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Louisiana Complaint regarding FLSA Equal Pay Act Title VII Civil Rights Act - Jury Trial Demand
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FAQ
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.
Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. The Civil Rights Act of 1991 (Pub.
Under the current law, what do I have to prove to prevail on my Equal Pay Act claim? Under the current law, an employee must prove that he or she is being paid less than an employee or employees of the opposite sex, of another race, or of another ethnicity who is performing substantially similar 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 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, 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.
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 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.