![]() Consequently, if an employee, who is in a category protected by the NJLAD, performs almost the same work in most respects as an employee who is not in a protected category, then this protected employee must receive equal salary and all other benefits of employment.ĭeciding what equal work is appears to be an easy task by comparison to this type of analysis which an employer must perform to ensure compliance with the Act. And “substantially” means in most respects but not in all. ![]() “Similar work” is not the same as equal work. Similar work means almost or nearly the same work. This comparison must be made based on a composite considerations of skill, effort and responsibility. e., insurances, retirement plans, paid time off, severance pay, etc.), when these protected employees perform substantially similar work as employees who are not protected by the NJLAD. Employees, who are in those categories protected from employment discrimination under the New Jersey Law Against Discrimination (“NJLAD”), must receive not only equal pay, but also equal employment benefits, (i. It is actually an equal compensation for substantially similar work law. It is important to understand the four main differences of the Act and the challenges they bring.įirst, the Act is not an equal pay for equal work law. Allen Equal Pay Act (“the Act”) is unique from other employment anti-discrimination laws in New Jersey which creates a compliance nightmare for employers. ![]() Intellectual Property and Brand Management.Banking Litigation and Consumer Finance Defense.
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