Over the last week, two unrelated stories caught my eye. For employers, they are a reminder that claims of pay inequality based on gender are still something to be concerned about.
The first story is that Governor Malloy announced plans for a new study to examine “factors that contribute to the gender wage gap in Connecticut’s workforce.”
The study will be run by new Connecticut Department of Labor Commissioner Sharon Palmer and Department of Economic Development Commissioner Catherine Smith. The Governor has asked the commissioners to make recommendations on the issue by October 2013.
I’ve talked about this issue before; there are some who believe that the wage gap is overstated. But the study will make headlines this year and this renewed focus in Connecticut on the issue should have employers revisiting their own practices.
The second story illustrates the claim in much more real world terms and shows the perils of trying to navigate your way through such claims.
In Morse v. Pratt & Whitney, decided last week, a federal court — among other issues — denied an employer’s motion for summary judgment on an Title VII unequal pay claim.