The Australian soccer federation announced a landmark agreement with the players union to bridge the pay gap between the men’s and women’s national teams. The issue of equal pay for female athletes was at the forefront during the World Cup winning celebrations of the US Women’s National Team (USWNT) earlier this year. The USWNT are suing the sport’s governing body for gender discrimination, arguing that payments have not been equal despite overwhelming success compared to their male counterparts.
The U.S. Supreme Court has agreed to take on two issues that directly impact Federal Contractors this week. The first case is based on the Civil Rights Act of 1964 and debates the question of if that statue extends anti-discrimination provisions based on sexual orientation or transgender status. Federal appeals courts have come to opposing conclusions on this provision, from New York, Georgia, and Illinois.
All 28 members of the women’s national soccer team have filed a complaint against the USSF (United States Soccer Federation) due to the federation’s refusal to alter their pay practice. The suit was filed on International Women’s Day and was a follow-up to the action filed by Hope Solo last summer. For more information on that lawsuit, please refer to our previous blog here.
Hope Solo, a former goalkeeper for the U.S. women’s national soccer team, has filed a lawsuit in California Federal Court against the U.S. Soccer Federation for violating the Equal Pay Act.
The EEOC recently announced a settlement with the cosmetics maker Estée Lauder for $1.1 million. The cosmetic giant was charged with discriminating against male employees by providing less paid leave and related benefits after the birth or adoption of a new child, than what was provided to female employees.
In late April, Computer giant Dell EMC, headquartered in Hopkinton, Massachusetts, was ordered to pay more than $2.9 million in back wages to settle a claim of paying women and some minority employees less than their white male counterparts. The pay inequities allegedly began in 2012 in their Pleasanton and Santa Clara, CA locations and in two North Carolina locations beginning in 2014. The settlement is a result of routine compliance evaluations initiated by the OFCCP. Some areas of the alleged discrimination are:
Recently, New Jersey governor Phil Murphy signed a bill aimed at promoting equal pay for workers. This law promotes equal pay for workers regardless of race or gender. According to estimates, women in New Jersey earn roughly 81 cents on the dollar compared to men, which is closely in line with the national pay gap of 80 cents on the dollar.
Uber Technologies Inc. recently agreed to a preliminary settlement of class claims alleging the ride-sharing giant discriminated against female and minority engineers. Employees who filed the suit claimed that Uber violated the California Equal Pay Act and Private Attorneys General Act, stating that female and employees of color were valued less than male, white, or Asian American peers. The employees claim this resulted in lower performance ratings despite equal or better performance and lower pay.
Fastenal has entered into a conciliation agreement with the OFCCP to settle allegations of hiring discrimination at its Denton, Texas facility. According to the conciliation agreement, OFCCP alleges that between November 6, 2012 – November 6, 2014, Fastenal discriminated against female, Black, and Hispanic applicants in the hiring process for its 8B Part-Time Laborer Job Group. The Conciliation Agreement notes the total adjusted shortfall, accounting for race/ethnicity and gender, is 55. To resolve these claims, Fastenal has agreed to pay $250,000 and to hire at least 55 eligible class members (36 females, 17 Blacks, and seven Hispanics) within the next 24 months, unless it exhausts the list of eligible class members prior to this date.
The Office of Federal Contract Compliance Programs (OFCCP) has entered into a conciliation agreement with Birds Eye Foods, LLC to settle allegations of hiring, placement, and housing discrimination at its location in Darien, Wisconsin. OFCCP alleges three separate violations of discrimination. The first violation alleges hiring discrimination against female applicants for fulltime and seasonal laborer positions. The second violation alleges placement discrimination against Hispanics for fulltime laborer positions. The third allegation is that Birds Eye discrimination against females by failing to provide temporary housing to female seasonal workers. In total, the monetary settlement of all claims amounts to just over one million dollars. All allegations cover the period September 24, 2010 through at least September 24, 2012.