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Guam Complaint regarding FLSA Equal Pay Act Title VII Civil Rights Act - Jury Trial Demand
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FAQ
Title VII of the Civil Rights Act, as amended, protects employees and job applicants from employment discrimination based on race, color, religion, sex and national origin.
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.
Title VII of the Civil Rights Act of 1964 is broader in scope than the EPA. While the EPA only prohibits discrimination based on sex regarding wages, Title VII bars many forms of employment discrimination (including, for example, discrimination in hiring, firing, and promotions as well as in pay).
Title VII applies to employers in both the private and public sectors that have 15 or more employees. It also applies to the federal government, employment agencies, and labor organizations. Title VII is enforced by the Equal Employment Opportunity Commission.
At the federal level, the Equal Employment Opportunity Commission (EEOC) enforces the federal Equal Pay Act, which requires employers to pay equal wages for equal work performed in the same establishment.
The Equal Employment Opportunity Commission (EEOC) investigates charges brought against employers regarding discrimination against employees and job applicants. It was created by Congress in 1964 to enforce Title VII of the Civil Rights Act.
Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. The Civil Rights Act of 1991 (Pub.
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.