Atlanta Equal Pay Lawyer

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Women have tirelessly fought for the right to earn equal pay for equal work for many decades. Although women have made some historic gains since the Equal Pay Act was implemented in 1963, there is still a major pay gap between men and women. Each year, Equal Pay Day is observed on April 2 to symbolize how far into the current year that women have to work to earn what men earned in the previous year. Indeed, most women still only earn 79% of the income that their male counterparts earn.

Under the Equal Pay Act, it is against the law for employers to pay women less than their male counterparts except where such payment is made pursuant to (i) a seniority system; (ii) a merit system; (iii) a system which measures earnings by quantity or quality of production; or (iv) a differential based on any factor other than sex.

Unfortunately, as many women have discovered, the way that the Equal Pay Act is written gives employers a lot of wiggle room to defend paying women less than their male counterparts. However, that doesn’t mean that women can’t hold their employers accountable, as the $250 million dollar class action verdict against Novartis demonstrated earlier this decade.

If you suspect that you are being paid less than your male counterparts for equal work, you should contact an Atlanta equal pay lawyer. The skilled employment lawyers at Allen & Scofield Injury Lawyers, LLC can help you fight to achieve fair wages for your hard work.

Call us today at (404) 419-6674, or reach out through our online contact form to schedule a free, initial evaluation of your case.

Gender Pay Transparency

Lately, many employers are seizing upon anecdotal evidence that suggests that some companies, such as Google are paying their male employees less than their female counterparts as they “attempt” to address wage equity. It seems that some employers want to use the Google example to argue that any attempt to address the gender pay gap is futile because it will lead to one gender being paid more compensation than the other gender for equal work.

Fortunately, the Equal Employment Opportunity Commission (EEOC) is trying to enforce a more proactive approach to achieving equal pay – pay disclosure requirements. Under the EEOC’s new rules, which go into effect on May 31, 2019, companies with 100 or more employees must report salary data to the EEOC, broken down by race, gender, and job title. Those rules are a great way to ensure that women – and men – are paid equal wages for the same work.

Allen & Scofield Injury Lawyers, LLC Can Help

If your employer is not paying you equal wages for equal work, we urge you to contact Allen & Scofield Injury Lawyers, LLC. Our attorneys have successfully fought for the rights of American women for over three decades. We will help you recover full compensation for your losses, including:

  • Lost pay and benefits: we can help you recover wages, salary, or benefits that you lost as a result of your employer’s failure to pay you what it paid to your male counterparts.
  • Lost front pay: some sex-based wage discrimination victims work in small industries and discover that they’ve been black listed once they complained about unfair wages. If your employer’s discriminatory actions inhibited your ability to compete for comparable positions in the future, you can recover front pay can help cover your wages, salary or benefits while you try to secure new employment.
  • Liquidated damages: victims of sex-based wage discrimination under the Equal Pay Act unfortunately cannot recover compensatory or punitive damages. But, they may be able to recover liquidated damages. Liquidated damages are equal to the amount of back pay and front pay.
  • Attorneys’ fees and costs can also usually be recovered in gender discrimination cases.

Call us today at (404) 419-6674, or reach out through our online contact form to schedule a free, initial evaluation of your case.

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