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Alabama Equal Pay Acts: What you need to know

Alabama does not have a state law that requires employers to pay equal wages to men and women for equal work performed under similar conditions. However, Alabama employers that are engaged in interstate commerce may be covered by the federal Equal Pay Act.
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Under the Lilly Ledbetter Fair Pay Act of 2009, the federal fair employment laws were amended so that each paycheck affected by an employer's prior discriminatory practice or decision constitutes an unlawful discriminatory act that triggers a new deadline for filing a pay discrimination claim. An employee alleging discrimination must be able to show that the paycheck or other compensation was affected by a past discriminatory act.
Comparable worth is a legal theory holding that two jobs that are not equal in duties or conditions should nonetheless be paid equally if they are of comparable value, or worth, to the employer. Alabama has not incorporated comparable worth theory into its statutes. There are more details on comparable worth issues.
Last reviewed April 2016.

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We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave


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