Purpose and Scope

Your Business, LLC is committed to paying employees fairly for the work they do. This policy explains how Your Business, LLC sets pay, how it shares pay information with applicants and employees, and how it checks that pay is free of discrimination. It covers all forms of compensation, including base pay, overtime, bonuses, commissions, shift differentials, allowances, benefits and any other pay, and applies to hiring, promotion, transfer and pay adjustments for all positions.

Equal Pay

Your Business, LLC will not pay any employee less than another employee because of sex, race, color, religion, national origin, age, disability, genetic information, veteran status, sexual orientation, gender identity or any other characteristic protected by federal, state or local law. The Equal Pay Act provides:

No employer having employees subject to any provisions of this section shall discriminate, within any establishment in which such employees are employed, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such establishment for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions, except where such payment is made pursuant to (i) a seniority system; (ii) a merit system; (iii) a system which measures earnings by quantity or quality of production; or (iv) a differential based on any other factor other than sex: Provided, That an employer who is paying a wage rate differential in violation of this subsection shall not, in order to comply with the provisions of this subsection, reduce the wage rate of any employee.

Where Your Business, LLC finds an unexplained difference in pay, it will correct it by raising the pay of the lower-paid employee, not by lowering anyone's pay.

How Pay Is Set

Your Business, LLC sets pay using the following job-related factors, applied consistently:

• The duties, skills, effort and responsibility of the job
• Relevant work experience
• Relevant education, training, licenses and certifications
• Performance, under a written merit or review system
• Geographic location and local labor market rates

• Each job will be assigned a pay range based on its duties and market data, and offers and pay changes will normally fall within that range.
• Any offer or pay change outside the range, or any exception to these factors, must be approved in writing by the Human Resources Manager with the reason recorded.
• Managers will document the job-related reasons for every starting pay decision, raise, bonus and promotion.

Salary History

Your Business, LLC does not ask applicants, directly or through a recruiter or background check, about their current or past pay or benefits, and will not use pay history to set pay or decide whether to make an offer. If an applicant volunteers pay history, Your Business, LLC will not rely on it. Hiring managers may ask applicants about their pay expectations.

Pay Ranges in Job Postings

Your Business, LLC includes a good-faith pay range (the minimum and maximum it reasonably expects to pay) and a general description of benefits and other compensation in every internal and external job posting, including postings by recruiters and on job boards. Your Business, LLC will also provide the pay range for an applicant's position on request, and for an employee's current position on request.