Are You Being Paid Less Because Of Your Sex?
Women today work in many fields that were once exclusively the domain of men. But some industries and employers still cling to outdated gender norms, resulting in different pay scales and smaller raises for female employees. On average, women have to work almost three extra months to get paid as much as men.
The Equal Pay Act of 1963 made it illegal for employers to pay a woman less than a man for the same work. Unfortunately, it is still an issue six decades later,. The Indiana employment law attorneys of Cleveland Lehner Cassidy can assert your rights to get you paid at the same level as your male counterparts and fight for back pay if you were unlawfully cheated out of equal compensation.
Is your employer violating the Equal Pay Act? We can explore your legal options in a free phone consultation at 317-953-2600.
The Equal Pay Act: Comparable Pay For Comparable Work
It was once the norm to pay male employees a higher wage than female workers, based on biases about men being more productive, more valuable, or more deserving because they were “providers” for their families. The Equal Pay Act of 1963 prohibits sex-based discrimination in compensation and working conditions when men and women in the same workplace hold the same job position or jobs that require substantially equal skill, effort and responsibilities.
An employee who is underpaid in violation of the Equal Pay Act may be entitled to:
- Back pay for all wages they should have received had they been paid the same rate as their opposite-gender coworkers
- Liquidated damages, which essentially double the total of their wrongfully deprived wages
- Reinstatement after wrongful termination if they were fired for demanding equal pay
- Promotion if they were denied advancement based on their sex
Employers can also face fines and even prison for willfully violating the Equal Pay Act.
What Does Unequal Pay Look Like?
On paper, most modern employers will claim to pay men and women the same for similar work. But there are subtle ways in which male workers may still be compensated at a higher rate:
- Bogus job descriptions that artificially inflate the man’s duties or responsibilities
- “Experience” differential in male-dominated jobs (construction, computer programming, etc.)
- Extreme physical job requirements that only men can meet
- Commissions and bonuses structured to favor men
- Disincentives for pregnancy and maternity leave
- Gender-exclusive events or clubs that exclude women from networking opportunities
- Company policies that bar employees from comparing or disclosing their salaries
Employers have the burden to prove that pay differential is based on reasons other than sex. Our attorneys know the tactics that employers use to sidestep the Equal Pay Act. We will make every effort to help clients boost their compensation to match their male counterparts and pursue their damages for violations of the EPA.
We Can Help Level The Playing Field
Equal Pay Act claims are difficult to prove. That’s why you’ll want to hire an experienced employment law attorney. We provide a free initial phone case evaluation to determine if you have grounds to sue. If we take your case, you can be assured that our trial lawyers will vigorously pursue your legal remedies to make up for your unfair treatment.