EQUAL PAY ACT COMPLAINT

EEOC Administrative Charge / Civil Action Template

IMPORTANT EPA-SPECIFIC INFORMATION

Key Differences from Other Discrimination Claims

1. No EEOC Charge Required: Unlike Title VII, you do NOT need to file an EEOC charge or obtain a Right to Sue letter before filing a lawsuit under the Equal Pay Act. You may go directly to court.

2. Coverage: The EPA covers virtually all employers. There is no minimum employee threshold like other discrimination laws.

3. Protected Class: The EPA prohibits sex-based wage discrimination. Both men and women are protected.

4. Strict Liability Standard: No proof of discriminatory intent is required. The focus is on whether unequal pay exists for equal work.

5. Statute of Limitations:
   - 2 years from each discriminatory paycheck (non-willful violations)
   - 3 years from each discriminatory paycheck (willful violations)
   - Each paycheck restarts the clock under the Lilly Ledbetter Act

6. Damages: Back pay, liquidated damages (double back pay for willful violations), and attorney's fees.

SECTION 1: FILING OPTION

Choose Your Filing Path:

☐ Option A: Filing with EEOC (can also include Title VII sex discrimination claim)
☐ Option B: Filing directly in court (no EEOC filing required)
☐ Option C: Both EEOC charge and court filing

Note: Filing with EEOC does NOT toll (pause) the statute of limitations for court filing.

SECTION 2: COMPLAINANT INFORMATION

Full Legal Name: _____________________________________________________

Street Address: _______________________________________________________

City: _________________________ State: _________ Zip Code: __________

Home Phone: _________________________ Cell Phone: ___________________

Email Address: ________________________________________________________

Sex/Gender: __________________________________________________________

SECTION 3: EMPLOYER INFORMATION

Company Legal Name: _________________________________________________

Street Address: _______________________________________________________

City: _________________________ State: _________ Zip Code: __________

Phone Number: _______________________________________________________

Number of Employees: _________________________________________________

Industry/Type of Business: ______________________________________________

Is the Employer Engaged in Interstate Commerce? ☐ Yes ☐ No

(The EPA applies to employers engaged in interstate commerce or producing goods for commerce)

SECTION 4: EMPLOYMENT INFORMATION

Your Job Title: ________________________________________________________

Department: __________________________________________________________

Date of Hire: _________________________________________________________

Current Status:
☐ Currently Employed
☐ Terminated - Date: _____________________________________________________
☐ Resigned - Date: _______________________________________________________

Work Location: ________________________________________________________

SECTION 5: YOUR COMPENSATION

A. Current/Most Recent Compensation

Pay Type: ☐ Hourly ☐ Salary ☐ Commission ☐ Other: ___________________

Base Pay Rate: $ _________________ per ☐ Hour ☐ Week ☐ Month ☐ Year

Hours Worked Per Week: _______________________________________________

Overtime Rate (if applicable): $ _________________________________________

B. Compensation History

C. Benefits Received

☐ Health insurance
☐ Retirement/401(k)
☐ Bonuses
☐ Stock options
☐ Paid time off
☐ Other: ________________________________________________________________

SECTION 6: COMPARATOR INFORMATION

A. Comparator Employee(s)

Identify the employee(s) of the opposite sex who perform(s) substantially equal work but receive(s) higher pay:

Comparator 1:

Name (if known): ________________________________________________________

Sex/Gender: ____________________________________________________________

Job Title: ______________________________________________________________

Department: ____________________________________________________________

Pay Rate: $ _____________ per ☐ Hour ☐ Week ☐ Month ☐ Year

Date Hired: _____________________________________________________________

How do you know their pay rate?

___________________________________________________________________________

Comparator 2:

Name (if known): ________________________________________________________

Sex/Gender: ____________________________________________________________

Job Title: ______________________________________________________________

Department: ____________________________________________________________

Pay Rate: $ _____________ per ☐ Hour ☐ Week ☐ Month ☐ Year

Date Hired: _____________________________________________________________

How do you know their pay rate?

___________________________________________________________________________

Comparator 3:

Name (if known): ________________________________________________________

Sex/Gender: ____________________________________________________________

Job Title: ______________________________________________________________

Department: ____________________________________________________________

Pay Rate: $ _____________ per ☐ Hour ☐ Week ☐ Month ☐ Year

Date Hired: _____________________________________________________________

How do you know their pay rate?

___________________________________________________________________________

B. Pay Differential

Your Pay Rate: $ _____________________________________________________

Comparator's Pay Rate: $ ______________________________________________

Pay Difference: $ _________________ (Amount) __________ % (Percentage)

SECTION 7: SUBSTANTIALLY EQUAL WORK ANALYSIS

The EPA requires that jobs be "substantially equal" - not identical. Jobs are compared based on skill, effort, responsibility, and working conditions.

A. Job Duties Comparison

Your Job Duties:

1. ________________________________________________________________________

2. ________________________________________________________________________

3. ________________________________________________________________________

4. ________________________________________________________________________

5. ________________________________________________________________________

Comparator's Job Duties:

1. ________________________________________________________________________

2. ________________________________________________________________________

3. ________________________________________________________________________

4. ________________________________________________________________________

5. ________________________________________________________________________

B. The Four Factors

1. SKILL (Experience, training, education, ability required)

Your Qualifications:
- Education: _____________________________________________________________
- Experience: ____________________________________________________________
- Training: ______________________________________________________________
- Certifications/Licenses: _________________________________________________

Comparator's Qualifications (if known):
- Education: _____________________________________________________________
- Experience: ____________________________________________________________
- Training: ______________________________________________________________
- Certifications/Licenses: _________________________________________________

Are the skill requirements substantially equal? ☐ Yes ☐ No

Explanation:
___________________________________________________________________________

2. EFFORT (Physical or mental exertion needed)

Your Job's Effort Requirements:
☐ Physical labor required: ________________________________________________
☐ Mental concentration required: __________________________________________
☐ Pace/workload demands: ________________________________________________

Comparator's Effort Requirements:
☐ Physical labor required: ________________________________________________
☐ Mental concentration required: __________________________________________
☐ Pace/workload demands: ________________________________________________

Is the effort required substantially equal? ☐ Yes ☐ No

Explanation:
___________________________________________________________________________

3. RESPONSIBILITY (Degree of accountability)

Your Responsibilities:
☐ Supervisory duties: ____________________________________________________
☐ Budget authority: $ ____________________________________________________
☐ Decision-making authority: ______________________________________________
☐ Accountability for outcomes: _____________________________________________

Comparator's Responsibilities:
☐ Supervisory duties: ____________________________________________________
☐ Budget authority: $ ____________________________________________________
☐ Decision-making authority: ______________________________________________
☐ Accountability for outcomes: _____________________________________________

Is the responsibility substantially equal? ☐ Yes ☐ No

Explanation:
___________________________________________________________________________

4. WORKING CONDITIONS (Physical surroundings and hazards)

Your Working Conditions:
☐ Work environment: _____________________________________________________
☐ Hazards/Risks: ________________________________________________________
☐ Schedule: _____________________________________________________________

Comparator's Working Conditions:
☐ Work environment: _____________________________________________________
☐ Hazards/Risks: ________________________________________________________
☐ Schedule: _____________________________________________________________

Are the working conditions substantially equal? ☐ Yes ☐ No

Explanation:
___________________________________________________________________________

C. Same Establishment

Do you and the comparator(s) work at the same establishment? ☐ Yes ☐ No

Location where you work: _________________________________________________

Location where comparator works: _________________________________________

SECTION 8: EMPLOYER'S POTENTIAL DEFENSES

The employer may justify a pay differential based on the following affirmative defenses. If you are aware of any information regarding these factors, please provide:

Seniority System

Does the employer have a formal seniority system? ☐ Yes ☐ No ☐ Unknown

Your seniority: __________________________________________________________

Comparator's seniority: ___________________________________________________

Merit System

Does the employer have a formal merit pay system? ☐ Yes ☐ No ☐ Unknown

Your merit ratings: _______________________________________________________

Comparator's merit ratings (if known): _____________________________________

System Measuring Quantity or Quality of Production

Is pay based on measurable production? ☐ Yes ☐ No ☐ Unknown

Description: _____________________________________________________________

Factor Other Than Sex

Has the employer given any reason for the pay differential? ☐ Yes ☐ No

If yes, what reason? _____________________________________________________

Do you believe this reason is pretextual? ☐ Yes ☐ No

Explanation:
___________________________________________________________________________
___________________________________________________________________________

SECTION 9: PAY HISTORY AND DISCRIMINATION TIMELINE

A. When Did Pay Discrimination Begin?

Date you became aware of pay disparity: _________________________________

Date pay discrimination first occurred (if different): _______________________

How did you learn about the pay disparity?
☐ Told by coworker
☐ Company records
☐ Salary survey/posting
☐ Accidentally discovered
☐ Other: ________________________________________________________________

B. Ongoing Discrimination

Is the pay discrimination continuing? ☐ Yes ☐ No

Date of most recent discriminatory paycheck: _____________________________

Under the Lilly Ledbetter Fair Pay Act, each paycheck that reflects the discriminatory pay is a new violation.

SECTION 10: COMPLAINTS AND REPORTING

Did you complain to the employer about the pay disparity? ☐ Yes ☐ No

If yes:

To whom: _______________________________________________________________

Date: __________________________________________________________________

How (verbal, written, HR): ________________________________________________

Employer's response: _____________________________________________________

Did you experience any retaliation for raising pay concerns? ☐ Yes ☐ No

If yes, describe: _________________________________________________________

SECTION 11: CALCULATION OF DAMAGES

A. Back Pay Calculation

Note: Back pay is limited to 2 years prior to filing (3 years for willful violations).

B. Liquidated Damages

For willful violations, you may be entitled to liquidated damages equal to back pay:

Estimated Liquidated Damages: $ ___________________________________________

C. Total Estimated Damages

SECTION 12: STATE-SPECIFIC NOTES

California

• State Law: California Equal Pay Act, Labor Code § 1197.5
• Broader Protections: California's law also prohibits pay discrimination based on race and ethnicity
• Comparator Standard: "Substantially similar work" (broader than federal "equal work")
• No Same Establishment Requirement: Can compare across different locations
• Salary History Ban: Employers cannot ask about salary history
• Statute of Limitations: 2 years (3 years for willful)

Texas

• State Law: Texas Labor Code § 21.051 prohibits sex discrimination including compensation
• Fair Pay Act: Texas law generally follows federal EPA standards
• Filing: Can file with TWC-CRD or directly in court

Florida

• State Law: Florida Civil Rights Act provides some protection
• No Specific State EPA: Federal EPA is primary source of protection
• Filing: Can file with FCHR or directly in court

New York

• State Law: New York Labor Law § 194 (New York Equal Pay Act)
• Broader Standard: "Substantially similar work" (2019 amendments)
• Protected Classes: Sex, race, and other protected characteristics
• Salary History Ban: Employers cannot ask about salary history (state and NYC)
• Filing: Can file with DHR or directly in court

SECTION 13: EVIDENCE

Documents You Have:

☐ Pay stubs (yours)
☐ Pay stubs (comparator's, if available)
☐ Offer letters showing compensation
☐ Job descriptions
☐ Performance evaluations
☐ Emails regarding compensation
☐ Company pay scales or salary bands
☐ Job postings with salary information
☐ Witness statements
☐ Other: ________________________________________________________________

SECTION 14: WITNESSES

SECTION 15: RELIEF REQUESTED

☐ Back pay (2 years, or 3 years if willful)
☐ Liquidated damages (equal to back pay for willful violations)
☐ Equalization of pay going forward
☐ Injunctive relief (policy changes)
☐ Attorney's fees and costs
☐ Other: ________________________________________________________________

SECTION 16: TITLE VII COMPANION CLAIM

The same facts that support an EPA claim may also support a Title VII sex discrimination claim.

Do you wish to file a Title VII claim as well? ☐ Yes ☐ No

If yes:
- An EEOC charge IS required for Title VII (unlike EPA)
- Title VII has a 180/300 day filing deadline
- Title VII allows compensatory and punitive damages (EPA does not)
- Title VII requires showing discriminatory intent (EPA does not)

SECTION 17: STATUTE OF LIMITATIONS

Federal EPA

Lilly Ledbetter Fair Pay Act: Each paycheck that reflects discriminatory compensation is a new violation that restarts the statute of limitations.

Your Most Recent Paycheck Date: _______________________________________

2-Year Deadline: ______________________________________________________

3-Year Deadline: ______________________________________________________

SECTION 18: VERIFICATION AND SIGNATURE

I hereby certify that the information provided in this complaint is true and correct to the best of my knowledge, information, and belief.

I understand that:
- The Equal Pay Act prohibits sex-based wage discrimination
- I may file a lawsuit without first filing an EEOC charge
- Filing an EEOC charge does not extend the deadline for filing a lawsuit
- Both men and women are protected under the EPA

Signature: ____________________________________________________________

Printed Name: _________________________________________________________

Date: ________________________________________________________________

ATTACHMENT CHECKLIST

☐ Pay stubs showing your compensation
☐ Pay information for comparator(s) (if available)
☐ Job descriptions (yours and comparator's)
☐ Offer letter or employment contract
☐ Performance evaluations
☐ Any written complaints made to employer
☐ Emails or documents related to compensation
☐ Witness contact information
☐ Additional pages for detailed statement

FILING INSTRUCTIONS

Option A: File with EEOC

• Submit this charge to your local EEOC office
• Note: EEOC filing does NOT extend lawsuit deadline

Option B: File Directly in Court

• Prepare a formal complaint under Federal Rules of Civil Procedure
• File in U.S. District Court or state court
• No EEOC charge required

Option C: Both

• File EEOC charge to preserve Title VII claim
• File court case for EPA claim

The Equal Pay Act provides an important remedy for wage discrimination. Because you can file directly in court and the statute of limitations continues to run even if you file with the EEOC, consultation with an employment attorney is strongly recommended.