Gender-based pay discrimination violates both federal law and New Jersey law, including Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the Diane B. Allen Equal Pay Act. Despite these protections, employers in Ventnor City and throughout New Jersey still pay women less than men for substantially similar work.
Wage disparities continue across many industries. Women frequently earn less than male coworkers performing comparable duties, even in professions where women make up most of the workforce. Unequal promotion opportunities also contribute to long-term pay gaps. In many workplaces, women are required to meet higher standards or accumulate more experience before advancing into leadership roles. Employers may also sideline employees because of pregnancy, maternity leave, or caregiving responsibilities. None of these practices justify unequal compensation under the law.
The Equal Pay Act requires employers to provide equal pay for substantially similar work, regardless of gender. Employees may pursue claims in state or federal court without first filing a complaint with the EEOC. The law also prevents employers from lowering another employee’s wages to avoid correcting unlawful pay disparities.
New Jersey’s Diane B. Allen Equal Pay Act provides additional protections for workers. The law allows employees to recover up to six years of back pay, seek treble damages for violations, and take legal action against employers that retaliate against workers for discussing wages or reporting discrimination.
Pay discrimination is often rooted in unlawful workplace assumptions, including stereotypes about gender roles, caregiving responsibilities, or perceived long-term commitment to a job. Employers cannot rely on those assumptions to justify paying employees differently for substantially similar work.
Castronovo & McKinney, LLC represents employees in Ventnor City who have experienced wage discrimination and unequal pay. Our attorneys handle claims involving gender-based compensation disparities, discriminatory promotion practices, and retaliation connected to wage complaints. If you believe your employer has underpaid you because of gender or another protected characteristic, we can evaluate your case and pursue the compensation and damages available under New Jersey and federal law.