In recent news that Costa Mesa-based labor and employment attorney Vincent Howard has been following, the U.S. Equal Employment Opportunity Commission (EEOC) has recently announced the settlement of a sex discrimination lawsuit-- where two women were reportedly paid less than their male colleagues who performed the same work.
According to the EEOC, Health Management Group, Inc. (HMG) will pay $260,000 to settle the gender wage discrimination lawsuit filed by the agency--after Donna Davidson and Krishna McCollins, both directors of franchise development for HMG, were allegedly compensated less than the male employees who shared equal work responsibilities. In addition to the monetary relief, HMG is required to provide training to all of the group's employees, supervisors and managers on the rights of employees, and the obligations that employers have under Title VII of the Civil Rights Act of 1964, and the Equal Pay Act.
As Vincent Howard frequently discusses in Howard Law's Carson employment attorneys blog, under Title VII of the Civil Rights Act of 1964, it against the law for employers to engage in sex or gender discrimination in any aspect of employment, including job hiring, compensation, assignments, promotions, job termination, layoffs, job training, and other employment terms or conditions.
Under the Equal Pay Act of 1963, which is part of the Fair Labor Standards Act of 1938 (FLSA) and enforced by the EEOC, sex-based wage discrimination is prohibited between women and men in the same workplace, who have employment duties that require equal skill, effort and responsibility under similar work conditions in regard to minimum wage, or overtime compensation.