Castronovo & McKinney, LLC offers dedicated legal services to individuals in Brigantine, NJ, who have faced discrimination from their employers regarding pay. Under New Jersey law and federal statutes like Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963, pay discrimination based on gender is illegal, yet wage disparities persist.
A 2015 Pew Research Center study revealed that women earned only 83% of what men made for comparable work hours, improving from 67% in 1980. However, the U.S. Census Bureau reports that women earn just 80% of men’s wages among full-time, year-round employees. While the gap narrows slightly for women aged 25 to 34, they still earn only 90% of their male counterparts’ salaries. Women dominate fields like childcare yet earn only 95% of what men earn for the same roles, necessitating an extra 44 days of work per year to match men’s annual earnings.
Women and Promotion
Women in Brigantine often encounter longer paths to career advancement, which affects their earning potential. For example, female school principals typically have three more years of teaching experience than their male counterparts before promotion. The Pew Research Center highlights that many women take career breaks or reduce hours for family responsibilities, with about one in four women reporting extended breaks due to such commitments. This dynamic significantly impacts women’s professional trajectories in Brigantine and across New Jersey.
The Equal Pay Act
The Equal Pay Act of 1963 is crucial for ensuring wage parity in Brigantine. It mandates that jobs requiring similar duties must offer equal pay, regardless of job title. Employees can approach federal or state courts directly with grievances, bypassing initial complaints to the Equal Employment Opportunity Commission (EEOC). Importantly, the Act prohibits resolving pay disparities by reducing the wages of higher-paid employees.
Historically, justifications for unequal pay stemmed from biases regarding women’s roles in the workforce, especially in the 1950s. However, under the Equal Pay Act, wage differences can only be based on merit, seniority, production quality or quantity, or factors unrelated to gender. The burden of proof lies with plaintiffs to demonstrate unequal pay for substantially equal work.
New Jersey and the New Equal Pay Act
The Diane B. Allen Equal Pay Act, effective July 1, 2018, represents a significant advancement in combating pay inequality in New Jersey. This law, part of the Law Against Discrimination (LAD), prohibits employers from paying members of protected classes—including race, gender, age, and more—less than their non-member counterparts for substantially similar work. Legitimate pay differences based on merit or seniority are still permissible.
Under the Act, any biased pay practice is deemed illegal each time it occurs, allowing affected workers to claim compensation for up to six years. If an employer violates the Act’s provisions, courts may impose treble damages, especially in cases of retaliation against employees discussing compensation practices. This legislation, championed by Assemblywoman Pamela Lampitt, reinforces New Jersey’s commitment to workplace equality.
Contact Our Experienced New Jersey Equal Pay Attorneys
At Castronovo & McKinney, we are dedicated to advocating for equal pay in Brigantine, NJ. Our legal team understands the complexities of equal pay disputes and is committed to representing your interests both in and out of court. If you believe you have been unfairly compensated, contact us to assess your case and take decisive steps toward achieving justice and workplace equality.
Castronovo & McKinney, LLC assists clients with equal pay claims throughout New Jersey, including Brigantine.