BY: Tad T. Roumayah | IN: Employment Law
Seven years have passed since the Lilly Ledbetter Fair Pay Act was signed into law, and yet a gaping hole still exists between what men and women earn in the workplace.
According to a recent study from TIME and Motto, women continue to earn less than men at all age ranges, from 15 percent less between the ages of 22 and 25, to 38 percent less between the ages of 51 and 64.
While studies like this present an abstract view of the gender-based pay gap, there is a drastic difference between thinking you may know what your male colleague is making … and actually finding out that he’s earning $15,000 more than you. In fact, an Institute for Women’s Policy Research survey shows that 60 percent of private-sector employees are either strictly prohibited or strongly discouraged from talking about their pay with their colleagues. This secrecy makes it difficult for women to know if they’re actually being paid a wage that’s comparable to their male co-workers.
So what can women do if they suspect they’re earning less than their male counterparts? First, they should discuss their concerns with their employer. Here are some tips for addressing the pay inequality issue with your supervisor.
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Tad Roumayah focuses his practice primarily on employment litigation, representing employees who have encountered discrimination, retaliation, wrongful discharge, whistleblower protection claims, wage and hour violations and other employment issues and disputes.