The Equal Pay Act of 1963 prohibits employers from discriminating against employees on the basis of sex by paying wages at a rate less than the rate at which the employer pays wages to employees of the opposite sex for equal work on jobs the performance of which requires equal skill, effort, and responsibility. This provision applies to all employees who work in the same establishment. Employers who violate this section may be liable for back pay and other damages. The Act also provides for the recovery of attorney's fees and costs.
Plain language: This law requires employers to pay men and women the same amount for doing the same job, and those who break this rule may have to pay back the money they owe and other penalties.
The Equal Pay Act of 1963 applies to all employers who are subject to the Fair Labor Standards Act, including private and public sector employers. Employers who are covered by the Act must pay employees at rates that are not less than the rates paid to employees of the opposite sex for equal work. The Act also applies to employees who work in different locations, as long as the locations are within the same establishment. Employers must also maintain records of employee wages and job classifications.
Plain language: This law applies to most employers in the US, who must pay equal wages to men and women doing the same job, and keep records of what they pay each employee.
An employer who violates the Equal Pay Act of 1963 may be liable for back pay and an equal amount in liquidated damages. The employer may also be required to pay the employee's attorney's fees and costs. In addition, the employer may be subject to injunctive relief, which requires the employer to take specific actions to comply with the Act. The employee may also be entitled to reinstatement and promotion.
Plain language: If an employer breaks this law, they may have to pay the employee the money they owe, plus extra money as a penalty, and may also have to pay the employee's legal fees.
The Equal Pay Act of 1963 provides that an employer may pay different wages to employees of the opposite sex if the difference is based on a seniority system, a merit system, or a system that measures earnings by quantity or quality of production. The employer must be able to demonstrate that the difference in wages is based on one of these factors and is not based on sex. The employer must also be able to show that the system is applied consistently to all employees. The employee may still bring a claim under the Act if they can show that the system is discriminatory.
Plain language: Employers can pay men and women different wages if the difference is based on things like seniority or performance, but they must be able to prove that the difference is not based on sex.
The Equal Pay Act of 1963 provides that an employee who believes they have been discriminated against on the basis of sex may file a complaint with the Secretary of Labor. The Secretary of Labor will investigate the complaint and may bring a lawsuit against the employer on behalf of the employee. The employee may also bring a private lawsuit against the employer. The statute of limitations for bringing a claim under the Act is two years from the date of the alleged violation, or three years if the violation is willful.
Plain language: If an employee thinks they are being paid unfairly because of their sex, they can file a complaint with the government, which may investigate and take action against the employer.