In Folsom, NJ, gender-based wage discrimination remains a prohibited practice under both New Jersey and federal laws such as Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963. Despite these legal protections, significant pay disparities persist, particularly affecting women.
According to research from the Pew Research Center, in 2015, women earned just 83% of what men earned for the same work. While this gap has narrowed since 1980, when women earned only 67% of men’s wages, the United States Census Bureau reports that women still earn about 80% of what men make among full-time, year-round employees.
For women aged 25 to 34, the wage gap is slightly smaller, with women earning 90% of what their male counterparts make. However, this still highlights the ongoing barriers to achieving pay equity. Women in industries like childcare, where they dominate the workforce, earn roughly 95% of their male counterparts’ wages, which means they must work an additional 44 days annually to match men’s earnings.
Promotion paths for women also tend to be longer. In fields like education, female school principals often accumulate three more years of teaching experience before being promoted compared to their male counterparts. These delays are partly due to women’s career breaks or reduced work hours caused by family care responsibilities or childbirth. These factors hinder the professional advancement of women in Folsom and beyond.
The Equal Pay Act of 1963 remains a critical tool for ensuring wage equality. It mandates equal pay for substantially similar work, regardless of job titles. Employees can address wage discrepancies in federal or state courts without first filing complaints with the Equal Employment Opportunity Commission. Importantly, the Act prevents employers from reducing the wages of higher-paid employees to remedy pay inequality.
Historically, reasons for unequal pay included assumptions that women’s earnings were secondary to men’s, as well as societal norms that positioned women as homemakers. Such outdated justifications still influence wage disparities today.
In Folsom and across New Jersey, the Diane B. Allen Equal Pay Act, passed in 2018, strengthens protections against pay inequity. The Act, part of the Law Against Discrimination, makes it illegal to pay members of protected classes less than others for similar work. Pay differences are only permitted based on merit or seniority.
The Diane B. Allen Equal Pay Act allows workers to claim compensation for up to six years for any discriminatory pay practices and imposes treble damages for violations. It also prevents retaliation for discussing compensation, providing additional protections to employees.
For those facing pay discrimination in Folsom, Castronovo & McKinney, LLC offers expert legal support. With a deep understanding of equal pay laws, we are committed to helping clients pursue justice for unfair compensation practices. Our team is ready to assess your case and advocate for your rights.