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Gender Discrimination and Equal Pay

Washington, D.C. and Federal laws prohibit employers from making employment decisions based on an employee's gender, but gender discrimination and unequal pay still occur in the workplace. If you have been discriminated against based on your gender or received unequal pay for equal work, your civil rights have been violated and you need aggressive legal representation from S.L. England, PLLC, to fight for you.

Equal Pay Act of 1963

The Equal Pay Act of 1963 prohibits compensation discrimination based on an employee's gender. This covers all compensation an employee receives, including regular wages, overtime pay, bonuses, stock options, and paid time off.

Jobs do not have to be identical to be equal. Equal pay is not based on job title, but rather on job content, which covers the skill, effort, and responsibility that the employee must have to successfully fill the position. Pay differential is allowed based on an employee's seniority or quality of work, or merit.

The statute of limitations for filing an equal pay claim is two years from the date of the violation.

Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964 prohibits discrimination based on an employee's sex, race, color, national origin, or religion. This applies to businesses with 15 or more employees, government agencies, universities, employment agencies, and labor organizations. Employment decisions include hiring or firing; compensation; promotions; fringe benefits; or use of company facilities, among others. Employers also may not make assumptions, such as the employee's perceived ability to perform the job, based on the employee's gender.

If you have been discriminated against based on your gender, the statute of limitations for filing a claim is 180 days from the date of the discrimination.

D.C. Human Rights Act

The D.C. Human Rights Act makes discrimination illegal based on 20 protected traits. Employers in Washington, D.C., may not discriminate against employees based on their sex, sexual orientation, or gender identity.

Gender identity discrimination may include failing to make reasonable accommodations for an employee; requiring the employee to follow different dress or grooming standards; or requiring applicants to disclose if they are transgender.

Remedies

If you have been discriminated against or given unequal pay based on your gender, an experienced civil rights attorney can fight to restore you to the position you would have been in if the discrimination had not occurred. The specific remedies available depend on your unique situation, but may include:

  • Hiring
  • Promotion
  • Reinstatement
  • Back pay
  • Compensatory damages
  • Punitive damages
  • Attorney fees and court costs

Additionally, the Court may require your employer to post notices regarding the specific charge against them and notify all employees that they have the right to be free from discrimination in the workplace.

Your employer may not retaliate against you for filing a discrimination charge or participating in a discrimination investigation.

Have You Been Discriminated Against Based On Your Gender in Washington, D.C.?

Gender discrimination and unequal pay can have long-lasting effects on your career. Washington, D.C. and Federal laws protect you from discrimination in the workplace and unequal pay for equal work. At S.L. England, PLLC, our attorneys fight to protect your civil rights. Call us today at (202) 572-1020 or contact us online.

Aggressive Representation

When you hire S.L. England, we will assign your case to a seasoned trial attorney that cares about getting results. We represent our individual clients as aggressively as represent our corporate business clients. Check our reviews on Google and Yelp to see what our clients have to say. We look forward to representing you.

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