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Arizona Complaint regarding FLSA Equal Pay Act Title VII Civil Rights Act - Jury Trial Demand
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How to fill out Complaint Regarding FLSA Equal Pay Act Title VII Civil Rights Act - Jury Trial Demand?
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FAQ
Title VII broadly prohibits sex discrimination in compensation, whereas the EPA prohibits employers from paying men and women in the same workplace unequal wages for equal work.
Under the Equal Pay Act, a worker may not be paid at a lesser rate than employees of the opposite sex for equal work. Under Title VII of the Civil Rights Act of 1964, it is illegal for employers to discriminate on the basis of race, color, religion, sex, or national origin.
While the Equal Pay Act of 1963 was built upon the much-needed foundation of the 1938 Fair Labor Standards Act, California's Fair Pay Act of 2015 goes even further in its goal for equal protection for California employees.
Title VII is a provision of the Civil Rights Act of 1964 which prohibits discrimination in virtually every employment circumstance on the basis of race, color, religion, gender, pregnancy, or national origin. In general, Title VII applies to employers with 15 or more employees.
Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. The Civil Rights Act of 1991 (Pub. L. 102-166) ( CRA ) and the Lily Ledbetter Fair Pay Act of 2009 (Pub. L. 111-2) amend several sections of Title VII.
Equal Pay/Compensation and Sex Discrimination Title VII also makes it illegal to discriminate based on sex in pay and benefits. Therefore, someone who has an Equal Pay Act claim may also have a claim under Title VII.
Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. The Civil Rights Act of 1991 (Pub. L. 102-166) ( CRA ) and the Lily Ledbetter Fair Pay Act of 2009 (Pub. L. 111-2) amend several sections of Title VII.
Title VII, the ADEA, and the ADA prohibit compensation discrimination on the basis of race, color, religion, sex, national origin, age, or disability. Unlike the EPA, there is no requirement under Title VII, the ADEA, or the ADA that the jobs must be substantially equal.