US Equal Employment Opportunity Commission
PRESS RELEASE
4-25-11
WASHINGTON—To heighten public awareness of gender-based wage discrimination, the U.S. Equal Employment Opportunity Commission (EEOC) will hold a public forum from 10:30 a.m. to1:30 p.m. Eastern on Thursday, April 28, to commemorate Equal Pay Day. The program will be held at the EEOC’s downtown headquarters, 131 M Street, NE, Washington, D.C., and will be open to the public.
The forum will feature the following panels and exhibitors:
10:30-11:30 Closing the Wage Gap—Perspectives on Government Enforcement of Federal Wage Discrimination Laws
Jacqueline A. Berrien, Chair, Equal Employment Opportunity Commission Tom Perez, Assistant Attorney General for Civil Rights, Department of JusticeSara Manzano-Diaz, Director, Women’s Bureau, Department of Labor (DOL)Patricia Shiu, Director, Office of Federal Contract Compliance Programs, DOL Nancy Leppink, Deputy Administrator, Wage and Hour Division, DOL Christine Griffin, Deputy Director, Office of Personnel Management
11:30-12:30 Strategies for Closing the Wage Gap
Cecelie Counts, Legislative Representative, AFL-CIO Deborah Gillis, Senior Vice President, Membership & Global Operations, Catalyst Kate Kimpel, Partner, Sanford Wittels & Heisler, Plaintiffs’ Counsel in Velez v. Novartis Lisa Maatz, Director of Public Policy, American Association of University Women Moderator: Judith Winston, Former Undersecretary and General Counsel, Department of Education
12:30-1:30 Informational Fair: Learn What You Can Do to Close the Wage Gap
Partial List of Exhibitors: DC Office of Human Rights; National Partnership for Women and Families; National Women's Law Center; American Association of University Women; National Committee on Pay Equity; Coalition of Labor Union Women; Executive Office of the Mayor (DC)
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/4-25-11.cfm
Showing posts with label sex-based wage discrimination. Show all posts
Showing posts with label sex-based wage discrimination. Show all posts
Tuesday, April 26, 2011
Monday, February 7, 2011
EEOC Sues Amtrak For Sex-Based Wage Discrimination And Retaliation
U.S. Equal Employment Opportunity Commission
PRESS RELEASE 2-1-11
National Rail Carrier Retaliated Against Female Human Resources Regional Director Because She Complained About Pay Discrimination, Federal Agency Charges
PHILADELPHIA – The nation’s largest rail carrier paid a human resources regional director less money because of her sex and then unlawfully retaliated against her when she complained about the wage discrimination, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit it announced today.
The EEOC charged that beginning in 2001, the National Railroad Passenger Corporation, also known as Amtrak, discriminated against Sheila Davidson in her compensation and work assignments because of her sex. The EEOC said that Amtrak paid Davidson, a human resources manager assigned to the rail carrier’s 30th Street Station in Philadelphia, the same salary as it paid two male human resources regional directors, even though Davidson had more relevant experience and was assigned a far greater workload than her male counterparts.
The pattern of sex discrimination against Davidson continues to have a negative affect on her compensation and benefits even after she was laterally transferred to the position of director of work force planning in 2006, the EEOC said in its lawsuit, filed in U.S. District Court for the Eastern District of Pennsylvania, Civil Action No. 2:11-cv-00692.
The EEOC also charged that Amtrak violated Title VII and the Equal Pay Act of 1963 by unlawfully retaliating against Davidson because she complained about the wage discrimination and filed a charge with the EEOC. The retaliation includes barring Davidson from participating in senior staff meetings, the EEOC said.
Title VII of the Civil Rights Act of 1964 prohibits discrimination in compensation and other terms and conditions of employment based on sex. Both Title VII and the Equal Pay Act prohibit employers from retaliating against an employee who complains about pay discrimination or files a charge of discrimination with the EEOC.
The EEOC filed suit after first attempting to reach a pre-litigation settlement through its conciliation process. In its lawsuit, the EEOC seeks injunctive relief prohibiting discriminatory practices based on sex or retaliation, as well as lost wages and compensatory and punitive damages for Davidson and other affirmative relief.
“As a member agency of the President’s Equal Pay Enforcement Task Force, the EEOC is committed to strong enforcement of the equal pay laws,” said Spencer H. Lewis, Jr., director of the EEOC’s Philadelphia District Office, which oversees Pennsylvania, West Virginia, Delaware, Maryland, and parts of New Jersey and Ohio. “Employers should be on notice that they will be held accountable if they engage in wage discrimination based on sex or if they punish employees who exercise their federal right to complain about sex-based wage disparities.”
EEOC Regional Attorney Debra Lawrence added, “Denying Davidson a salary commensurate with her greater workload not only showed bad business judgment, it also constituted a violation of federal law. We hope this lawsuit reminds all employers to review their compensation policies and practices to make sure they are not engaging in unlawful wage discrimination.”
In Fiscal Year 2010, private sector workplace discrimination charge filings with the EEOC hit an unprecedented level of 99,922, which included a record-high number of retaliation charges (36,258) and sex discrimination charges (29,029).
According to its website, www.amtrak.com, Amtrak operates a nationwide rail network serving over 500 destinations in 46 states and three Canadian provinces on more than 21,000 miles of routes, with more than 19,000 employees.
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/2-1-11.cfm
PRESS RELEASE 2-1-11
National Rail Carrier Retaliated Against Female Human Resources Regional Director Because She Complained About Pay Discrimination, Federal Agency Charges
PHILADELPHIA – The nation’s largest rail carrier paid a human resources regional director less money because of her sex and then unlawfully retaliated against her when she complained about the wage discrimination, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit it announced today.
The EEOC charged that beginning in 2001, the National Railroad Passenger Corporation, also known as Amtrak, discriminated against Sheila Davidson in her compensation and work assignments because of her sex. The EEOC said that Amtrak paid Davidson, a human resources manager assigned to the rail carrier’s 30th Street Station in Philadelphia, the same salary as it paid two male human resources regional directors, even though Davidson had more relevant experience and was assigned a far greater workload than her male counterparts.
The pattern of sex discrimination against Davidson continues to have a negative affect on her compensation and benefits even after she was laterally transferred to the position of director of work force planning in 2006, the EEOC said in its lawsuit, filed in U.S. District Court for the Eastern District of Pennsylvania, Civil Action No. 2:11-cv-00692.
The EEOC also charged that Amtrak violated Title VII and the Equal Pay Act of 1963 by unlawfully retaliating against Davidson because she complained about the wage discrimination and filed a charge with the EEOC. The retaliation includes barring Davidson from participating in senior staff meetings, the EEOC said.
Title VII of the Civil Rights Act of 1964 prohibits discrimination in compensation and other terms and conditions of employment based on sex. Both Title VII and the Equal Pay Act prohibit employers from retaliating against an employee who complains about pay discrimination or files a charge of discrimination with the EEOC.
The EEOC filed suit after first attempting to reach a pre-litigation settlement through its conciliation process. In its lawsuit, the EEOC seeks injunctive relief prohibiting discriminatory practices based on sex or retaliation, as well as lost wages and compensatory and punitive damages for Davidson and other affirmative relief.
“As a member agency of the President’s Equal Pay Enforcement Task Force, the EEOC is committed to strong enforcement of the equal pay laws,” said Spencer H. Lewis, Jr., director of the EEOC’s Philadelphia District Office, which oversees Pennsylvania, West Virginia, Delaware, Maryland, and parts of New Jersey and Ohio. “Employers should be on notice that they will be held accountable if they engage in wage discrimination based on sex or if they punish employees who exercise their federal right to complain about sex-based wage disparities.”
EEOC Regional Attorney Debra Lawrence added, “Denying Davidson a salary commensurate with her greater workload not only showed bad business judgment, it also constituted a violation of federal law. We hope this lawsuit reminds all employers to review their compensation policies and practices to make sure they are not engaging in unlawful wage discrimination.”
In Fiscal Year 2010, private sector workplace discrimination charge filings with the EEOC hit an unprecedented level of 99,922, which included a record-high number of retaliation charges (36,258) and sex discrimination charges (29,029).
According to its website, www.amtrak.com, Amtrak operates a nationwide rail network serving over 500 destinations in 46 states and three Canadian provinces on more than 21,000 miles of routes, with more than 19,000 employees.
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/2-1-11.cfm
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