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Texas Complaint regarding FLSA Equal Pay Act Title VII Civil Rights Act - Jury Trial Demand
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FAQ
The United States Supreme Court has never directly ruled on whether there is a Seventh Amendment right to a jury trial under Title VII. However, many recent cases from the Supreme Court, by analogy, arguably do provide such a right to a jury trial.
Employers found guilty of violating the Equal Pay Act will be liable for compensatory damages. If an employee is able to prove that the employer willfully violated the law, the employer may also be required to pay punitive damages.
The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. Job content (not job titles) determines whether jobs are substantially equal.
An example of a violation of the Equal Pay Act is when a male manager receives a higher salary than a female manager with the same job title or duties.
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.
The California Equal Pay Act does contain four exemptions that an employer can use as a defense to gender pay differences: (1) a seniority system (differences in pay based on the length of service with the employer); (2) a merit system (e.g. differences in pay based on written performance evaluations); (3) a system ...
The Equal Pay Act (EPA) protects individuals of all sexes. All forms of compensation are covered, including salary, overtime pay, bonuses, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and benefits.
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.