29 C.F.R. § 1620.29
Relationship to other labor laws
If a higher minimum wage than that required under the FLSA is applicable to a particular sex pursuant to State law, and the employer pays the higher State minimum wage to male or female employees, it must also pay the higher rate to employees of the opposite sex for equal work in order to comply with the EPA. Similarly, if overtime premiums are paid to members of one sex because of a legal requirement, such premiums must also be paid to employees of the other sex.
Notes of Decisions
Cited in 1
case, 1987–1987 · leading case: Karen D. Peters, Cross-Appellants v. The City of Shreveport, Cross-Appellee, 818 F.2d 1148 (5th Cir. 1987).
Karen D. Peters, Cross-Appellants v. The City of Shreveport, Cross-Appellee, 818 F.2d 1148 (5th Cir. 1987). “The EEOC, in its amicus brief, suggests the possible applicability of its interpretation to be codified at 29 C.F.R. § 1620.29 : If a higher minimum wage than that required under the FLSA is applicable to a particular sex pursuant to State law, and the employer pays the higher…”
Annotations are extracted automatically from the opinions in the
Syfert caselaw corpus and ranked by authority, recency, and
treatment. Dots show Syfertize treatment of the citing case itself.