Gender Discrimination and the Equal Pay Act: FAQs (Pt. 3) - Barrett & Farahany

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Gender Discrimination and the Equal Pay Act: FAQs (Pt. 3)

Gender Discrimination and the Equal Pay Act: FAQs (Pt. 3)

Wrapping up our blog series entitled Gender Discrimination and the Equal Pay Act: FAQs, below, we will answer some more common questions about workers’ rights to equal pay under federal law.

Gender Discrimination and the Equal Pay Act: Here’s What Else You Should Know

Q – Are there laws other than the Equal Pay Act that protect workers from discrimination in compensation?

A – Yes. A number of laws, which are enforced by the U.S. Equal Employment Opportunity Commission (EEOC), deal with discrimination and equal pay, with only some of these including:

  • Title VII, which prevents pay discrimination and other types of discrimination on the basis of gender (and pregnancy), religion, race, national origin and disability
  • Age Discrimination Employment Act (ADEA), which could come into play when an employer’s age and gender discrimination impacts workers’ pay
  • Americans with Disabilities Act (ADA), which could come into play when women with disabilities may be the targets of pay discrimination.

Clearly, the laws can get very complicated, but the bottom line is that:

  • Pay (or other) discrimination is not legal.
  • Workers have rights.
  • They can turn to an experienced lawyer for help defending and upholding their rights to equal pay.

Q – What happens when employers are found to have violated the EPA?

A – If employers are found to have discriminated against workers in compensating them, the nature of the penalties for the employer – as well as the recovery options for the impacted workers – will depend on the specific violation that occurred.

In general, however, workers who have experienced pay discrimination based on their gender (or some other physical or genetic feature) can be entitled to:

  • Back pay, which will include the difference in pay the worker has not received
  • Attorneys’ fees and costs
  • Other damages (again, depending on the case; for instance, additional damages may be available when employers have a history of discrimination, the nature of the discrimination was particularly egregious, etc.).

Q – What should I do if I think I’ve been the target of gender discrimination and EPA violations?

A – Contact us ASAP. When it comes to gender discrimination and the Equal Pay Act, the bottom line is that:

  • The laws can be complicated, and you may not even be fully aware of the extent to which an employer’s discriminatory practices have impacted you.
  • There are strict time limits for pursuing claims against employers, so it’s best to act as soon as you can to avoid limiting – or closing – your options for financial recovery.
  • With one of our trusted Atlanta employment and discrimination lawyers on your side, you can be confident that your rights will be defended and that you will be able to realize the best possible outcomes to your case/claim.

Atlanta Employment Lawyers at the Law Firm of Barret & Farahany, LLP

Do you believe that you have been the target of gender discrimination related to your pay? Or do you need help resolving an employment legal issue? If so, you can turn to the experienced Atlanta employment attorneys at the Law Firm of Barret & Farahany, LLP for aggressive legal advocacy and the highest quality legal services.

To learn more about our services and how we can assist you, contact us today by calling (404) 238-7299 or by emailing us using the contact form at the bottom of this screen.

From our offices based in Atlanta, our trusted attorneys provide superior representation and legal service to people throughout Georgia, including those in Decatur, Scottdale, Clarkston, Avondale Estates, Pine Lake, Stone Mountain, Tucker, Smyrna, Conley, Marietta, Mableton, Forest Park, Ellenwood, Red Oak, Austell, Lithia Springs, Morrow, Lithonia, Rex, Riverdale, Clayton County, Cobb County, Dekalb County and Douglas County.


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