EQUAL PAY/COMPENSATION DISCRIMINATION

     The Federal Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. Job content (not job titles) determines whether jobs are substantially equal. All forms of pay are covered by this law, including salary, overtime pay, bonuses, stock options, profit sharing and bonus plans, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and benefits. If there is an inequality in wages between men and women, employers may not reduce the wages of either sex to equalize their pay.
     An individual alleging a violation of the EPA may go directly to court and is not required to file an EEOC charge beforehand. The time limit for filing an EPA charge with the EEOC and the time limit for going to court are the same: within two years of the alleged unlawful compensation practice or, in the case of a willful violation, within three years. The filing of an EEOC charge under the EPA does not extend the time frame for going to court.

     Consult With A Lawyer

     If you have been subjected to equal pay compensation discrimination in employment, or accused of equal pay discrimination in employment you can call the Law Office of Jerold S. Slate ar (845) 471-4141 to schedule a personal and confidential consultation.

     Equal Pay/Compensation and Sex Discrimination

     Title VII of the Civil Rights Act of 1964, as amended also makes it illegal to discriminate based on sex in pay and benefits. Therefore, someone who has an Equal Pay Act claim may also have a claim under Title VII.

     Other Types of Discrimination

     Title VII, the ADEA, the ADA and the NYHRL prohibit compensation discrimination on the basis of race, color, religion, sex, national origin, age, or disability. Unlike the EPA, there is no requirement under Title VII, the ADEA, or the ADA that the jobs must be substantially equal.



Equal Pay/Compensation Discrimination