Equal Pay Act Claims

The Equal Pay Act requires employers to pay men and women equally for equal work.  The EPA covers all forms of compensation (salaries, bonuses, reimbursements, stock options, etc.).  The law requires employers to pay the same to men and women who work in positions that require substantially equal skill, effort, and responsibility and that are performed in the same work facility.  It's the actual content of the job, not the job title, that determines whether the jobs in question are "substantially equal."

Employers are permitted to make compensation decisions that result in different pay for men and women where the compensation decisions are based on merit, seniority, education, training, quantity, quality, or some other factor other than sex.   

Individuals who believe they have been a victim of wage discrimination can file a charge with the EEOC or go directly to court.  Remedies for violations of the EPA include back pay for two years prior to the suit, or three years if the employer acted willfully in failing to pay equal wages for equal work. 

EPA claims are fact-intensive and can be complicated.  Contact us today to discuss your claim.