Pay equity has been a focal point on both a federal and state level in recent years. The Equal Pay Act (EPA) prohibits pay disparity based on gender. This applies even when a facially neutral policy has a disparate outcome.

In 2014, an amendment was made to the EPA, known as the Paycheck Fairness Act (PFA). The purpose of the PFA was to “provide more effective remedies to victims of discrimination in the payment of wages on the basis of sex, and for other purposes”. The PFA includes changes stating that employees must have clear transparency in wages, prove wage discrepancies are based on merit or business decisions and not by gender, and forbids employers for not handling wage discrimination accusations from employees.

New York State has also implemented various measures on this issue, including reducing or eliminating available defenses to pay discrimination claims and banning salary history inquiries.

Our Labor & Employment attorneys have years of experience with equal pay matters. We can assist in adhering to compliance laws, developing policies, drafting communications to stakeholders, and defending your firm in pay discrimination lawsuits. To speak to a Labor & Employment attorney from the Law Offices of Pullano & Farrow, please call our office at 585-730-4773.