North Carolina Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction provides guidance to the jury regarding the Equal Pay Act of 1963, a federal law that prohibits wage discrimination based on gender. This instruction is relevant in cases where an employee alleges that they have been paid less than a colleague of the opposite sex for substantially equal work. The Equal Pay Act aims to eliminate wage disparities between male and female employees by requiring employers to provide equal pay for equal work. North Carolina Jury Instruction — 1.6.1 outlines the key elements of the law that the jury must consider when evaluating a claim under the Equal Pay Act. The instruction emphasizes that the plaintiff must establish four main elements to succeed in their claim. First, they must prove that the employer paid different wages to employees of the opposite sex. Second, they need to demonstrate that the employees performed substantially equal work, which involves considering factors like skill, effort, and responsibility. Third, the plaintiff must prove that the pay disparity was based on gender. Lastly, they need to show that the pay disparity still exists at the time of the trial. In addition to the general instruction, there may be variations or different types of North Carolina Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 depending on the specific circumstances of the case. Some variations could include instructions relating to the calculation of damages, defenses that the employer may raise, or additional requirements specific to North Carolina state law. Overall, the North Carolina Jury Instruction — 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction plays a vital role in ensuring that jurors understand the legal and factual elements of an Equal Pay Act claim. By providing this instruction, the court aims to ensure fair consideration of the evidence and enable the jury to make an informed decision based on the merits of the case.
North Carolina Jury Instruction - 1.6.1 Equal Pay Act 29 USC Sect. 206 General Instruction
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The Equal Pay Act of 1963 makes it illegal for employers to pay unequal wages to men and women who perform substanally equal work. Your employer can pay different amounts based on seniority, merit, quanty or quality of producon, or a factor other than sex.
An employer must pay an employee at least the minimum wage (currently $7.25 an hour under both North Carolina and federal labor laws) or pay the employee the promised rate of pay, whichever is greater, and pay time and one-half overtime pay based on the employee's regular rate of pay for all hours worked in excess of ...
Requirements. Neither the employer nor its representatives; i.e., managers, supervisors, etc; may discriminate in selection, promotion, compensation, fringe benefits, training or other conditions of employment because of race, color, sex (including pregnancy), religion, or national origin.
The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. Job content (not job titles) determines whether jobs are substantially equal.
Jury instructions are instructions for jury deliberation that are written by the judge and given to the jury. At trial, jury deliberation occurs after evidence is presented and closing arguments are made.
"(d) (1) No employer having employees subject to any provisions of this section shall discriminate, within any establishment in which such employees are employed, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of ...