What are the penalties for violating the Equal Pay Act?
Employers who willfully violate the Equality Pay Act may face fines of up to $10,000, imprisonment for up to six months, or both. Employees who have faced pay discrimination based on their sex are also entitled to their lost wages and equitable relief.
Who was against the Equal Pay Act?
Segments of the business community opposed the Equal Pay Act. These included the U.S. Chamber of Commerce and the National Retail Merchants Association (NRMA) both of whom argued that women were more expensive to employ than men. This was supposedly due to added costs associated with female workers.
What does equal pay and the law mean?
Equal pay and the law. By law, men and women must get equal pay for doing ‘equal work’ (work that equal pay law classes as the same, similar, equivalent or of equal value). This means someone must not get less pay compared to someone who is both: the opposite sex. doing equal work for the same employer.
What happens if an employer violates the Equal Pay Act?
Remedies: Any employer who violates the Act is liable to the employee affected in an amount equal to the wages, and interest thereon, of which the employee is deprived by reason of the violation. Ala. Code § 25-1-30 (d). Clarke-Figures Equal Pay Act
What are the remedies of the Equal Pay Act?
The Act also applies to the state or any of its political subdivisions, including public bodies. Ala. Code § 25-1-30 (b). Remedies: Any employer who violates the Act is liable to the employee affected in an amount equal to the wages, and interest thereon, of which the employee is deprived by reason of the violation.
How does equal pay and Pay Transparency Act apply?
Remedies: Any employer who violates the Act is liable to the employee affected in an amount equal to the wages, and interest thereon, of which the employee is deprived by reason of the violation. Ala. Code § 25-1-30 (d). Only federal protections apply. See federal law summary.
Are there any exceptions to the Equal Pay Act?
Most state equal pay acts grant exceptions for pay systems based on wage differentials other than gender, such as seniority or merit. The subject of wage inequality between the sexes remains a contentious topic, although it has been more than 50 years since the Equal Pay Act (1963) and the Civil Rights Act (1964) were passed.
What is the current state of equal pay laws?
The Paycheck Fairness Act is a proposed amendment to the Equal Pay Act. It would revise the remedies, enforcement and exceptions to the prohibition against wage discrimination because of sex. It has failed three times, most recently in 2014. State Action. Most states have laws prohibiting wage discrimination based on sex.
The Act also applies to the state or any of its political subdivisions, including public bodies. Ala. Code § 25-1-30 (b). Remedies: Any employer who violates the Act is liable to the employee affected in an amount equal to the wages, and interest thereon, of which the employee is deprived by reason of the violation.
What was the Equal Pay Act of 1963?
The Fair Labor Standards Act (FLSA) also protects workers through minimum wage and overtime laws. Other laws established to eliminate discrimination in the workplace include: Some states have expanded the laws of the Equal Pay Act of 1963 through state legislation.