Texas-based Dell Inc. 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, according to a recently filed federal lawsuit.
According to the U.S. Equal Employment Opportunity Commission’s (EEOC) lawsuit, Kea Golden was an IT analyst with 24 years of work experience in the technology industry. Dell acquired the company Golden worked for and hired her and a male analyst coworker at the same time. 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.
The EEOC said the wage gap between Golden and her mail colleague was not corrected despite Golden’s complaints to the company.
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. The EEOC filed suit, Civil Action No. 3:20-cv-03131-L, in U.S. District Court for the Northern District of Texas, Dallas Division, after first attempting to reach a pre-litigation settlement through its conciliation process. 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.
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