STAFF CONTACT :
The Business Council of New York State, whose membership includes over 4,000 member firms as well as hundreds of chambers of commerce and professional trade associations, has reviewed the above mentioned legislation and opposes its enactment.
This legislation would amend Article 1 of the New York State Constitution by adding the concept of comparable worth.
For 39 years, equal pay for equal work has been and continues to be the law for both public and private employers. This issue is covered by both the Equal Pay Act of 1963 and the Civil Rights Act of 1964 and similar state statutes. These laws have created a vigorous standard and require employers to pay male and female, minority and non-minority employees the same wages if they are doing work "substantially equal" in skill, effort, responsibility and working conditions. These existing laws already make unlawful any wage differentials based on the sex or race of the employee. Nationally, equal pay complaints are about 1% of the total complaints received by Equal Employment Opportunity Commission. Existing laws make it unnecessary to amend the New York State Constitution.
The theory of comparable worth rejects the market involvement in the determination of pay (supply and demand) and substitutes a so-called objective independent assessment of the "value" of the work. Vast numbers of employers use market based salary and wage surveys, which include geographic differentials, to price their jobs.
In a free market, the value of a job is determined by the supply and demand of workers in a given profession. Pay levels are the result of supply and demand. The higher the demand for the skill or service, the higher the pay and, likewise, the lower the demand, the lower the pay.
Comparable worth would replace the equality of opportunity with the equality of results, using legislation and government regulation.
For these reasons, The Business Council opposes this legislation and respectfully urges that it not be enacted by the Assembly.