Employers are required under the Equal Pay Act to give men and women in the same workplace equal pay for equal work. The key is the content of the job not necessarily the title of the job. The Equal Pay Act covers all forms of pay. The Equal Pay Act prevents compensation discrimination for hourly or salary employees, overtime pay, bonuses, stock options, profit sharing and bonus plans, vacation and holiday pay, hotel accommodations, reimbursement for travel expenses, and benefits. Generally speaking, most employers, regardless of their size, come within the coverage of the Equal Pay Act and are responsible to their employees if they practice compensation discrimination.
The time limit to bring a claim is two years from the alleged unlawful compensation practice, or within three years for a willful violation claim. An employee alleging a violation of the Equal Pay Act or compensation discriminating does not have to make a charge of discrimination with the EEOC. An employee can make a charge of discrimination with the EEOC, but it does not preserve his or her time available to file a lawsuit.
Our firm is eager to see that all employees, regardless of their sex, are compensated fairly in relation to their co-workers for the work they perform. No employee should be subjected to compensation discrimination simply because of his or her sex when he or she is performing the same type of job as another employee. Let our firm fight for what is right and put an end to your compensation discrimination, and see that you receive the pay you deserve.
For an initial consultation with one of our experienced attorneys call 305-372-2877 or 877-858-2977 or fill out the contact form on the right side of this page.
