Despite strong protections under New Jersey law and federal statutes like Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963, gender-based pay discrimination continues to affect workers in Egg Harbor Township. Wage disparities remain prevalent, particularly for women, who routinely earn less than men for equivalent work.
Data from the 2015 Pew Research Center shows women earned just 83% of what men made for similar hours. While this marks progress from 1980—when the gap was 67%—the issue remains significant. The U.S. Census Bureau reports an even wider disparity, noting that full-time, year-round female workers make only 80% of what their male counterparts earn.
Among women aged 25 to 34, the pay gap narrows slightly, but they still bring home just 90% of the wages men do. Even in sectors where women are the majority—such as childcare—they earn approximately 95% of what men are paid for the same roles. On average, women need to work 44 extra days each year to reach earnings equivalent to men.
Promotion Disparities
Wage inequality in Egg Harbor Township is compounded by slower promotion rates for women. Research from UrbanMinistry.org highlights that female school principals, for example, generally have three more years of teaching experience than male principals at the time of their promotion. This delay impacts long-term earnings and career progression.
Family responsibilities also contribute to the gap. According to Pew Research Center, roughly one in four women take extended time off or reduce their hours to care for children or family members. These decisions—often shaped by a lack of workplace flexibility—can severely limit upward mobility and earning potential over time.
Legal Help for Pay Discrimination
Employees in Egg Harbor Township who believe they are victims of wage discrimination due to gender have the right to pursue legal remedies. NJ Employment Lawyers, LLC represents workers throughout New Jersey in enforcing equal pay rights and challenging discriminatory compensation practices. If you’ve faced unfair pay or missed promotion opportunities due to gender bias, you may be entitled to compensation and corrective action.
The Equal Pay Act of 1963 is a key federal law protecting workers in Egg Harbor Township from wage discrimination based on gender. The law mandates that employees performing substantially similar work must receive equal pay, regardless of job title differences. What matters under the law is the content of the job—the skill, effort, and responsibility required—not the position’s label.
One notable aspect of the Equal Pay Act (EPA) is that employees are not required to file a complaint with the Equal Employment Opportunity Commission (EEOC) before taking legal action. They can bring their claims directly to state or federal court, offering a more streamlined path to seek justice.
The law explicitly bars employers from fixing wage disparities by cutting the higher-paid worker’s wages. Instead, the correct course is to raise the lower-paid employee’s salary to achieve parity.
Legal Exceptions and Burden of Proof
Under the EPA, wage differences are allowed only if they are based on legitimate factors such as:
- Seniority systems
- Merit-based evaluations
- Output-based compensation (e.g., units produced)
- Other non-gender-based reasons
In any EPA claim, the employee must prove that they were paid less than a colleague of the opposite sex for work that is substantially equal in terms of duties, conditions, and expectations.
Historical Context of Unequal Pay
Historically, employers defended unequal pay by citing outdated norms: assumptions that women were secondary earners, legal limits on women’s working hours, and high turnover rates due to family responsibilities. These defenses reflected the 1950s-era view of a male breadwinner and a stay-at-home wife—an outlook that continued to influence compensation practices for decades.
Until the Educational Amendments of 1972, professionals in certain sectors were excluded from EPA protections due to gaps in the Fair Labor Standards Act. That changed with a transfer of enforcement authority to the EEOC in 1979 under the Reorganization Act of 1977, bringing more professions and industries under consistent oversight.
Protecting Workers in Egg Harbor Township
If you live or work in Egg Harbor Township and suspect that you are being paid less than a colleague of the opposite sex for similar work, you may have a claim under the Equal Pay Act. NJ Employment Lawyers, LLC helps employees across New Jersey pursue justice in wage discrimination cases. With extensive knowledge of both state and federal pay equity laws, the firm works to hold employers accountable and secure fair compensation.
The Diane B. Allen Equal Pay Act significantly strengthens protections against wage discrimination in New Jersey. Signed into law on March 27, 2018, and effective as of July 1, 2018, it amends the Law Against Discrimination (LAD) to provide broader safeguards for workers across the state, including in Egg Harbor Township.
The law prohibits employers from compensating employees in any protected class—such as gender, race, age, national origin, sexual orientation, marital status, pregnancy, disability, or veteran status—less than others performing substantially similar work. Employers must justify any pay differences based on legitimate factors like seniority or merit systems, not on discriminatory criteria.
Key Provisions of the Diane B. Allen Equal Pay Act
- Broader Protections: Goes beyond gender to include all protected classes under New Jersey law.
- Substantially Similar Work: Focuses on job content, not title, when evaluating wage equity.
- Six-Year Lookback Period: Victims can seek back pay for up to six years of unequal compensation.
- Each Violation Counts: Every unequal paycheck is considered a new violation, extending the time workers can file claims.
- Treble Damages: Courts may award triple the damages if discrimination is proven, including in cases of retaliation for discussing wages.
- Pay Transparency Protections: Employers cannot prohibit employees from discussing their pay or retaliate against those who do.
Legal Representation for Workers in Egg Harbor Township
If you’re employed in Egg Harbor Township and believe you’ve been paid unfairly due to your membership in a protected class, you may have a claim under the Diane B. Allen Equal Pay Act. These cases can involve complex legal and factual issues, especially when assessing whether jobs are “substantially similar.”
NJ Employment Lawyers, LLC represents clients across New Jersey who have been subjected to wage discrimination. The firm helps workers recover lost wages, hold employers accountable, and fight back against retaliation.
To discuss your situation and understand your options, visit NJ Employment Lawyers, LLC.