It has long been a complaint that men earn more than women in the same careers. This discrepancy in pay was of such concern that the Equal Pay Act of 1963 was enacted. This Act made discrimination based on sex in the workplace illegal, including basing wage differentials on an employee’s gender. However, although illegal, pay discrimination still persists today.
A woman is accusing her former employer of paying her less than her male coworkers even though she did the same job. She discovered the discrepancy when she discussed compensation with her male coworkers. Despite complaining on numerous occasions about it, nothing was done until she sent a text message to her boss in which she said she believed she was making less than her male counterparts. The next day her boss fired her from her job.
The woman believed she was unfairly retaliated against because of her complaint, something that is a protected right by the Equal Employment Opportunity Commission (EEOC). The EEOC filed a lawsuit against the trucking company on behalf of the woman. The company chose to settle the lawsuit and will pay the former employee $42,000, half of which is for back pay and the other half for liquidated damages. The trucking company will also be required to implement a complaint procedure and an anti-discrimination policy.
If you feel that your employer is not paying you fairly based on your gender, you may wish to consult with an attorney experienced in employment law to discuss what you can do about it.
Source: The National Law Review, “Winebrenner Transfer Will Pay $42,000 to Settle EEOC Retaliation Lawsuit,” June 9, 2014