Comparable value methods have been used in a number of lawsuits seeking to increase wage equivalencies for jobs held primarily by women and those held primarily by men. The results of these cases have been mixed (see Remick 1984; Heen 1984; Steinberg 1987; and Figart and Kahn 1997 for reviews and discussions of the cases). In the United States, the right to “equal pay for equal work” is provided for in Title VII of the Civil Rights Act of 1964. One important legal action based on the premise of comparable value was the Supreme Court’s decision in Washington County v. Gunther, 452 US 161 (1981). This decision removed a major legal obstacle to whatsapp group philippines comparable value as a basis for equalizing wages. Although it did not support the comparable value approach, it did rule that a man and a woman need not do “equal work” to establish wage discrimination under Title VII (Heen 1984). Subsequent lower court decisions have not resulted in clear decisions on comparable value, and it now seems unlikely that judicial decisions in the United States will enforce the comparable value approach.
Legal and legislative measures based on comparable value and equal pay have also emerged in countries other than the United States. Canada included a provision on equal pay for work of equal value in the Canadian Human Rights Act of 1977 (see Cadieux, 1984; and Ontario Pay Equity Commission, 1998). The implementation of this legislation has resulted in important decisions on the need to increase wages in female-dominated occupations, both in private industry and in government. However, the implementation of these decisions has not been without difficulties. For example, in early 1998 the Government and the Government of the Northwest Territories workers' union were at odds over whether the assessment system used by the Government to establish comparable value was biased (Government of the Northwest Territories, 1998).