Google Screened

Are You in the Healthcare Field?

Find Out How We Can Help »
[et_social_follow icon_style="slide" icon_shape="rectangle" icons_location="top" col_number="1" outer_color="dark"]
Millions Recovered For Our Clients No Fees Unless We Win

Philadelphia Discrimination Lawyers: Gender Discrimination and Glass Ceiling

December 28th, 2016

The Equal Pay Compensation Act was established to ensure that men and women are compensated equally for performing equal work. However, a gender wage gap exists in this country nonetheless. Employers often pay women less than they pay men, which is illegal. In the present-day workforce, many women struggle trying to break the “glass ceiling,” where they are denied top positions and equal pay for equal work.

Determining Compensation Based off Skill, Effort, and Responsibility

When determining criteria required to perform necessary job functions, skill is an important trait in measuring factors of ability. Any experience, training, education, or expertise that is unrelated to the specified job duties should not be considered in determining higher compensation to an employee, especially one with equal relevant qualifications.

Effort measures the physical and or mental exertion that it takes to compete one’s job duties. If a job requires more effort from the employee, compared to their colleagues, then it would not be a violation for the employer to offer that employee higher compensation. If the effort that is being required to put forth is expected equally across the board, then male and female employees should expect equal compensation.

Responsibility is another job function that comes into play when determining wage equality. An employee with a high level of responsibility over others may rightfully be paid higher than employees with fewer responsibilities. However, the determining factor would be the difference in the level of responsibility. Minor differences in required responsibilities should not serve as justification for pay differential between a male and female employee.

Working conditions, environmental conditions, and even workplace hazards also play a large role in determining fair compensation for employees who may experience unfavorable conditions, resulting in higher wages. Gender should have no bearing on the compensation received by employees who are willingly exposed to conditions that justify such higher pay.

Philadelphia Discrimination Lawyers at The Gold Law Firm P.C. Represent Clients in Glass Ceiling Lawsuits 

Pay differentials are acceptable only in cases of seniority, relevant credentials, accolades and high levels of productivity. These factors are called “affirmative defenses” and the employer is responsible to prove that they are applicable when justifying any pay differential in question. Philadelphia discrimination lawyers at Sidney L. Gold & Associates can help you to initiate the evaluation of a wage dispute that may be directly related to gender discrimination. Call our Center City Philadelphia offices at 215-569-1999 or contact us online for a consultation regarding your wage discrimination case. We work with clients throughout Pennsylvania, New Jersey, and New York.

The Gold Law Firm P.C
Average rating:  
 0 reviews
EMPLOYMENT LAW PRACTICE AREAS
View All Practices
2019 American Trail Lawyers badge
Lead Counsel Rated
life time achievement
million dollar advocates badge
AV Peer Review Rated
Philly Happening
Top one badge
Silver Client Champion Award 2020
super lawyers badge

As Seen On

avvo lawyers.com Martindale Justia FindLaw
© 2024 The Gold Law Firm P.C. All rights reserved. [ Site Map | Privacy Policy ]

Attorney Advertising Materials. Sidney L. Gold is responsible for the content of this website. This website is designed for general information only. The information presented at this site should not be construed to be formal legal advice nor the formation of a lawyer/client relationship.

Website Accessibility: The Gold Law Firm P.C. is committed to ensuring digital accessibility for people with disabilities. We are continually working to improve the accessibility of all content on our website and applying the relevant accessibility standards.

* The awards and accolades displayed on this website were issued to the attorneys, or the entire law firm by the respective providers of these honors. They are as follows, Avvo Inc., Super Lawyers®, Martindale Hubbell Peer Review Rated, ASLA Top 100 Lawyers, Million Dollar Advocates Forum, Legal Leaders Top Rated Lawyers, Bar Register Preeminent Lawyer, Happening List Winner, BBB Accredited Business, National Association of Distinguished Counsel Top 1 Percent, America's Top 100 Attorneys, The Employee Rights Advocacy Institute for law and policy, Best Lawyers, Lead Counsel Rated, Top Employment Lawyers in Philadelphia, Association of American Trial Lawyers Top 100 and Martindale Hubbell Client Champion Silver. No aspect of these advertisements have been approved by the Supreme Court of New Jersey.