Pay discrepancies happens when workers doing equally equivalent jobs do not earn the same compensation for their work. Job content and not job descriptions decide whether or not workers are significantly equal. Federal legislation looks to ensure that people performing work that demand relatively comparable abilities, skill, obligation and under identical working conditions are equally compensated for their time. If you believe you have experienced a pay discrepancy at you prior job, you may be entitled to compensation.
Pay discrepancy discrimination can occur on the basis of sex or race, all of which are illegal under federal law. All types of pay fall under the scope of the law in the United States, including wages, overtime pay, bonuses, equity options, profit share and incentive plans, life insurance, leave and holiday pay, and benefits.
On top of local laws, there are federal rulings enacted to ensure that you will not incur a pay discrepancy. Title VII refers to all private employers, state and local governments and educational institutions which employ 15 or more individuals. These regulations also apply to private and public jobs agencies.
In addition, the Equal Pay Act-requires equal pay for equal jobs for men and women in the same establishment. Jobs do not need to be identical, but they need to be significantly equal. It is the quality of the work, not the title of the job, that decides whether the positions are significantly equal. If you have a pay discrepancy compared to a coworker that you believe is due to race, gender, religion, or another protected class, you may be entitled to a workers' compensation claim.
Victims of pay discrepancy discrimination can recover remedies to include back pay, hiring, promotion and more.
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