U.S. Department of Labor and Becton, Dickinson and Company Enter Agreement to Resolve Alleged Compensation Discrimination
PHILADELPHIA, PA – The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has entered into a conciliation agreement with Becton, Dickinson and Co. – a federal contractor – to resolve allegations of compensation discrimination at the medical technology company’s facilities in Sparks and Hunt Valley, Maryland. While the employer denies OFCCP’s allegations, Becton, Dickinson and Company has agreed to pay $100,000 in back pay and interest to 104 African American female employees.
Findings from OFCCP’s compliance evaluation show that as of Jan. 1, 2018, the employer paid African American female employees in hourly manufacturing and operations positions less than male and other non-African American female employees. OFCCP determined that the employer’s actions violated Executive Order 11246, which prohibits race and gender discrimination related to compensation by federal contractors.
“The Office of Federal Contract Compliance Programs is committed to enforcing Executive Order 11246, which prohibits discrimination in pay or any other form of compensation,” said Mid-Atlantic Regional Director Michele Hodge, of the Office of Federal Contract Compliance Programs in Philadelphia, Pennsylvania.
Based in Franklin Lakes, New Jersey, Becton, Dickinson and Co. focuses on improving medical discovery, diagnostics and the delivery of care. The U.S. Department of Defense, in collaboration with the U.S. Department of Health and Human Services recently awarded federal contracts to the company to support the scale-up of coronavirus diagnostic testing.
OFCCP enforces Executive Order 11246, 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 based on 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 that 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 http://www.dol.gov/ofccp/.
OFCCP launched the Class Member Locator (CML) to identify applicants and/or workers who have been impacted by OFCCP’s compliance evaluations and complaint investigations and who may be entitled to a portion of monetary relief and/or consideration for job placement. If you think you may be a class member, please visit our website at http://www.dol.gov/ofccp/CML/index.htm, where you can also find information about other recent OFCCP settlements.
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.