Georgia sexual discrimination law in the workplace follows the federal law as the state does not have its own laws concerning this matter. What this means is that employers and employees need to follow the Equal Pay Act as well as Title VII and the Pregnancy Discrimination Act.
Employers in Georgia are defined by federal law as those who have fifteen or more employees. The Equal Pay Act requires that employers do not pay differing salaries, wages or benefits to two people of opposite genders who have equal jobs. “Equal jobs” means that the conditions, skills, responsibility and effort unless the pay discrepancy is due to a seniority system, merit system or other system that does not include sex as a factor.
Title VII says that employers may not discriminate against their employees in terms of hiring, firing or job conditions, terms or compensation on the basis of gender. This includes both intentional discrimination and job policies that unfairly single out a specific gender. Furthermore, employers cannot discriminate against employees who are pregnancy or have pregnancy-related conditions – these employees must be treated the same as would any other illness or temporary disability.
Anyone who feels they have a claim against their employer must file the complaint with the EEOC within 180 days of the alleged discriminatory act. Filing a complaint includes providing your contact information, your employer’s contact information and the details surrounding the civil rights infringement.
Complaints involving the Equal Pay Act can go directly to the federal courts, so you’ll want to consult a lawyer to find out your options and what you’ll need to do.
When it comes down to it, though, it’s up to each individual to know his or her rights and responsibilities when it comes to workplace laws. Employers should have posted the most recent Georgia Labor Law posters to help keep everyone informed.