Equal Pay Act
My Labor Rights » Glossary » Equal Pay Act
The Equal Pay Act of 1963 requires that men and women receive equal pay for equal work in the same establishment, factoring in skill, effort, responsibility, and working conditions. This law aims to close the gender wage gap and ensure fairness in compensation practices.
Differences in pay are allowed when they are based on seniority, merit, quantity or quality of production, or other legitimate factors unrelated to gender. Employers who violate the Equal Pay Act can face back pay awards and other damages. Employees suspecting pay discrimination can file a complaint with the EEOC or pursue a private lawsuit. Regular pay audits and transparent compensation policies can help employers maintain compliance.
Employment Law FAQs
Most Common Questions
How much will this cost me?
You don’t have to worry about legal expenses unless we win your case. This ensures our focus remains on getting you fair compensation for your case.
What does employment law cover?
Employment law regulates the complex employer-employee relationship, covering rights and responsibilities such as wage regulations, discrimination protections, workplace safety, wrongful termination, and worker rights like rest and meal breaks, wage an hour issues, and overtime. Employment lawyers, with their experience in this field, navigate these issues to ensure compliance and uphold the rights and obligations of both employers and employees in the workplace.
What is an employment law attorney?
An employment law attorney specializes in state and federal employment laws, advising and representing clients in issues like HR, compliance, contracts, and disputes. Serving as advocates for employers and employees, employment lawyers offer legal guidance, assist in dispute resolution, negotiate contracts, and represent clients in legal proceedings, contributing to a fair and lawful workplace. At My Labor Rights we only represent employees in disputes with their employers.
Do I need an attorney for my employment law claim?
While some individuals resolve disputes through negotiation, situations where agreements aren’t reached often necessitate hiring an employment lawyer. Usually, an employer will bring in legal counsel as soon as there is a potential employment law claim. Individuals may seek legal representation from organizations like the California Civil Rights Department if unable to settle disputes independently. Employment lawyers specialize in handling these issues, safeguarding claimants’ rights and pursuing fair compensation when needed. A contingent fee attorney will not charge you anything unless and until there is a recovery of money.
What counts as wrongful termination in California?
While employers and terminate any at-will employee for any legal reason, employers must have a legal, non-discriminatory reason to fire an employee. If an employer fires an employee because of discrimination, unwillingness to break the law, performance of a legal obligation, the practice of a legal right, or reporting of an employer’s crimes, that would be considered wrongful termination.
How do I choose the right attorney for my employment law claim?
Navigating employment law can be challenging due to the discrepancy in resources between individuals and their employers. Finding an employment lawyer willing to take on your case despite these odds is vital. When seeking the right employment law attorney, prioritize those with a track record of representing workers, who will listen to your story, and who you feel you can trust. Additionally, choose employment lawyers who demonstrate a client-centric approach, ensuring they prioritize your needs, listen to your perspective and story, and advocate fiercely on your behalf.
What are my rights as an employee in California?
An employee in California cannot be discriminated against or retaliated against based on the following categories, according to the FEHA:
• Race (including traits associated with specific races, like hair or body structure)
• Religion
• Ancestry
• Genetic information
• Sex and gender (including pregnancy)
• Gender identity and expression
• Sexual orientation
• Marital status
• Reproductive health decisions (such as abortions or birth control)
• Medical condition (genetic characteristics, long-term illnesses)
• Disability (mental and physical)
• Age (for those over 40)
• Request for medical or family care leave
• Request for Pregnancy Disability leave
• Resisting, reporting, or helping another person report discrimination
• Criminal background (under the Fair Chance Act)
How long do I have to bring an employment law claim?
Time is of the essence. Depending on the basis for your claim, there may be steps you need to take in as little as a year. Certain claims must be brought before a state agency before they can be brought in court. Once a statute of limitations has passed, you will not be able to bring your case in court. So reach out to an employment lawyer as soon as possible to ensure the deadline to bring your case does not pass.