San Diego Equal Pay Act Violation Attorneys
Holding Employers Accountable for Pay Discrimination in the Workplace
Despite equal pay protections, women and employees of color continue to earn less in the workplace. Full-time working women in the U.S. only earn 81 cents to every dollar earned by men, while the median Black-White earnings gap is as large as it was in 1950. At JCL Law Firm, APC, we believe in holding employers accountable for pay discrimination on the basis of gender, race, sex, and other protected characteristics.
Our Equal Pay Act violation lawyers are well-versed in state and federal laws to advocate for the fair pay you deserve while upholding your rights every step of the way. When you partner with our firm, you can expect personalized guidance and tenacious advocacy backed by years of experience and a proven track record of success. Our exclusive focus on employee rights sets us apart and empowers our clients to move forward with confidence and clarity.
If your employer violated the Equal Pay Act in San Diego, choose a firm that exclusively represents employees to protect your rights. Call (619) 848-3368 to schedule a free consultation.
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Understanding California’s Fair Pay Act (CFPA)
In 2016, California passed the Fair Pay Act (CFPA) to amend and expand the legal protections provided under the Equal Pay Act. Some key differences include:
- Broader standard for comparing job roles. Equal pay protections apply when employees perform work that is comparable in overall skill, effort, and responsibility, even if job titles or specific tasks differ.
- Expanded scope for pay comparisons. Employees are no longer limited to comparing wages within the same workplace, allowing pay disparities to be examined across various locations, departments, or facilities.
- Stricter limits on employer defenses. Employers face a higher burden when claiming a “bona fide factor other than sex” to explain pay differences, making unsupported or vague justifications less defensible.
- Mandatory explanation for wage gaps. Any lawful factor used to justify a pay disparity must reasonably explain the entire difference in compensation, not just a portion of it.
- Expanded protections against retaliation. Employees cannot be punished for asserting equal pay rights, and employers are prohibited from discouraging or banning wage discussions.
- Longer record-keeping obligations. Employers must retain payroll and related employment records for at least three years, increasing accountability and access to evidence.
The amended Equal Pay Act prohibits employers from paying wage rates that are less than those paid to employees of the opposite sex, different races, or other ethnicities. If you experienced pay discrimination at work, we can help you gather evidence and fight to recover unpaid wages, lost benefits, and other losses.
What Compensation Is Available in an Equal Pay Act Claim?
Workers may be entitled to various damages in an EPA claim, including back pay (unequal pay owed) and an equal amount in liquidated damages, as well as attorney fees in some cases. Workers may also be eligible for equitable relief like reinstatement and future wage adjustments. We can advocate for an outcome that reflects the full scope of your losses.
In Their Own Words
Five-Star Client Reviews
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“Their team has been remarkable throughout my process and I am so happy with my settlement. Thank you for your great customer service and results.”- Laelah G.
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“JCL Law Firm has been very professional representing my case. I am very satisfied with the settlement. Great team, customer service, communication, and follow-up.”- Former Client
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“JCL handled my case when no one else would. They listened to my concerns, solved the matter professionally, and they're very communicative.”- Former Client
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“JCL Law Firm was easy to work with. This is a firm I would feel comfortable working with again based on their level of service, responsiveness and professionalism.”- Terry C.
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“Their hard work, professionalism, and patience paid off in the end. JCL Law firm was great at communicating and explaining every step of the way!”- Priscilla E.
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“They are so kind and so considerate, they go above and beyond and always make sure things get done. They'll make sure you get the best deal you can.”- Nathaniel N.
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“I can honestly say they’ve been amazing every step of the way. The entire team is professional, kind, and truly cares about their clients.”- Porsche L.
Building Cases That Hold Up
Millions Awarded. We Show Up Ready to Win.
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$7 Million Class Action Settlement
Class action settlement filed in Sacramento for non-exempt health care providers at California kidney care treatment centers.
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$6 Million Class Action Settlement
Settlement filed on behalf of restaurant service staff employed by national chain for missed meal and missed rest periods, unpaid service charges and miscalculated overtime.
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$4 Million Class Action Settlement
Settlement filed on behalf of grocery store employees employed by national grocery outlet for miscalculated shift premiums and off the clock work.
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$2.5 Million Class Action Settlement
Settlement filed in Napa County on behalf of California piece-rate laborers employed by a farm labor contractor.
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$2 Million Class Action Settlement
Settlement filed on behalf of non-exempt nonprofit employees employed in California for missed meal and rest periods and off the clock work.
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$2 Million Class Action Settlement
Filed in Los Angeles on behalf of California based behavior health therapists for off the clock work.
What Is the Legal Deadline for Reporting an Equal Pay Act Violation?
Employees must file claims within two years from the date of an Equal Pay Act violation, or three years for willful violations. Each paycheck that reflects unequal pay is considered a violation that may affect the filing deadline. Claims must be filed with the Labor Commissioner’s Office or the Civil Rights Department (CRD). We can help you file a timely Equal Pay Act Complaint with the appropriate state, federal, or local agency to protect your right to compensation.
Does the Equal Pay Act Cover Bonuses & Commissions?
The Equal Pay Act covers all forms of compensation that reflect discriminatory practices, including salaries, bonuses, commissions, benefits, overtime pay, stock options, profit sharing, and any other earnings tied to an employee’s work or performance.
Importance of Consulting with Our Equal Pay Act Violation Lawyers
If you received less pay for substantially similar work, we highly recommend contacting our attorneys as soon as possible. Having legal guidance can help you understand your legal options, avoid delays or mistakes that may jeopardize your claim, and position your case for meaningful financial and workplace relief under state and federal law.
At JCL Law Firm, APC, we prepare every case for trial and never hesitate to stand up to powerful employers in court if necessary. Our lawyers can work tirelessly to recover the compensation you deserve while protecting your employee rights at every turn. We pride ourselves on delivering trial-ready representation backed by proven results.
Don’t let employer bias or discrimination dictate your earnings. Contact us online to request a free case evaluation with our fearless advocates. Se habla español.
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Working for You As A Team
At JCL, you get a coordinated team working your case, backed by trusted analysts and consultants.
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Start with a Virtual Consult
Meet with our employment lawyers during a no-cost virtual consultation from wherever you are.
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Built for the Bigger Fight
We know how to turn widespread wrongdoing into high-impact cases that actually force change.
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Preparation Is the Advantage
When other firms react, we prepare. Our cases are built early, organized carefully, and always ready for trial.