Illinois law protects workers from pay discrimination, but proving it requires strong evidence. Keeping detailed records can help workers fight for fair wages.
Understanding wage discrimination
Employers must pay workers fairly for equal work. The Equal Pay Act of 2003 and other state laws prevent pay differences based on race, sex, or other protected characteristics. However, some companies still pay workers unfairly, hoping they will not notice or take action. A worker who believes they are being underpaid needs solid proof to support a case.
Of course, discrimination does not always happen in obvious ways. Some workers may receive lower starting wages, smaller raises, or fewer bonuses compared to others doing the same job. Others receive less valuable projects or fewer hours, affecting their overall earnings. Keeping track of these patterns helps workers identify wage discrimination.
Collecting relevant evidence
Clear and detailed records are vital for proving wage discrimination. Pay stubs are one of the most important pieces of evidence. They show how much a worker earns and allow for comparisons with coworkers. Workers should keep copies of their paychecks, direct deposit records, and any bonus or overtime payments.
Job descriptions and performance reviews also help build a case. These documents show that a worker’s duties and skills match those of higher-paid employees. If a worker receives strong performance reviews but still earns less than others, it may suggest unfair pay practices.
Communication records, such as emails or memos, can provide useful evidence. If a supervisor makes comments about pay differences or an employer gives vague reasons for a lower salary, an employee should save this information. Workers should also document conversations about wages, noting dates and key details.
Every worker deserves compensation equal to what they are worth, and solid evidence can help them achieve that goal. Detailed records make it easier to prove unfair treatment and demand fair pay.
