In a recent Georgia pay discrimination case, the U.S. Court of Appeals
for the Eleventh Circuit determined that a male was entitled to proceed
with his claim. The Fulton County, Georgia community development specialist
alleged that he was paid less than a female manager who had the same job
The Equal Pay Act provides that women and men at the same workplace must
be given equal pay for equal work. The jobs do not need to be exactly
the same, but “substantially equal.” What you do in your job,
rather than your job title, determines whether the jobs are “substantially
Your right to be free from pay discrimination is protected by many federal
laws – so if you have a claim under the Equal Pay Act you may also
have a claim under Title VII. If you think you’re not getting paid
the same amount as someone doing the same job as you – and you believe
that it’s because of your gender – it’s a good idea
to talk to an experienced Georgia Equal Pay attorney. A skilled
Atlanta employment discrimination attorney can evaluate your particular situation and determine the next steps to take.
In the recent Georgia case, the court looked at the responsibilities of
both a male and female holding similar jobs. The facts showed that from
1999 to 2007 the male worker – Ronald Edwards – began taking
on job responsibilities beyond his pay grade. Although he complained and
requested a pay raise from his employer (Fulton county), they didn’t
A female – Carolyn Stewart – was later hired into the same
position as Edwards, but was promoted within a month. She got a pay raise
with the promotion.
Edwards complained. It’s important to note that rather than looking
at the different job titles of Edwards and Stewart, the court looked at
their job duties. A comparison showed that each person’s job duties
“were of equal complexity and difficulty” and each of their
jobs involved “the same responsibilities and required the same effort.”
Further, because this was a county job they were paid according to a classification
system. The court noted that using the county couldn’t use the classification
system as an excuse for the unequal pay. Edwards had requested a pay raise
that could have been granted without reclassifying his position or altering
the classification system.
Based on these factors, the court determined that the Edwards could proceed
with his job pay discrimination claim.
If you have questions about your pay, or believe that you have been a victim
of pay discrimination, contact an experienced
Atlanta employment discrimination lawyer right away to ensure you get all the pay you deserve.