April 4, 2016

Employment Law Navigator – Week in Review: April 2016

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Last week, five members of the U.S. Women’s Soccer team took the unprecedented step of filing a charge of discrimination with the Equal Employment Opportunity Commission over their pay. The players argue that despite generating over $20 million more in revenue than their male counterparts, female players are paid “thousands of dollars less than the men at nearly every level of competition[.]” When asked about the claims, former EEOC Chair Ida Castro stated, “[I]t will be difficult for the employer to justify the differential in pay.”

Discrimination

While several states continue to legislate anti-LGBT discrimination, corporate America has begun to boycott states where the legislation has been proposed or implemented.
The EEOC sued a manufacturing-tool company for its failure to hire a machinist after a medical screening showed the machinist suffered from a visual impairment.
The U.S. Department of Labor blogged about a conference dedicated to accessible workplace technology.
A former city administrator brought a lawsuit claiming he was terminated because of his age and in retaliation for complaining about discrimination, claiming the mayor said he was “too old to go out on calls.”

Technology

The platform Comparably, which allows individuals to report employment and compensation data, reported the wage gaps in the tech industry.
Business Insider created an infographic showing all the jobs that robots will replace.
Venture Beat speculated about the death of email and the technology ready to replace it.
Inc covered a new wearable that promises to give wearers pleasant electroshocks that reduce stress.
Jacob Morgan discussed the top five HR trends for 2016 and beyond.

In other developments:

A task force in Chicago recommended employers in that city offer five paid sick leave days per year.
Mike Haberman explained why it is so important to have accurate time records.
A Harvard Business Review study showed that employers with a bad reputation have a 10 percent higher cost-per-hire.

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DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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Gender-Based Pay Discrimination

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Employment Law Navigator – Week in Review: April 2016

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