When it comes to the issue of equal pay for equal work, sometimes women find a need to turn to a civil rights attorney when they find things have gotten out of kilter. Subtle or latent gender bias in the workplace can lead to women being paid less than their male co-workers. Professional women can find this pay disparity very frustrating to deal with, so they should make themselves aware of what their options are on the legal front. Everyone deserves to be paid the fair wage for their job.
The Equal Pay Act of 1963 and Title VII of the 1964 Civil Rights Act
The quest for equal pay for equal work for women is a long-standing issue. Since the time of the Industrial Revolution, women have frequently been paid less money than men for doing the same jobs. However it came about, the gender discrimination took root in the mindset of employers and has persisted even into the 21st century.
In 1963, the United States legislature passed an act that made it illegal to pay men and women different amounts for doing the same, equal work on jobs that required equal effort, skill, responsibility and are done under similar conditions. The following year, as part of the 1964 Civil Rights Act, in Title VII, it became illegal to actively engage in sex discrimination not just in wages, but in other compensation in the terms and privileges of employment.
These laws provide a grounding for dealing with inequity in pay for women. Unfortunately, in spite of this, disparity continues to occur. Workers need to stay aware of their circumstances. An employment law attorney can help them determine if they might have cause to claim they have been paid unfairly.
All workers ought to enter employment in comparable jobs at equal pay. That is the expectation of the Equal Pay Act. From that point on, however, the practices of employers in evaluating the work of individual employees become obscured. Bonuses, raises, and advances are judged in privacy, and it is at this point were gender bias starts to have an effect. When women work in a subtly hostile work environment, they may find that they receive fewer bonuses for performing the same work as their male co-workers, smaller raises, or fewer of other benefits. Seeking advice of employment attorneys can help in making decisions about courses of action.
The gap in equitable pay between men and women grow the longer an individual is in the work force. If a worker suspects that she is being affected by gender discrimination in the form of inequity in payment and benefits, she should keep track of all details. Any possible unpaid wages, withheld bonuses, help to increase the edges between the top end of what women get paid and the top end of what men get paid for doing the same job.
Documenting as much as possible is an important element in preparing to file for additional. The attorney would give the worker guidance on what to document.
Various agencies indicate that although male and female workers may start out nearly (but not quite) at equity in most companies, over time as they pursue parallel courses though their careers, women progressively drop lower and lower on the pay scale, even though they are delivering work comparable to their male peers. The figures vary as to how the balance stands these days, but they range between women earning between 70% to 80% that of their male colleagues. For every dollar a male colleague earns, on average, a woman can expect to be paid a mere 75 cents, even though she is performing exactly the same duties with exactly the same competence.
Even though a woman might be concern about possible workplace retaliation if she files a claim about wage discrimination, she should still stand strong for her rights under the laws. With the assistance of a reliable team of employment attorneys, the professional female worker can fight for equity in pay and benefits.