality bill as a side note one major British law firm Allen & Overy eliminated salary history from its internal employment review process last year to positive feedback from its lawyers and especially its female legal staff while it is currently difficult to say if this is going to be a national trend that may spread from locality to locality congresswoman eleanor holmes norton introduced the pay equity for all act on september 14 2016 an Equal Pay statute that includes a prohibition against asking about previous salaries that statute never made it at a committee but may serve as a template for similar local or federal legislation as time goes on salary history is a new area or really sub area of equal pay law and as such is in a state of flux for u.s. jurisdictions have some kind of limit on the ability of employers or potential employers to ask applicants about their salary history at least eight more are considering such legislation however it must be said that the current political climate may make expanding this area of law questionable in the near term as shown by proposed federal legislation that went to committee last year and never came back this is definitely an area of law worth keeping an eye on in the future 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