![]() “Dell’s approach to establishing salaries for Ms. Golden for her work,” said Joel Clark, a senior trial attorney in the EEOC’s Dallas District Office. In this case, the EEOC seeks back pay, compensatory and punitive damages and injunctive relief, including an order barring Dell from engaging in discriminatory treatment in the future. District Court for the Northern District of Texas, Dallas Division, after first attempting to reach a pre-litigation settlement through its conciliation process. Such alleged conduct violates the Equal Pay Act (EPA) and Title VII of the Civil Rights Act of 1964, both of which prohibit discrimination in compensation based on sex. Despite the fact both Golden and the male analyst performed the same tasks, assignments and work, Dell paid Golden $17,510 less than the male analyst. Dell acquired the company Golden worked for and hired her and a male analyst coworker at the same time. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit it filed today.Īccording to the EEOC’s lawsuit, Kea Golden was an IT analyst with 24 years of work experience in the technology industry. violated federal law by paying lesser wages to a female IT analyst than it paid to a male employee performing work that required substantially equal skill, effort and responsibility, the U.S. Recent pay equity claims have involved employers within the early learning education sector.DALLAS - Dell, Inc. The Secretary for Education acts as the sole “employer” for the purpose of pay equity claims in schools. Requirements for employers named in a pay equity claim More about employee rights under the new pay equity laws We recommend that anyone affected by the current pay equity claims, or any future claims, seek independent legal advice to understand how the new pay equity laws might impact them. ![]() We have a legal requirement to pass the name and contact details of employees who remain in the claim to the union who raised the claim unless they choose to opt-out of the claim within a set timeframe. the notification will outline an affected employee’s options on whether they would like to stay in or opt-out of the claim.the Ministry of Education has to write to all employees affected by current education-sector pay equity claims, and future pay equity claims if they arise, advising them that they are covered by the claim and giving them certain information, including the employee’s ability to opt out the claim.The Commissioner has delegated his functions and powers to the Secretary for Education. The Act makes the Public Service Commissioner the ‘employer’ for the purpose of pay equity claims for registered kindergarten teachers and employees in state and integrated schools. The recent amendments introduced several new requirements for how pay equity claims are progressed. This Act seeks to make it easier to raise pay equity claims and encourages collaboration and evidence-based decision making to address pay inequity, rather than relying on the courts. The purpose of amendments to the Equal Pay Act (the Act) is to lay out the process for employees and unions to raise, progress and resolve pay equity claims, aligned with New Zealand’s existing bargaining framework. ![]() Education sector workforce employees and employers.Learn about new requirements under the Equal Pay Act which was amended in 2020. Ministry Bulletin for School Leaders | He Pitopito Kōrero.Actions for schools for pay equity claims.Employee rights under the Equal Pay Act.Administration Support Staff in Schools Pay Equity Claim.Librarians and Library Assistants' Pay Equity Claim.Pay equity claims in the education sector.School planning and reporting: Te Whakangārahu Ngātahi | Planning Together for Ākonga Success. ![]() Property, procurement and school transport. ![]()
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