SAN FRANCISCO – The U.S. Department of Labor and LinkedIn Corp. have entered into a conciliation agreement to resolve allegations of systemic, gender-based pay discrimination by the operator of employment-oriented websites and mobile apps at its San Francisco and Sunnyvale, California, facilities.
A routine Office of Federal Contract Compliance Programs’ compliance evaluation found that – from March 1, 2015, through March 1, 2017 – LinkedIn failed to comply with Executive Order 11246. Specifically, OFCCP alleged that the employer did not provide equal pay to the affected female workers in positions in its Engineering and Marketing job family groups in San Francisco, and its Engineering and Product job family groups in Sunnyvale.
Under the terms of the agreement, LinkedIn will do the following:
Pay $1.8 million in back wages and interest to the affected workers.
Conduct a staff training program to ensure compliance with LinkedIn’s non-discrimination obligations.
Evaluate – for the next 3 years – whether the company’s compensation is gender-neutral and make salary adjustments if not. LinkedIn will also revise its compensation policies and practices and agreed to monitoring and reporting to ensure compliance with federal contract obligations.
“Our agreement with LinkedIn Corp. resolves alleged pay discrimination that denied 686 female workers at the company’s San Francisco and Sunnyvale locations their full wages,” explained Office of Federal Contract Compliance Programs Regional Director Jane Suhr in San Francisco. “In addition to recovering $1.8 million in back wages and interest for these workers, our agreement will ensure that LinkedIn better understands its obligations as a federal contractor and complies in the future.”
Current or former LinkedIn workers who believe they may be owed compensation for the 2015-2017 review period in Sunnyvale or San Francisco can learn more about OFCCP’s agreement. The site also provides information about other recent OFCCP settlements. Learn more about OFCCP.
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 authorities, 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, federal 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.