The U.S. Supreme Court declined to review Yovino v. Rizo in 2020, leaving in place a Ninth Circuit Court decision that the use of salary history when determining compensation levels violates the Equal Pay Act of 1963. Aileen Rizo, a math consultant for the Fresno County School District, had argued that the basing of her starting salary on her previous level of compensation perpetuated past salary discrimination. Salary history is a common tool for setting starting salaries, and was used by the school district in a gender-neutral, uniform manner. A critical analysis of the technique, however, shows that salary history does not reflect job-related knowledge, skills, and abilities and has a disparate impact on female applicants and employees. Alternatively, public employers bear the responsibility to advertise competitive pay rates that reflect internal and market-based considerations.

中文翻译：

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Yovino 诉 Rizo：同工同酬法案和薪资历史辩护

美国最高法院拒绝在 2020 年审查 Yovino 诉 Rizo 案，保留第九巡回法院的一项裁决，即在确定薪酬水平时使用工资历史记录违反了 1963 年的同工同酬法案。艾琳·里佐 (Aileen Rizo)，弗雷斯诺县数学顾问学区认为，她的起薪基于她之前的薪酬水平，这延续了过去的工资歧视。薪资历史是设定起薪的常用工具，学区以性别中立、统一的方式使用。然而，对该技术的批判性分析表明，薪资历史并不能反映与工作相关的知识、技能和能力，并且对女性申请人和雇员有不同的影响。另外，公共雇主有责任宣传反映内部和基于市场的考虑因素的有竞争力的工资水平。