U.S. Department Of Labor & LinkedIn ‘Enter Agreement To Resolve Alleged Pay Discrimination’ On Behalf Of 686 Female Workers In California - Employment Networking Site Operator ‘To Pay $1.8 Million In Back Wages & Interest’
(SAN FRANCISCO, CALIFORNIA) - The U.S. Department of Labor and the LinkedIn Corporation have entered into a Conciliation Agreement to resolve allegations of systemic, gender-based pay discrimination by the operator of employment-oriented websites and mobile Apps at its San Francisco and Sunnyvale, California facilities.
A routine Office of Federal Contract Compliance Programs’ (OFCCP) compliance evaluation found from March 1st, 2015, through March 1st, 2017 that LinkedIn failed to comply with Executive Order 11246.
Specifically, OFCCP alleged the employer did not provide equal pay to the affected Female Workers in positions in its Engineering and Marketing Job Family Groups in San Francisco and its Engineering and Product Job Family Groups in Sunnyvale.
Under the terms of the agreement, LinkedIn will do the following: Pay $1.8 million in back wages and interest to the affected Workers; Conduct a Staff Training Program to ensure compliance with LinkedIn’s non-discrimination obligations; and Evaluate - for the next three years - whether the company’s compensation is gender-neutral and make salary adjustments if not. LinkedIn will also revise its compensation policies and practices and agreed to monitoring and reporting to ensure compliance with Federal contract obligations.
“Our agreement with LinkedIn resolves alleged pay discrimination that denied (686) Female Workers at the company’s San Francisco and Sunnyvale locations their full wages,” explained Office of Federal Contract Compliance Programs Regional Director Jane Suhr in San Francisco. “In addition to recovering ($1.8 million) in back wages and interest for these Workers, our agreement will ensure that LinkedIn better understands its obligations as a Federal Contractor and complies in the future.”
In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974.
These authorities, 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, Federal 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.
To Directly Access This U.S. Department Of Labor News Release, Go To: www.dol.gov/newsroom/releases/ofccp/ofccp20220503
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