Equal Pay your rights. Our Fight.

Des Moines Equal Pay Lawyers

Protecting Employee Rights in Iowa & Minnesota

Ensuring fair compensation practices is a fundamental aspect of workplace equality. Several federal and state laws protect employees in Iowa and Minnesota from unequal pay, addressing wage discrimination based on factors such as gender, race, religion, and more.

Newkirk Zwagerman, P.L.C. is a prominent employment law firm that fights for equal pay and other employee rights. With 70+ years of collective experience, our attorneys are well-equipped to represent you in seeking legal recourse against employers who violate the law. Our firm has resolved thousands of cases through negotiation and litigation in the courts.

Request a free initial consultation with a Des Moines equal pay attorney at Newkirk Zwagerman, P.L.C.. Email us on our online contact form or call (515) 497-9409 to make an appointment.

Understanding Your Rights Under Equal Pay Laws in Des Moines

Federal Laws

Under federal law, an employer may not pay employees doing equal or similar work differently based on gender. Until recently, women were the only group protected from equal pay differences because of the long history of women earning much less per hour for their work than men.

This federal law is the Equal Pay Act of 1963 (EPA), which prohibits wage discrimination based on gender. It requires that men and women performing substantially equal work in the same workplace receive equal pay. To determine equality, job roles are compared based on skill, effort, responsibility, and working conditions. Employers cannot justify pay disparities by relying on gender-based decisions.

Furthermore, Title VII of the Civil Rights Act of 1964 addresses pay discrimination beyond gender, covering race, color, religion, sex, or national origin. It prohibits discriminatory practices in pay, benefits, or employment terms to ensure that employees are treated equitably regardless of their characteristics.

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Defending Your Dignity Bold Representation for Bold Change

See What Sets Us Apart

Equity for All

Fighting for your rights, we work towards the fundamental equality of every individual.
Accountability-Focused

We work to ensure organizations are responsible for creating fair and just workplaces.
Employee Advocates

We empower our clients to have their voices heard and their rights protected.
Fostering Inclusion

At our core, we drive positive change through education and implicit bias training.

State Laws

Iowa state law protecting against unequal pay includes the Iowa Civil Rights Act, which extends protections against pay discrimination based on:

Race
Creed
Color
Sex
Sexual orientation
Gender identity
National origin
Religion
Disability

It applies to employers throughout Iowa and requires them to adhere to fair pay practices and refrain from discriminatory actions that affect employee compensation.

While Iowa does not have a separate equal pay statute, the provisions within the Civil Rights Act allow employees to file complaints with the Iowa Civil Rights Commission if they believe they have experienced wage discrimination.

In Minnesota, the Minnesota Human Rights Act

Race
National origin
Sex
Marital status
Disability
Sexual orientation
Public assistance status
Familial status

Minnesota has further strengthened its commitment to pay equity through additional legislative efforts. For instance, the Women’s Economic Security Act promotes gender pay equity by requiring large state contractors to certify compliance with equal pay standards. This means that businesses working with the state must follow fair compensation policies.

Common Violations of the Equal Pay Act

Despite its clarity, violations of the Equal Pay Act still occur in various forms:

Unequal wages for the same role: An employee receives less pay than a colleague of the opposite sex for performing the same job with similar skills and responsibilities.
Discriminatory pay structures: Salary scales or bonus systems that inherently favor one gender over another.
Disguised job titles: Different job titles are used for positions that are otherwise equal to justify unequal pay.

Steps to Take If You Experience Pay Discrimination

If you believe you are a victim of pay discrimination, take action promptly:

Document evidence: Keep records of your paychecks, job duties, and any statements by managers that indicate gender-based salary differences.
Speak to your employer: Address the discrepancy with your HR department or manager and inquire about the pay difference.
File a claim: If your employer does not resolve the matter, you can file a complaint with enforcement agencies such as the U.S. Equal Employment Opportunity Commission (EEOC) for federal claims or state-specific commissions like the Iowa Civil Rights Commission or the Minnesota Department of Human Rights.
Seek legal advice: Engaging an attorney at Newkirk Zwagerman, P.L.C. can give you the understanding you need about your rights and options. You may have an equal pay claim under state or federal law.

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Potential Damages in Equal Pay Violations

Victims of pay discrimination may seek compensation for:

Back pay: Recovery of wages lost due to the disparity.
Compensatory damages: These cover non-economic losses such as emotional distress, mental anguish, reputational harm, or other personal hardships.
Liquidated damages: Potentially equal to the amount of back pay in cases of willful violations.
Legal fees: Reimbursement of attorney and court fees.

Call us today at (515) 497-9409 or fill out our online form for a free consultation to discuss your equal pay concerns. Let us help you pursue the compensation you deserve and champion your rights in the workplace.

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