Administrative guidance, not enacted legislation. This captured publisher edition preserves the listed document and attachments; later developments are not independently consolidated.

Pay Discrimination

This technical assistance document was issued upon approval of the Chair of the U.S. Equal Employment Opportunity Commission.

OLC Control Number

EEOC-NVTA-2004-22

Concise Display Name

Youth@Work: Pay Discrimination

Issue Date

09-21-2004

General Topics

Pay Discrimination, Sex

Summary

This document provides basic information about compensation discrimination under the Equal Pay Act and other EEOC enforced laws.

Citation

Title VII, EPA, ADEA, ADA, GINA, 29 CFR Part 1604, 29 CFR Part 1620, 29 CFR Part 1621, 29 CFR Part 1625, 29 CFR Part 1630, 29 CFR Part 1635

Document Applicant

Youth, Employees

Previous Revision

The contents of this document do not have the force and effect of law and are not meant to bind the public in any way. This document is intended only to provide clarity to the public regarding existing requirements under the law or agency policies.

The laws enforced by EEOC prohibit employers from paying employees differently based on race, color, religion, sex (including pregnancy, transgender status, and sexual orientation), national origin, disability, age (40 or older), or genetic information:

The Equal Pay Act of 1963 (EPA) requires employers to pay men and women equally for doing the same work at the same workplace.
The other laws enforced by the EEOC-Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act of 1967 (ADEA), the Americans with Disabilities Act of 1990 (ADA), the Rehabilitation Act of 1973, and the Genetic Information Nondiscrimination Act of 2008 (GINA)- prohibit pay discrimination based on race, color, religion, sex (including pregnancy, transgender status, and sexual orientation), national origin, age (40 or older), disability, or genetic information.

All forms of pay are covered by these laws, including salary, overtime pay, bonuses,
vacation and holiday pay, insurance, use of company vehicles, and benefits.

The laws enforced by EEOC protect you from being punished or harassed at work because you or someone you closely associate with (for example, a relative or close friend) complains about pay discrimination. We call this your right to be protected from retaliation.

If you would like more information after reading the frequently asked questions, see the EEOC's Equal Pay/Compensation Discrimination page.

Example
FAQs

Pay Discrimination

Pay Discrimination

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