A Virginia home-building company dragged its feet when a qualified female employee sought to be promoted to a purchasing manager, according to a lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). When the company finally did promote the woman, it paid her a lower salary than male purchasing managers, even though she was doing substantially equal work, according to the EEOC. Now the home builder will pay $45,000 to settle the suit. (EEOC v. Stanley Martin Companies, LLC)
Managers beware: These are the kinds of cases the EEOC aggressively pursues. Enforcement of equal pay laws and targeting compensation systems and practices that discriminate based on gender is of one of six national priorities identified by EEOC’s Strategic Enforcement Plan.
- Failure to investigate alleged harassment brings EEOC lawsuit
- Plug the generation gap
- Before assigning work based on employee and client race, double-check for bias
- Genetic information and testing under Michigan law and GINA
- 3rd Circuit takes dim view when employees appeal decisions in frivolous lawsuits