In a lawsuit filed on Tuesday, October 24 in a California State Court, three women of color allege that Uber Technologies, Inc. has not been paying female and minority engineers fairly. The lawsuit claims part of the problem can be attributed to a performance evaluation system in which supervisors rank their subordinates. It also states that the way starting salaries are determined resulted in lower pay for women. Two of the three women who filed the lawsuit have since left the company.
Office of Federal Contract Compliance Programs (OFCCP) closed out their 2017 fiscal year with several conciliation agreements. Two of those agreements, with CoreCivic and Kulite Semiconductor Products, were to settle allegations of hiring discrimination. While the companies have not admitted to the agency’s allegations, the conciliation agreements were entered into to resolve the alleged violations “without engaging in further legal proceedings.”
The Equal Employment Opportunity Commission (EEOC) recently filed a lawsuit against Consolidated Edison Company (Con Ed) asserting that applicants were required to undergo a medical examination by the company’s Occupational Health department prior to receiving a valid offer of employment. The discrimination complaint filed by a group of job applicants further alleges that Con Ed asked for genetic information as a condition of employment. The lawsuit claims applicants were not hired because of actual or perceived disabilities.
Eight months after the Department of Labor sued Google over refusing to provide pay data amidst an Office of Federal Contract Compliance Programs’ (OFCCP) audit, three female former Google employees have filed a pay equity class action lawsuit against the company.
On August 22, 2017, a federal judge in the District of Columbia ordered the Equal Employment Opportunities Commission (EEOC) to reconsider its rules regarding Employer Wellness Program incentives as they relate to compliance with the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA).
On August 11, 2017, Office of Federal Contract Compliance Programs (OFCCP) issued a consent decree for B&H Foto & Electronics Corp. to resolve allegations of hiring, compensation, and promotion discrimination. What is a consent decree? It is an agreement or settlement to resolve a dispute between two parties—in this case between OFCCP and B&H Foto—without an admission of liability or guilt.
On July 26, 2017, the U.S. Equal Employment Opportunity Commission (EEOC) announced a $10.5 million settlement with Bass Pro Outdoor World, LLC for an alleged hiring discrimination and retaliation lawsuit filed by the agency almost six years ago, on September 21, 2011.
KPMG, one of the world’s largest accounting firms, has agreed to pay $420,000 to resolve allegations of hiring discrimination at its Short Hills, NJ location. The firm entered a conciliation agreement with the Office of Federal Contract Compliance Programs (OFCCP) as a result of an investigation that started in 2011.
Office of Federal Contract Compliance Programs (OFCCP) has entered into a conciliation agreement with Aramark Uniform Services to settle allegations of hiring discrimination against male applicants and placement discrimination, or steering, against female hires, both for production positions in the contractor’s Evansville, IN facility. Aramark is a provider of uniform services and supplies, and the Evansville, IN location provides both uniform rentals and uniform services.