Recent discussions in the media have highlighted the persistent pay gap between men and women in the United States. The so-called “gender pay gap” exists not only in industries in general but between men and women in particular roles. This means that as an average, men get paid more than women per hour in roles that they are both equally qualified for.
Gender pay discrimination is unlawful, and although it can be difficult to bring to court, employers need to be mindful of equal treatment of employees at all times. Employers may become vulnerable to litigation involving the Equal Pay Act of 1963 if they do not do everything they can in order to address gender pay equality in the workplace.
What is outlined in the Equal Pay Act of 1963?
The Equal Pay Act states that it is unlawful for employers to discriminate in regard to gender when deciding on the payment in wages. As an example, this means that it is unlawful to assign to women working in a certain role in a company a higher wage than men working in the same role.
What can I do to protect myself as an employer?
The difficulty with wage discrimination cases is the fact that most wages are negotiated upon between employee and employer. Additionally, it can be difficult to compare the attributes and experience of one worker against another in an objective way. However, if any systematic pay differences between genders can be found, you may become vulnerable to discrimination lawsuits.
It is important to protect yourself against discrimination litigation if you are an employer in the state of Pennsylvania.