//Defense contractor pays $67K to settle gender bias dispute with GDOL

Defense contractor pays $67K to settle gender bias dispute with GDOL

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U.S. Department of Labor and Defense Contractor Reach Agreement To Resolve Alleged Hiring Discrimination

DOUGLAS, GA – After a U.S. Department of Labor Office of Federal Contract Compliance Programs (OFCCP) investigation, PCC Airfoils – a wholly owned subsidiary of Precision Castparts Corp. – has entered into a conciliation agreement to resolve alleged gender discrimination at its Douglas, Georgia, location. While not admitting liability, the company will pay a settlement of $67,858 to the affected class.

OFCCP’s preliminary findings showed that, from April 1, 2017 to March 31, 2018, PCC Airfoils discriminated against female applicants for operator positions. OFCCP found the company’s actions did not comply with Executive Order 11246, which prohibits federal contractors from gender-based employment discrimination.

In addition to the monetary settlement, PCC Airfoils will review and revise its selection procedures; and train company personnel who recruit, select and track applicants to eliminate the practices related to the alleged discrimination violations.

“The U.S. Department of Labor takes very seriously the contractual obligation that federal contractors make to provide equal employment opportunities for all qualified job applicants, regardless of their sex,” said Office of Federal Contract Compliance Programs Southeast Regional Director Samuel Maiden, in Atlanta, Georgia. “We appreciate this employer’s work toward reaching an agreement that will improve its training, policies and procedures.”

PCC Airfoils manufactures military jet engine parts and maintains U.S. Department of Defense contracts worth more than $3.7 million in 2019.

If you think you may be one of the applicants eligible for back pay or job opportunities from this settlement, or may know someone who is, please visit the OFCCP Class Member Locator for information about this, and other OFCCP settlements.

In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed, or disclosed their compensation or the compensation of others subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit https://www.dol.gov/ofccp/.

The mission of the Department of Labor is to foster, promote and develop the welfare of the wage earners, job seekers, and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.