Deloitte has spent a lot of time lately fending off legal claims from former employees. But today, Big D threw in the towel and settled claims of wage discrimination at a Deloitte Services office in the Nashville area by agreeing to pay $275,000 in back wages and interest to 34 female employees.
According to the U.S. Department of Labor:
During [a routine compliance review by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs], OFCCP found that Deloitte Services LP discriminated when it paid female employees in technology services in Hermitage, Tennessee, less than their male counterparts. OFCCP also found that the federal contractor failed to adequately evaluate female placement rates into certain positions within the Market Development function at its Atlanta, Georgia, location and the Workplace Services function at its Hermitage, Tennessee, location.
“The U.S. Department of Labor is committed to combating pay discrimination and ensuring fair compensation of all employees,” said Office of Federal Contract Compliance Programs Deputy Director Patricia Davidson, in Washington, D.C. “Deloitte Services LP is working cooperatively with the Department to resolve these matters and to prevent similar issues from happening again.”
Deloitte Services LP will pay back pay and interest to 34 female employees in technology services, ensure that its compensation policies and pay procedures are free from discrimination, and provide training to all managers, supervisors and other company officials who oversee pay decisions in the Tennessee and Georgia locations. The contractor denies the allegations.
OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed, or disclosed their compensation or the compensation of others subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action.
This is actually the first we’ve heard of this particular wage discrimination case, so we don’t have much more to add. And if you think you’re eligible for back pay from this settlement, or know someone who is, the OFCCP says you should click here.