Castronovo & McKinney, LLC focuses on employment discrimination legal services in Norwood, NJ. Under New Jersey law and federal statutes such as Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963, gender-based pay discrimination is prohibited. Despite these laws, women still face significant wage disparities.
A 2015 Pew Research Center study found women earned only 83% of what men made for comparable hours. The U.S. Census Bureau reports a wider gap, with women earning just 80% of men’s wages for full-time, year-round work. Although the wage gap is narrower among women aged 25 to 34, at 90%, challenges remain across all age groups. Even in predominantly female fields like childcare, women earn approximately 95% of what men make for similar roles. To match men’s annual earnings, women would need to work an extra 44 days per year on average.
Career advancement is another barrier. Research from UrbanMinistry.org indicates women take longer to reach leadership positions. In education, for example, female principals have three more years of teaching experience than their male counterparts before being promoted. The Pew Research Center also found that one in four women reduce their work commitments significantly due to family care and childbirth, which can delay their professional growth and earnings across Norwood and New Jersey.
The Equal Pay Act
The Equal Pay Act of 1963 is a critical tool in Norwood and New Jersey for ensuring wage equality. It mandates that employees in substantially similar jobs be paid equally, even if their job titles differ. Employees can file claims directly in state or federal court without first contacting the Equal Employment Opportunity Commission. The Act also prevents lowering the wages of higher-paid workers to address pay disparities.
Justifications for unequal pay have historically included high turnover rates due to family responsibilities and societal biases. The Equal Pay Act allows wage differences based on merit, seniority, or production quality, provided gender is not a factor. Workers must show they were paid less than male counterparts for substantially equal work. While some professions were exempt from the Act until 1972, the Equal Employment Opportunity Commission took over enforcement in 1979, ensuring the Act’s protection continues today.
New Jersey and the Diane B. Allen Equal Pay Act
The Diane B. Allen Equal Pay Act, enacted on March 27, 2018, and effective July 1, 2018, takes a strong stand against wage discrimination. As of 2015, women in the U.S. earned just 80 cents for every dollar earned by men, and projections suggest gender pay parity won’t be reached until 2059.
This law prohibits employers from paying workers of any protected class—including race, color, ancestry, marital status, national origin, age, sexual orientation, pregnancy, genetic information, gender identity or expression, and military service liability—less than non-members for similar work. Pay differences based on merit or seniority are still permissible.
Under this legislation, each instance of discriminatory pay is considered an illegal act, allowing workers to seek compensation for up to six years. Courts may also impose treble damages for violations, including retaliation against employees discussing their pay. The Act, championed by Assemblywoman Pamela Lampitt, positions New Jersey at the forefront of workplace equality.
Contact Our Experienced New Jersey Equal Pay Attorneys
Castronovo & McKinney, LLC is committed to advocating for fair pay and has extensive experience handling such claims across New Jersey, including in Norwood. Our legal team is dedicated to defending your rights and ensuring you receive fair compensation. If you believe you’ve been unfairly compensated, contact us to evaluate your case and take action toward workplace justice.