![]() First Metropolitan Financial Services, Inc. A woman hired as a systems analyst with 24 years of experience in IT, was paid $17,510 less per year than a male coworker who was hired at the same time and did the same work. Dell agreed to pay $75,000 in monetary relief to the female employee, provide specialized training on equal pay laws, and post a notice about employees’ rights to equal pay. The EEOC sued Dell alleging that the computer company paid a female information technology (IT) systems analyst less than a male co-worker who did the same work. 2, 2021) (Female IT analyst paid less than male for same work). ![]() The EEOC sued leading auto dealerships in the Baltimore area of Maryland alleging that the dealership paid a female dispatcher hundreds of dollars less each month than a male dispatcher performing equal work and then fired her after she complained. In addition to providing $62,500 in monetary relief to the dispatcher, the two-year consent decree requires the dealership to adopt policies of equal pay for equal work, train its managers and supervisors on preventing sex-based wage discrimination, and report to the EEOC on how it handles any pay discrimination complaints. 30, 2022) (Female employee paid less than male employee and then fired in retaliation). The company also agreed to raise the pay of a still-employed female project manager to correspond with her male counterpart. A three-year consent decree resolving the litigation provides $210,000 in monetary relief to two female employees and requires the company to implement enhanced compensation and discrimination policies, training for human resources and management officials, and notices to employees about their rights. EEOC sued the HVAC design and installation services company, alleging that female project managers were paid much less than male colleagues performing equal work, and in many instances, had more experience and seniority. May 9, 2023) ( HVAC company resolves lawsuit alleging discrimination against female employees paid less than men). Lacey’s Place must also post a notice at its worksite about the lawsuit and submit written reports twice a year to the EEOC. The suit was resolved through a four-year consent decree providing $92,964 in monetary relief and requiring Lacey’s Place to develop and distribute a written policy against sex-based pay discrimination and retaliation, as well as conduct anti-discrimination training and a pay equity study of current district manager pay. ![]() EEOC filed a lawsuit alleging that the video gaming parlor paid female district managers less than men with similar experience and education and fired a female manager in retaliation for complaining of the pay disparity. May 26, 2023) ( gaming parlor chain resolves lawsuit alleging pay discrimination and retaliation against female workers). Lacey's Place LLC Series Midlothian d/b/a Lacey's Place, No. Some notable cases include: District Court Litigation The EEOC has recovered millions of dollars for workers subjected to compensation discrimination and obtained significant injunctive relief to remedy discriminatory practices and prevent future violations. Combatting pay discrimination is a top national priority for the agency. Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and the Genetic Information Nondiscrimination Act prohibit pay discrimination based on race, color, religion, sex (including pregnancy, sexual orientation and gender identity), national origin, age, disability, or genetic information. ![]() Equal Employment Opportunity Commission (EEOC) enforces the Equal Pay Act of 1963 (EPA), which requires that men and women in the same workplace be given equal pay for equal work. ![]()
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