Under New Jersey law and federal statutes, including Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963, gender-based pay discrimination is illegal. Despite these protections, wage disparities persist, disproportionately affecting women.
A 2015 Pew Research Center study found women earn only 83% of what men make for comparable work hours, improving from 67% in 1980. The U.S. Census Bureau reports women earn just 80% of men’s wages for full-time, year-round work. Women aged 25 to 34 earn about 90% of what men do, showing that pay inequality affects all age groups. Even in female-dominated fields like childcare, women earn roughly 95% of men’s pay. On average, women must work 44 more days annually to match men’s earnings.
Women and Career Advancement
Women face slower career progression, impacting earnings. For example, female school principals often have three more years of teaching experience than male counterparts before promotion. Many women take career breaks or reduce hours for family care, with about one in four reporting such breaks, which affects earning potential and advancement across New Jersey, including Egg Harbor City.
The Equal Pay Act
In Egg Harbor City and throughout New Jersey, the Equal Pay Act of 1963 requires substantially similar jobs to receive equal pay, focusing on job duties rather than titles. Employees can bring claims directly to state or federal courts without first filing with the Equal Employment Opportunity Commission. The law forbids reducing the wages of higher-paid employees to correct pay gaps.
Historically, pay disparities were justified by higher turnover among women, legal limits on women’s work hours, and societal norms favoring male breadwinners. Under the Act, wage differences are allowed based on merit, seniority, or other non-gender factors. Plaintiffs must prove they were paid less than men for substantially equal work.
New Jersey’s Diane B. Allen Equal Pay Act
Effective July 1, 2018, this law strengthens protections against pay discrimination by making it illegal for employers to pay protected class members less for substantially similar work, unless differences arise from merit or seniority. Protected classes include race, gender identity, sexual orientation, age, pregnancy, and more.
The Act treats each biased pay practice as a separate violation, allowing claims up to six years prior. Courts may impose triple damages for violations or retaliation against employees discussing or disclosing pay information. It also prohibits employers from enforcing pay secrecy agreements.
Legal Support for Equal Pay Claims in Egg Harbor City
Castronovo & McKinney, LLC is dedicated to protecting the rights of individuals in Egg Harbor City and across New Jersey who face pay discrimination. Our experienced attorneys understand equal pay laws and aggressively pursue fair compensation in and out of court. If you believe you have been paid unfairly, contact us for a thorough case review and strong representation.