Please note: As of January 20, 2021, information in some news releases may be out of date or not reflect current policies.
U.S. Department of Labor and Nova Southeastern University Reach Agreement to Resolve Compensation Disparities
MIAMI, FL – After a routine compliance evaluation by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) that found pay disparities, the Department has entered into a conciliation agreement with Nova Southeastern University – a private university in Davie, Florida. The university has agreed to pay $300,000 in back wages in addition to $587,070 in salary adjustments already made by the university to resolve pay disparities. Nova Southeastern University does not admit any wrongdoing in the agreement.
OFCCP’s preliminary findings showed that, as of July 1, 2016, pay disparities existed for 86 women employed in business-related director/manager positions by Nova Southeastern University. OFCCP found the university’s actions did not comply with Executive Order 11246, which prohibits federal contractors from discriminating in employment based on gender.
In addition to paying back wages and making salary adjustments, Nova Southeastern University will take steps to ensure its promotion and compensation practices, including recordkeeping and internal auditing procedures, meet legal requirements. The university agreed to establish monitoring and oversight mechanisms at its Florida campus locations in Davie, Fort Lauderdale, Fort Myers, Jacksonville, Miami, Miramar, Dania Beach, Orlando and Palm Beach Gardens; and at its campus in Puerto Rico.
“Nova Southeastern University is taking multiple proactive steps to ensure equity in pay and promotion that will help it comply with current federal laws,” said Office of Federal Contract Compliance Programs Southeast Regional Director Sam Maiden, in Atlanta, Georgia.
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.
To provide a general overview of contractor obligations specific to educational institutions, OFCCP issued a technical assistance guide.
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. Executive Order 11246 also requires 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.