Assemble the comparison record for an equal-pay claim
Key facts
- Human involvement
- YellowClose supervision
- How AI is used
- From the pay records the lawyer selects, list the jobs being compared, the establishment, the rates of pay, and whether the papers describe the skill, effort, responsibility, and working conditions of each job. Do not decide that the work is equal and do not write a charge.
- What the lawyer must review
- No employer having employees subject to 29 U.S.C. § 206 shall discriminate, within any establishment, on the basis of sex by paying wages at a rate less than the rate paid to employees of the opposite sex in that establishment for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions (§ 206(d)(1)). The statute excepts a seniority system, a merit system, a system which measures earnings by quantity or quality of production, and a differential based on any other factor other than sex. You decide whether the work is equal, whether an exception applies, and what is filed. Opinion 512 requires you to verify the comparison.
- Written for / version
- United States versionUS
Who does what
| Role | What they do |
|---|---|
| Assistance | Potential support includes identifying points for review. Confirm the tool’s capability and permitted scope. |
| Lawyer | Set the scope, supervise the work closely, verify every part relied on, resolve omissions and exceptions, and approve the exact output. |
Checklist
- Check the current court or regulator requirements, prescribed form and attachments for the intended document and filing.
- Verify the applicable jurisdiction and the version of each relevant law, rule or instrument in force at the material time.
- Confirm the output against the client’s instructions and the complete relevant source material, including omissions or contradictions.
- Resolve exceptions and record the responsible lawyer’s approval of the exact output and intended use.