EEOC's Gender-Based Pay Discrimination Lawsuits in the D.C. Metro Area

The EEOC has filed three lawsuits alleging gender-based pay discrimination in the D.C. metro area. T...

Posted by Michiko Clark, Associate HR Consultant on September 29 2017

Gender based pay in DC Metro Area.jpgThe EEOC has filed three lawsuits alleging gender-based pay discrimination in the D.C. metro area. The defendants were George Washington (GW) University, National Association for Education of Young Children (NAEYC), and Vadar Ventures, Inc. who acted on behalf of Total Quality Building Services. The suits were filed after pre-litigation settlements failed in all three cases. The GW and NAEYC cases were filed in the U.S. District Court of Washington. The Total Quality case was filed in the U.S. District Court for the Eastern District of Virginia (Alexandria Division). The EEOC is seeking back pay, compensatory, punitive, and liquidated damages, in addition to injunctive relief to discontinue the discriminatory practices.

Gender pay discrimination charges in each case are as follows:

George Washington University-Civil Action No. 1:17-cv-01978

The EEOC charged George Washington University with unlawfully paying a female Executive Assistant to the university’s Athletic Director less than a male Executive Assistant and failure to promote the female employee. It is also alleged that the female employee was subjected to unequal terms and conditions of her employment because of her gender.

National Association for Education of Young Children (NAEYC)-Civil Action No. 17-cv-01989

In this case, the EEOC charged the NAEYC, a professional membership organization, with paying a female Associate Editor at a lower rate than her male counterpart.

Total Quality Building Services- Civil Action No. 17-cv-01083-TSE-IDD

This lawsuit charged Total Quality Building Services, a minority-owned janitorial services company, with paying a female Day Porter less than her male co-worker who performs the same job duties, and for firing the female worker in retaliation for complaining about the unequal pay to management.

What can be seen from these three recently filed cases is that EEOC ‘s focus on equal pay is still very present and moving full steam ahead. We will be keeping close track on the development of these cases as more updates made available. Subscribe to BALANCEview HR Blog and stay tuned as we monitor this and other EEOC events.

Pay Equity Analyses Services

Post Your Comments Here