It matters to us at TMH Law that men and women are paid equally.
When Abigail Adams wrote to John Adams in 1776, asking him to “remember the ladies” as they wrote the constitution, she probably foresaw years of difficulty and inequality. It’s unlikely that she could have predicted that nearly two hundred and forty years later, there would still be gross inequality where women would still be fighting for fair wages.
It isn’t that no one has tried–they have! In 1963, the Equal Pay Act or Fair Wages Act was proposed in order to guarantee that a woman doing the same work as a man would be paid the same. Those who are fighting for fair wages, such as the American Civil Liberties Union, could testify, however, there is little enforcement of this act. Unequal wages are widespread and ingrained into the fabric of our society, so that it’s impossible to find a one-size solution.
In 1972, the ERA (Equal Rights Amendment) would have given women the constitutional right to the same pay as men. Unfortunately, it has never been ratified, due to concerns that it might take away a woman’s right to be supported by her husband, overturn privacy rights, allow women to go into combat, and lead to gay marriage. For nearly 40 years, the fight for fair wages has raged on, and each effort to constitutionalize the amendment is like breaking like waves upon the walls of blind and deaf legislators.
The Lily Ledbetter Fair Pay Act was signed by President Obama in 2009, a small victory that defines each unequal pay check as an act of discrimination, and gives women more time to file a claim. This was in response to Lily Ledbetter’s ten-year fight for fair wages that ultimately ended in defeat.
Last year, the Senate failed to pass the Paycheck Fairness Act, on the basis of it being ‘redundant.’ There is little redundancy to a law that stipulates the following, according to payscale.com:
- “The PFA requires employers to demonstrate that wage differentials are based on factors other than gender. This shifts the burden of proof from the worker to the employer;
- Prohibits retaliation against workers who inquire about their employers’ wage practices or disclose their own wages;
- Permits reasonable comparisons between employees within clearly defined geographical areas to determine fair wages;
- Strengthens penalties for equal pay violations;
- Directs the Department of Labor to collect wage-related data; and
- Authorizes training for Equal Employment Opportunity Commission staff.”
At the Law Offices of Thomas More Holland, the fair wages fight is a high priority. No woman should be paid less than a man on the basis of her gender. Unfortunately, history has demonstrated that the cards are stacked against women, and that prejudice is prevalent in society today. TMH Law fights against wage inequality, protecting you from the centuries-old problem that arises when individuals do not treat women as equal to men.
If you or a loved one suspect unfair wage discrimination and are interested in fighting for fair wages, TMH Law can help. No one understands the importance of equality in pay more than TMH Law, and no one is willing to work as hard to uphold your rights. You may ask yourself: why call a lawyer? Because experience counts–results matter.