To settle claims of gender-based wage disparities in the engineering department, $122,299 is to be disbursed in owed salaries and interest.

The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has reached a conciliation agreement with Michael Baker International Inc. to address allegations of pay discrimination against female employees in the engineering functional unit. This agreement follows a routine compliance review by OFCCP, which found that the employer had been paying female professionals in its engineering unit less than their male counterparts since January 1, 2020. This action is a violation of Executive Order 11246, which prohibits federal contractors from discriminating in employment decisions based on race, color, religion, sex, sexual orientation, gender identity, or national origin.

Under the terms of the agreement, Michael Baker International will pay $122,299 in back wages and interest to the affected female employees. The company has also agreed to conduct a compensation analysis for the affected group and make salary adjustments if any significant pay disparities are found based on gender. Additionally, the company will review and revise its overall compensation system and provide enhanced training to managers to ensure future compliance with equal pay laws.

According to OFCCP Regional Director Samuel B. Maiden, “The conciliation agreement with Michael Baker International demonstrates the Department of Labor’s continued efforts to bridge gender wage gaps and successfully achieve pay equality for women.” Michael Baker International, headquartered in Pittsburgh, is a provider of engineering and consulting services and holds federal contracts with agencies such as the General Services Administration, Federal Emergency Management Agency, and the U.S. Department of Defense.

In addition to Executive Order 11246, OFCCP enforces other laws that prohibit discrimination in employment, including Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws protect individuals with disabilities and veterans from discrimination in the workplace.

This conciliation agreement serves as a reminder to federal contractors to ensure compliance with equal pay laws and to take proactive measures to address any potential pay disparities based on gender or other protected characteristics. Employers should regularly review their compensation systems and make necessary adjustments to ensure fair and equal pay for all employees.  

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