Discrimination in pay based solely upon gender is prohibited by Title VII of the federal Civil Rights Act, the Equal Pay Act (part of the federal Fair Labor Standards Act), and the California Equal Pay Act .
Over the past year, you may have heard that your rights under these laws were reduced. While it is true that the U.S. Supreme Court did place strict new limits on who could complain about Equal Pay Act discrimination, Congress rejected those new limits by passing the Lilly Ledbetter Fair Pay Act of 2009. These federal protections notwithstanding, California employees have always been protected by the California Equal Pay Law.
If you believe that you have been paid less than co-workers because of your gender, you can still file an Equal Pay Act discrimination complaint. For a free consultation, contact a lawyer at the Law Offices of Rheuban & Gresen through email or call us at 818.815.2727.
Protecting Employees From Gender Bias and Equal Pay Act Discrimination
At the Law Offices of Rheuban & Gresen, in Los Angeles, our workplace rights attorneys have extensive experience protecting people facing all types of gender discrimination. We know how to perform a thorough investigation, working closely with human resources professionals, compensation consultants, and other experts who can help determine if there is any legitimate reason for a disparity in pay.
Title VII, the federal Equal Pay Act, and the California Equal Pay Act require employers and labor organizations to pay people without regard to gender. In fact, gender may never form the basis of a difference in pay. If you feel that your employer is paying you less than opposite-gender co-workers despite sharing similar responsibilities, working conditions, level of skill, and effort, we can help you investigate the circumstances and determine whether to pursue legal action.
There are situations, of course, where people in similar job conditions are paid at different rates, such as when one has greater seniority, produces a higher quantity, or has received different merit raises. Fair systems that result in pay differentials are permitted under these laws. However, these systems cannot be mere pretexts intended to hide Equal Pay Act discrimination.
Victims of discrimination in pay may complain to the federal Equal Employment Opportunity Commission (EEOC) or to the California Fair Employment and Housing Commission (FEHC). However, it is advisable to speak with an attorney before you do so.
For a free consultation regarding suspected Equal Pay Act discrimination, contact a lawyer at the Law Offices of Rheuban & Gresen. We accept all claims on a contingent fee basis — we collect no attorney's fees unless you win by settlement, judgment, award, etc.
