Millennials love information. Information means transparency. And that means pay equity cannot hide. A case in point: The EEOC prevailed where two high school friends, Jensen Walcott and Jake Reed, applied to work at Pizza Studio as “pizza artists” in 2016. After both were interviewed and offered jobs, Walcott and Reed discussed their starting wages. Upon learning that Reed–the male– was offered 25¢ more per hour, Walcott called the restaurant to complain about the unequal pay. When she did so, the company immediately withdrew its offers of employment from both Walcott and Reed. Not the best practice, maybe the worst.
The Kansas federal court ordered that compensatory, liquidated and punitive damages be paid by the store’s holding company (the store had closed). A very expensive lesson learned:
- Rectify don’t retaliate when mistakes are discovered;
- REVIEW PAY PRACTICES–we can help. We have a comprehensive pay equity service that has already helped many clients;
- Workers, particularly millennials, will talk about pay and will publish information found online. Keep ahead of trouble with fair pay policies.
We can help. Check out our Pay Equity Service http://www.foleyworkplacelaw.com/pay-equity-audit-service.htm