US Soccer Makes Landmark Deal to Pay Men’s and Women’s National Teams Equally

US Soccer Makes Landmark Deal to Pay Men’s and Women’s National Teams Equally

After a group of top women’s players sued U.S. Soccer for gender discrimination in 2019, US Soccer has announced that they will have new contracts that will pay both women’s and men’s teams equally. This landmark decision will also include splitting World Cup prize money. 

These collective bargaining agreements were made after a decades-long fight by the U.S Women’s National Team (USWNT) for equal pay and fair treatment. 

The women’s national team has been recognized as U.S. Soccer’s most successful team, winning 4 Olympic gold medals and more World Cups than any other country. Contentions over the gender pay gap grew after the women’s consecutive World Cup championships in 2015 and 2019, while the men’s team failed to qualify for the 2018 tournament. 

In 2019, top women’s players sued U.S. Soccer for inequalities in treatment and pay, and won the lawsuit. U.S. Soccer agreed to pay $24 million to settle once a new Collective Bargaining Agreement was made.

As part of the latest bargaining deal, the USWNT will get $7.2 million in this year’s pool and includes a 68 percent increase to $120,000 for what players can earn in this summer’s World Cup qualifying tournament. These agreements run through 2028 and covers two World Cup cycles. 

Unlike the vast disparities in past distributions of FIFA’s prize money, under the new deals, U.S. Soccer will put 90 percent of the prize money from both the men’s and women’s World Cups into a pool for players to split. This is a groundbreaking move for U.S. Soccer as no other federation has gone as far as splitting World Cup prize money. 

Also included under the deals:

1/ U.S. Soccer will share commercial revenues with the players; 

2/ Both Men’s and Women’s games will be played on similar surfaces (grass or turf);

3/ Travel budgets will be comparable and both teams will have equal number of charter flights;

4/ U.S. Soccer agreed to establish protections to prevent harassment and other misconduct such as ability to anonymously report abuse.  More than a half-dozen players accused U.S. Soccer of willful inaction following abuse by coaches;

5/ Expanding parental benefits like childcare to not only USWNT but also for USMNT.

Now that new collective bargaining agreements have been made, the 2019 settlement can be finalized. With the decades long fight now settled, all that is left for the USWNT is to focus on the World Cup!

In many places, including under California law, paying less to one gender for the same work is illegal.  The movement towards gender pay equity is here to stay.  But, for the most part, men and women’s professional sports have not been considered equal.  Think NBA vs. WNBA.  Do you think this precedent will change pay practices in other women’s professional sports?

Learn More About Gender Discrimination / Wage and Hour Law

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LinkedIn Paying $1.8 million in Gender Pay Discrimination Case

LinkedIn to pay $1.8 Million in Pay Discrimination Settlement

As part of a settlement in a gender-based pay discrimination case, LinkedIn is set to pay $1.8 million in back wages to approximately 700 female employees.

The U.S. Labor Department investigators had made a pay discrimination complaint against LinkedIn, the career-networking platform, after a routine compliance evaluation found that from March 2015 to March 2017, LinkedIn failed to comply with equal pay law. The employer had been underpaying about 700 female workers in its San Francisco and Sunnyvale, California offices. The affected women were being paid less than men in comparable job roles in its Engineering, Product, and Marketing Departments.

Though LinkedIn has agreed to settle, the company denies the government’s claims of pay discrimination and insists that their models didn’t identify pay disparities, stating that LinkedIn has paid employees fairly and equitably. LinkedIn officials quote a pay study conducted in 2021 that found female employees earning $.99 for every $1 earned by a male employee, and that in the U.S., employees of color earned the same as White employees.

However, the Labor Department’s analysis found significant pay disparities. Federal laws ban any discriminatory pay practices especially in companies like LinkedIn that contracts with the government. As part of the settlement, LinkedIn is expected to pay $1.8 million in back pay and interest to resolve the violations.

The breakdown will be as follows:
• Sunnyvale Engineering: $719,592 in back pay plus $13,120 in interest
• Sunnyvale Product: $370,974.00 in back pay plus $13,120.00 in interest.
• San Francisco Engineering: $232,448.00 in back pay plus $13,120.00 in interest.
• San Francisco Marketing: $424,506.00 in back pay and $13,120.00 in interest.

LinkedIn also agreed to host a staff-training program to ensure compliance with non-discrimination policy and will evaluate that staff salaries are gender neutral for the next 3 years and make salary adjustments accordingly. LinkedIn will also revise its compensation policies and allow reporting to guarantee compliance with federal contract obligations. The Labor Department hopes these changes ensure LinkedIn understands its obligations as a federal contractor.

In addition to these federal laws, California has strict gender pay equity laws that requires women be paid the same as men for equal work.

Learn More About Gender Discrimination / Wage and Hour Law

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President Biden Signs Executive Order to Narrow the Gender Pay Gap for Federal Workers

President Biden Signs Executive Order to Narrow Gender Pay Gap

On Equal Pay Day, March 15, 2022, President Joe Biden signed an executive order aiming at tackling the gender pay gap for federal workers. The executive order encourages the government to consider banning federal contractors from seeking information about job applicants’ prior salary history. 

President Biden encouraged private companies to follow suit and make efforts to narrow the gender pay gap because gender equality is not just a women’s issue but also affects the entire nation’s economy and competitiveness.

In related efforts, the labor department issued a directive to strengthen obligations for audits of payrolls to counteract pay disparities based on gender, race, or ethnicity. The Office of Personnel Managed was also directed to consider a regulation to address the use of prior salary history in setting compensation for federal workers.

This Equal Pay Day drew attention to the pandemic’s affect on women’s labor force participation. There was about 1.1 million fewer women in the labor force this year than in 2020, with low-paid workers hit the hardest, leaving middle- and higher-paid workers insulated from the pandemic. Vice President Kamala Harris aired that the pandemic has only deepened inequities especially as caregiving has become more expensive and inaccessible. And emphasized how African-American women, Latina women, and Native-American women lose hundreds of thousands of dollars over a 40-year career span.

As a result, President Biden has focused on combatting occupational segregation to give better access to women into, primarily male-dominated, well-paying jobs. In October 2021, The Biden administration issued a national gender strategy to advance women and girls’ full participation in society. 

In the end, Equal Pay Day highlighted the continuing wage-gap with the White House reporting that in 2020, the average woman earned 83 cents on the dollar compared with a male colleague doing the same work and that this gap is even bigger for African-American and Native American women and Latinas. Further, social security benefits for women are 80% of those for men.

California has already banned asking applicants about their prior salary history.  California has also passed strong gender pay equity laws.  We handle many such cases.  

What do you think is the right approach to gender pay equity?

Learn More About Gender Discrimination / Wage and Hour Law

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Shirazi Law Firm Announced as a Top Los Angeles Employment Law Firm by UpCity! 

Shirazi Law Firm is announced as Top Employment and Labor Law Firm in Los Angeles and Nationally according to upcity

Shirazi Law Firm is thrilled to officially announce that we have been recognized as one of the top employment and labor law firms in Los Angeles and nationally by UpCity! 

From wrongful termination to discrimination to harassment, we handle all types of employment law cases. We have helped past clients achieve significant results against some of the world’s biggest companies, ensuring that California’s workers are never taken advantage of. This is only one reason our Los Angeles-based firm has been recognized by UpCity as not only one of the best employment and labor law firms in Southern California but also nationally in the United States

UpCity is a resource that helps connect businesses to service providers they can trust. With more than 70,000 listed providers—from marketing agencies to accounting firms to HR consultants to IT specialists, and many more—2 million businesses (and counting) have visited UpCity to research and identify the best partner for their needs. 

Dan Olson, CEO of UpCity, had this to say about the Shirazi Law Firm team: 

“When it comes to labor and employment cases, you need the right attorney behind you. The Shirazi Law Firm has proven time and time again that they’re one of the best employment law firms in California and the country as a whole.” – Dan Olson, CEO, UpCity 

This recognition has been driven in large part by our perfect 5-star UpCity review rating Here are a few of our favorite pieces of feedback we’ve received from our amazing customers: 

· “I could not have hired a better pregnancy discrimination lawyer than Emanuel Shirazi and team. Mr. Shirazi’s skill, passion, heart, patience and tenacity led to me getting an amazing 7 figure result. If you are looking for an employment lawyer in Los Angeles or anywhere in Socal, he is your guy hands down 100%” – Julie Vas 

· “Emmanuel did an amazing job on my case! He was very involved and communicated throughout the entire process. He made sure I was comfortable with the decisions and negotiated the best results! I have already recommended two of my friends to him. You are making the right choice choosing Shirazi Law Firm!” 

We’d like to thank UpCity for recognizing us with this tremendous honor. It’s truly incredible to be amongst such incredible firms in the UpCity community.

 

Learn More About Shirazi Law Firm’s Owner and Attorney Emanuel Shirazi

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Prevailing Wage Lawyer in Los Angeles

Construction Workers Representing Prevailing Wage Law

Prevailing wage is a base pay rate established by California law to ensure that all construction workers engaged in public works projects are paid adequately for the craft they are working in (i.e. electricians etc…). It is a combination of an hourly pay rate plus fringe benefits. Payment of the prevailing wage is supposed to ensure that contractors will hire qualified workers and the public entity will therefore receive quality work.

But, many contractors and sub-contractors take advantage of the higher pay they receive from public entities by paying their employees less than the prevailing wage rate. 

If you believe you have not been paid the proper prevailing wage or been retaliated against for complaining about prevailing wage violations call us now for a free confidential case evaluation at 310-400-5891 for your free intake.

The US Department of Labor states that typical prevailing wage violations include:

  • Misclassification of laborers and mechanics
  • Failure to pay full prevailing wage, including fringe benefits, for all hours worked (including overtime)
  • Inadequate recordkeeping, such as not counting hours worked or not recording hours worked by an individual in two or more classifications during a day
  • Failure to submit certified payrolls

If you are fired or retaliated against for complaining about not receiving prevailing wages, you may also have a wrongful termination/retaliation claim.

Who is subject to receiving prevailing wages?

All construction personnel who actually work on a public works project are required to receive prevailing wages. Professional or support personnel such as architects, clerical staff or security guards are not subject to prevailing wages. Bona fide material suppliers who deliver materials to a job site are not subject to payment of prevailing wages. However if they then begin to help with the construction/installation, they are covered from that point forward.

What about Certified Payrolls?

Certified Payrolls provide a true and accurate record of the labor hours worked on a project. They are signed under penalty of perjury and are due weekly from the prime contractor and ALL subcontractors, owner-operators, vendors and suppliers who provide personnel to work at the job site. Prime contractors are responsible for ensuring that ALL subcontractors, etc. submit the required payroll documents.

Must a worker be in a union to get prevailing wages?
NO.

Common classifications include:

  1. Laborer
  2. Carpenter
  3. Electrician
  4. Iron Worker
  5. Journeyman
  6. Cement Mason
  7. Fence Builder
  8. Teamster
  9. Painter
  10. Landscaper
  11. Boilermaker
  12. Pile Driver
  13. Drywall Installer
  14. Hazardous Material
  15. Asbestos Worker
  16. Operating Engineer
  17. Parking & Highway Improvement

If you believe you have not been paid the proper prevailing wage or been retaliated against for complaining about prevailing wage violations call us now for a free confidential case evaluation at 310-400-5891.

Learn more about Wage and Hour Law in California.

Photo by Josue Isai Ramos Figueroa on Unsplash

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Disability and Medical Leave at Work in Los Angeles

Today I want to talk about disability and medical leaves at work. Under California law, disability is any serious medical condition and can be temporary, as long as it’s not something trivial like a cold or a sore throat.

Disability and medical leave violations are one of the most common issues we handle such as when an employer fires an employee while they’re on disability, medical or pregnancy leave because:

  • They ran out of FMLA.
  • Don’t qualify for FMLA.
  • Ask for too much time off.
  • Don’t have a set in stone return to work date.
  • The employer says they can’t meet the accommodations request.

In California this is likely illegal if they have five or more employees. A thorough discussion is also required by the employer with the employee to determine if a reasonable accommodation is possible such as time off, change in position, and change in hours. Also – you don’t have to be a hundred percent healed in order to be allowed back to work.

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6 Tips to Find the Best Employment Attorney

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Sean ‘Diddy’ Combs Sued by Former Personal Chef for Sexual Harassment

Cindy Rueda, Sean Combs’ former lead chef, is suing the famous rapper, actor, and producer for a variety of things including sexual harassment, retaliation, defamation, failure to pay overtime wages, emotional distress, and a hostile work environment. Rueda began working for Combs in January of 2015 under the following conditions; she would work from 9a – midnight(sometimes 2a), 6 days a week, for a flat rate of $150 per day (about $11.50 per hour.) When Combs asked if she wanted to be hired as a full-time employee, she refused due to the unreasonable hours and pay. Occasionally, Rueda was also required to accompany Combs when he traveled to events outside of LA. For these occasions, Rueda was not given additional income.

Here is what we know about the additional allegations: 

  1. Rueda made multiple wage complaints to Stacey Friend, Combs’ estate director. Friend instructed Rueda to keep track of her hours. 
  2. Throughout her employment, Rueda was misclassified as an exempt employee, and not paid for overtime. 
  3. Rueda was required to serve Combs and his guests’ food during or immediately after they engaged in sexual activities. 
  4. Rueda was required to serve food to a naked Combs following sexual activity. Combs then asked her if his naked body made her uncomfortable or if she was attracted to it. 
  5. Combs’ naked house guest asked Rueda to look at his body and to admire his genitals. 
  6. Rueda complained, once again, to Stacey Friend about the inappropriate behavior. 
  7. Instead of taking Rueda’s complaints seriously, Rueda believes she was framed for theft and then terminated.
  8. Iris, the executive housekeeper, told Rueda that she found a watch in Combs’ trash can and if she wanted to take it. Knowing that Combs frequently discards items such as this, Rueda said yes. Days later, Rueda was accused of theft. 
  9. Rueda was told that they would not turn her in for theft as long as she signed a waiver of all rights and claims against Combs. Rueda returned the watch and refused to sign anything because she believed she was set up.
  10. Upon termination, Rueda was not paid all of her earned wages. 
  11. During her employment, Rueda encountered verbal harassment, obscene language, and demeaning comments, and was repeatedly exposed to unwanted sexual advances and uncomfortable situations. 

By suing, Rueda is hoping to recover lost wages as well as non-economic losses including humiliation, pain, and suffering. 

What do you think of Rueda’s claims?  Was she set-up? 

*image by Caroline Attwood

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NBA’s Milwaukee Bucks Settle Dancers Class Action for Unpaid Wages

Lauren Herington, a former dancer for the Milwaukee Bucks, brought a class action on behalf of herself and other dancers against the NBA team back in 2015. She claimed that during her employment she and fellow dancers got paid less than minimum wage for the hours they spent training, attending costume fittings, making charity appearances, posing for photo shoots, practicing, and performing during games. 

The dancers were paid as follows: 

$65 for games

$30 for practice

$50 for special events

Nearly two years later, Milwaukee Bucks have finally reached a settlement with the dancers and have agreed to pay out $250,000. So what does that amount look like when split up?

Herington would receive $10,000. Herington’s attorneys would receive $115,000. The remainder of the settlement would be divided amongst Herrington and 40 other dancers who were employed from September 12, 2012-July 31, 2015, and would be based on the hours each woman worked. The affected women would have to opt in to receive their share in exchange for waiving their legal claims.  Those that choose not to opt in, could potentially file their own suit against The Bucks.

The Bucks deny any wrongdoing, saying that the only reason they settled was to avoid a potentially costly litigation process. Regardless of whether you buy their reasoning, the Bucks are on a growing list of teams who have had to settle similar unpaid wage claims in the last few years including: the Tampa Bay Buccaneers (who had to shell out $825,000), the Oakland Raiders (who had to pay a whopping $1.24 million), and the Cincinnati Bengals (who had to cough up $255,000.) 

Why do you think professional sports teams pay their cheerleaders/dancers so little?

*image by Keith Allison

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Minor League Baseball Players Try to Sue for Minimum Wage and Overtime

Ever wonder why minor league baseball games are so cheap? Well, it probably has something to do with the fact that minor league baseball players are some of the worst paid athletes. To put things in perspective, a minor league baseball player can expect to earn between $3,000 to $7,500 for a five-month season which includes intense physical training, 60-hour workweeks, and little to no chance of promotion. With wages like that, players have no other option but to share an apartment with many other players and sleep on air mattresses (for lack of money to buy real furniture). Though the league gives players $25 per diem, players often end up relying on cheap and unhealthy food due to their grueling hours and exhaustion .In addition, the league insists that a typical season also includes “training” months in which players are required to work for no pay. 

An average major league player, however, can earn as much as $30 million per year.

How has the league gotten away with this? 

A clause in the 1938 Labor Standards Act exempts Major League Baseball because players do not endure a regular 40-hour workweek. In addition, the league is considered an amusement establishment that “does not operate for more that seven months in any calendar year.”

There are currently two cases open against the league, Senne vs. MLB which claims that the MLB has violated several federal minimum wage law, and Miranda vs. Selig, which claims that the minimum wage violation allegations stem from an old exemption from federal antitrust law. Both cases are having a hard time making any positive headway.

Players could join together to form a union, but many fear that they would be silenced or replaced for standing up against the league, thus jeopardizing their boyhood fantasy of going major. 

The Save America’s Pastime Act, introduced to the House by Republican Brett Guthrie and Democrat Cheri Bustos on June 24, 2016 would remove the League’s exemption from having to obey minimum wage laws. The suit would also require the league to back pay minor league workers based on overtime laws. 

Do you think minor league baseball players should at least receive minimum wage and overtime? 

*image by Unsplash

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Shirazi Law Firm, PC

Shirazi Law Firm, PC

1875 Century Park East,
Suite 1025,
Los Angeles, CA 90067

Phone: 310 400 5891
Fax: 888 908 7359