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EQUAL PAY CHECKLIST Periodically reassess how the salaries of insiders and newly hired outsiders stack up. If there’s a great disparity, you may have to raise the insiders’ pay.Use the same criteria when hiring men and women. If salary history, education, and experience are pertinent for one gender, they’re appropriate for the other.Use employees’ annual performance appraisals to determine if they’re doing the same work, for unequal pay. Remember: While prior experience and education may be factors which at first justify paying one gender more than the other, they may not continue to be relevant as employees progress through the company.Periodically perform a job analysis for every job in the company. A job analysis should determine the job’s purpose; the essential functions or major tasks; the conditions under which the job is performed; and the necessary skills, knowledge, and abilities needed to perform the job. Review job descriptions carefully, and assess essential job functions with these five questions in mind.1. Are employees in the position actually required to perform the function?2. If a person holding a job does perform a function, would removing the function fundamentally change the job?3. Does the position exist to perform the function? 4. Are there a limited number of other employees available to perform the job function, or among whom the function can be distributed?5. Is a function highly specialized, and is the person in the position hired for his/her expertise?Regularly audit your compensation structure to catch pay disparities early on. Written pay policies should address the following points.1. Make sure your pay policy covers base pay, educational status, and years of experience. It should also detail situations where employees who are extraordinarily qualified can be paid more.2. Establish salary ranges and spell out exactly how, why, and when they can be changed, but leave them flexible enough to be able to attract the best candidates without violating the EPA.3. Equitable compensation will be provided for each employee, based on his/her position and performance.4. Each position within the company will be appraised in fair and consistent terms and evaluated for its importance to the company.For hourly workers, establish compensation minimums, maximums, and midpoints, if needed, based on each employee’s experience, training, seniority, and performance. Establish adequate rewards for employee initiative within each employee’s current position and promote the company goal of providing the best practical job and career development for each employee.Maintain close communication with employees regarding company compensation policy, emphasizing how company compensation plans compare to industry practices.Establish incentive plans, based on the company earnings performance and employees’ performance appraisals.When comparing employees to determine if they’re doing equal work, consider the following.1. Determine which employees should be compared.2. Assess whether the jobs the comparatives actually perform match their respective job descriptions.3. Note the factors which went into setting all employees’ pay. Pay special attention to such factors as educational level, seniority, experience, and salary history. 4. Note both the similarities and differences between employees’ jobs.