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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Video Game Giant Activision Blizzard Settles On $18 Million To Victims Of Sexual Harassment And Discrimination

Activision Blizzard Sexual Harassment and Discrimination Lawsuit

Activision Blizzard, a video game company giant, has agreed to settle a workplace discrimination lawsuit filed by the EEOC. The company will pay $18 Million and individuals who were employed after September 2016 that have a harassment, discrimination, or retaliation claim will be eligible at a piece of the settlement.

The EEOC filed the discrimination lawsuit after a three-year investigation initiated by several harassment, discrimination, and retaliation complaints by Activision employees. It found that the company failed to take corrective and preventative measures on sexual misconduct complaints. 

The DFEH alleged that Blizzard Entertainment had a pervasive “frat boy” culture where employees, under management’s instruction, would drunkenly go around the workplace harassing and groping female employees. On top of the rampant pay discrimination, victims of such harassment were punished when they spoke up against the unwanted behavior.

Throughout the investigations it was uncovered that Bobby Kotick, Activision Blizzard CEO, knew for years about the sexual harassment complaints, including alleged rapes, but did not inform the board of directors, even after investigations began in 2018. It wasn’t until September 2021, when he was subpoenaed that the reports of misconduct were disclosed. Afterwards, Activision issued a press release in which they stated that they continue to quickly work at addressing and resolving workplace issues.

Several employees filed sexual harassment lawsuits against Activision. These employees describe a culture of sexual harassment and assault at the company. One current employee disclosed that she was subjected to frequent sexual advances, and another employee was subjected to sexual harassment, battery, and assault by management. When employees spoke up or tried to speak up, they were reprimanded, ridiculed, threatened with retaliation or told that human resources was not going to help. These victims demand from Blizzard an increased settlement amount in excess of $100M as an acceptable apology for the damage endured.

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Former Black Employees Sue Google For Racial Discrimination

Google Racial Discrimination

A lawsuit filed against Google claims it has a pattern and practice of racial discrimination toward minority employees. The lawsuit was filed on behalf of April Curley and other former and current black employees at Google. 

Plaintiff to the suit, April Curley, was a Google diversity recruiter for six years. She is claiming wrongful termination because Google fired her after she told managers she was creating a report on discriminatory practices. Curley and other women were retaliated against after trying to report the racist culture they experienced in Google.

When first hired by Google, Curley was placed in an entry-level position, drastically below her qualifications of a master’s degree and five years of experience. She was also consistently passed up for promotions. Curley was restrained to this entry-level classification for six years! Google had blocked her promotion with the excuse of there being no budget for it and instead decided to wrongfully terminate Curley. 

Part of the allegations included that Google steered new Black employees toward lower-level roles that kept them at less pay and kept them from opportunities for advancement. Plaintiff claims that when black employees opposed these discriminatory practices, they were faced with a hostile work environment and retaliation.

According to Google’s 2021 annual diversity report, the company recognizes a need to change structural inequities, yet they have not done so. The suing, former employees, including April Curley, were exceptional employees at Google but were discriminatorily treated and pushed out. While Google aimed at increasing diversity, they were actually undervaluing and underpaying their black employees—leading to their higher turnover. The proposed class action seeks that employees get their positions back and be awarded the full compensation and benefits owed, and future losses.

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National Origin & Race Discrimination – Case Example

A recently handled national origin and racial discrimination case

Lisa is a young woman of Chinese descent. Lisa was subjected to harassment and discrimination at work based on her national origin and race.

Lisa’s boss would make racist comments such as “fucking Chinese people”, constantly saying that there are too many Chinese employees and saying that they needed to stop hiring Chinese people. Lisa’s employer additionally instructed Lisa not to hire certain types of people, such as “blacks.” Lisa protested and complained about the racist comments to her employer.

Instead of trying to cure the discrimination and harassment as required by law, Lisa’s employer retaliated against her and terminated her employment because she protested her boss’ discrimination and harassment.

California’s Fair Employment and Housing Act prohibits an employer, including any supervisor, from harassing or discriminating an employee based on national origin or race. We helped Lisa get justice for the racial harassment and retaliation she endured. We were able to get her a favorable settlement.

If you have been harasseddiscriminated, or retaliated against based on a protected category such as race or national origin, give us a call at 310-400-5891 for your free intake.

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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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Mishandling Of Sexual Harassment Allegations Lead To Firing Of Several CVS Executives

An internal investigation found that several executives at CVS botched the handling of sexual harassment allegations. These findings prompted CVS CEO Karen Lynch to fire several executives and overhaul the company’s sexual harassment policy. 

Ms. Lynch took over as CEO in February 2021 for CVS making it the largest company by revenue to be run by a female CEO. Lynch made the changes to personnel after learning of complaints about a New Jersey regional manager who was allegedly harassing and inappropriately touching at least two female employees at work. 

Lynch personally oversaw the investigation into allegations against the manager. In January, when investigations concluded, Lynch ordered his dismissal as well as several of the manager’s superiors for failing to treat sexual harassment allegations with the seriousness they deserve.

The removal included an executive who supervised the regional manager and a human-resources executive, while a third executive left the company during the investigation.

Lynch then informed about 450 senior leaders at the company of the decision and revealed  plans to create an office for CVS that would offer its employees a confidential channel through which they can bring complaints of harassment. 

In a later memo, Ms. Lynch made clear that the company does not tolerate harassment or hostile behaviors regardless of position and will not tolerate inaction from those responsible of escalating concerns. She points out efforts to improve internal reporting, investigation, and the creation of a confidential channel for concerns. And allures to a review of procedures in the company’s human resources, legal department, and arbitration.

Do you think CVS is actually taking sexual harassment seriously now?

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“King of Comedy” Jerry Lewis Under Fire for Sexual Harassment and Assault

Jerry Lewis Accused of Sexual Harassment and Sexual Assault

Several actresses have accused comedian Jerry Lewis of sexual harassment and sexual assault. These claims were brought to light during interviews led by investigative film-makers Amy Ziering and Kirby Dick. 

While investigating countless abuse allegations from Hollywood, the film-makers discovered that many of Lewis’ former co-stars had unsettling claims about the comedian. The film-makers had several sit-down conversations with the actresses and turned them into a feature and short film for the “Hollywood Issue.” 

Actresses that will be included in the short are: Hope Holiday (The Ladies Man), Jill St. John (Who’s Minding the Store?), Anna Maria Alberghetti (Cinderfella), Karen Sharpe (The Disorderly Orderly), Renée Taylor, vocalist Lainie Kazan, and several others. While all disturbing, Sharpe and Holiday’s are most severe.

Karen Sharpe alleges that Jerry Lewis attacked her in his office. She claimed that Lewis grabbed her, then attempted to fondle her, and began to take off his pants. Sharpe fought him off but then had to deal with a toxic filming environment as Lewis gave orders to the crew to not speak or rehearse with her.

Hope Holiday alleges that Lewis had locked her in his dressing room, then proceeded to “talk dirty” and masturbate. Holiday was torn about reporting the actor after the events because she had a signed contract with Lewis and the studio.

These allegations brought forth by Lewis’ co-stars add to the #MeToo movement’s focus on shining a spotlight on the misconduct in Hollywood and bringing abusers like Jerry Lewis out of cover. 

What do you think of these allegations?

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Congress Passes Law Prohibiting Forced Arbitration of Sexual Harassment & Assault Cases 

Congress and senate approve sexual harassment bill 2022

Congress has approved a new bill that would end forced arbitration in workplace sexual harassment and sexual assault cases and would allow people to file a lawsuit in court if the alleging party chooses. The measure was originally introduced in 2017 by Sen. Kristen Gillibrand, D-N.Y., and Sen. Lindsey Graham, R-S.C. The bill had uncommonly strong bipartisan support and will soon be signed by President Joe Biden.

This law is a big win for the #MeToo movement that has prompted criticism on how sexual misconduct claims are handled. It is also a big win for all employees and likely other consumers who are forced into arbitration. Sen. Kristen Gillibrand claims it to be one of the most significant labor law changes in American history.

The bill would:
1/ nullify the language in employment contracts that force employees to bring sexual assault or harassment cases through arbitration—a process that is biased against employees and disproportionally benefits employers.
2/ bar arbitration clauses found in service agreements that have prevented those sexually assaulted in nursing homes or massage parlors from taking their claims to court.
3/ allow the alleging party to elect to file a lawsuit through the courts instead of forced arbitration—which has repeat player arbitrators who make the decisions, limited discovery, is without a jury, and without a chance to appeal a decision.
4/ allow for the publication of sexual misconduct allegations that stay secretive through the arbitration process. The secretiveness of arbitration has allowed corporations to avoid changing policies, protected perpetrators from public accountability, and has allowed for serial abusers to avoid removal. In effect, the nullification of the clause with this bill can kick start change in the workplace and can bring about justice for victims of sexual harassment and sexual assault.

Employer defenders of the arbitration process argue it is faster and less costly than court. Yeah, less costly for them. As Senator Graham pointed out, it doesn’t harm business to ensure harassment victims are treated fairly.

It’s estimated that 60 million American workers have arbitration clauses in their employment contracts. This new bill would open the door for people who were bound by these arbitration contracts to finally take legal action and return them their constitutional right of their day in court.

Learn More About Sexual Harassment Law / How to Report Sexual Harassment at Work?

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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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Shirazi Law Firm, PC

Shirazi Law Firm, PC

1875 Century Park East,
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Phone: 310 400 5891
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