CCP Pay Equity & Legal Compliance 2

Question 1

Under the Equal Pay Act of 1963, which factor does NOT constitute a permissible defense for pay differences between men and women?

Accepted Answer

Geographic location of the employer

Answer

Geographic location is not a statutory affirmative defense under the EPA; the four permissible defenses are seniority, merit, production-based pay, and any factor other than sex.

Question 2

A compensation analyst discovers that female software engineers earn 92 cents for every dollar earned by male peers in the same role. Which statistical method best isolates whether sex explains the gap after controlling for relevant variables?

Accepted Answer

Multiple regression analysis

Answer

Multiple regression analysis controls for legitimate factors (experience, performance, tenure) to reveal whether sex is a statistically significant predictor of pay.

Question 3

Which federal agency is primarily responsible for enforcing the Equal Pay Act?

Accepted Answer

Equal Employment Opportunity Commission (EEOC)

Answer

Enforcement of the EPA was transferred to the EEOC in 1979, making it the primary enforcement agency.

Question 4

A company's pay equity audit reveals that a protected class is concentrated in the lower quartiles of the pay range. This phenomenon is best described as:

Accepted Answer

Occupational segregation

Answer

Occupational segregation describes the clustering of protected class members in lower-paid roles or pay range positions due to historical or systemic barriers.

Question 5

Under Executive Order 11246, federal contractors with 50 or more employees and contracts of at least $50,000 must:

Accepted Answer

Develop and maintain a written Affirmative Action Program (AAP)

Answer

EO 11246 requires covered federal contractors to develop written AAPs addressing compensation, utilization, and placement goals.

(CCP) Certified Compensation Professional Practice Test

(CCP) Certified Compensation Professional Practice Test

CCP Pay Equity & Legal Compliance 2