There are two federal laws that prohibit paying men or women a different salary based on their gender: the Equal Pay Act of 1963 and the Civil Rights Act of 1964. In spite of the fact that these laws were put on the books more than 50 years ago, people are still being paid more or less depending on their gender.
Part of the reason that this still occurs is likely because unequal pay is difficult to prove. There are a variety of reasons why two people in the same position may be paid at different rates, such as seniority, education, experience within the company, a bonus structure or a merit-based pay system. Therefore, it can be difficult to determine why two individuals may be making different amounts of money.
However, there are some situations where it is clear that someone is being paid less due to gender. For example, if a new employee was hired at a much higher salary than someone in the same positionwho has been with a company for years, it could be an example of pay discrimination.
Wage disputes are not just limited to paying people differently because of their gender. There are a variety of other legal requirements that organizations must meet when it comes to determining how they compensate employees. Overtime is often a source of wage disputes, and disagreements about how businesses follow employment agreements in terms of a person's salary are also frequently a source of contention. People who have these types of complaints may want to first discuss them with an attorney before taking any action.