Federal Aerospace Contractor to Pay $250,000 to 76 Female Employees At Cedar Rapids, Iowa, Facility to Resolve Pay Discrimination Allegations

CEDAR RAPIDS, IA – After a compliance review by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP), Rockwell Collins – a federal contractor that designs and manufactures avionics, flight controls and information technology systems – has agreed to pay $250,000 in back pay to 76 female employees to resolve alleged pay discrimination at its Cedar Rapids, Iowa, facility.

OFCCP found that discrimination occurred against female employees in auditor, commodity management and integrated program specialist job families when compared to male employees in similar roles.

“Employers should review their compensation processes to ensure their employees do not suffer from discriminatory practices,” said Office of Federal Contract Compliance Programs Midwest Regional Director Carmen Navarro, in Chicago, Illinois. “This settlement demonstrates the U.S. Department of Labor’s commitment to combating pay discrimination and holding companies with federal contracts accountable if they fail to ensure equal employment opportunity.”

In addition to paying back wages to the affected employees, Rockwell Collins agreed to review employee compensation practices and make necessary adjustments. The employer also consented to better monitor its employee compensation and provide Equal Employment Opportunity training to avoid future violations. Rockwell Collins admitted no liability in the agreement.

United Technologies acquired Rockwell Collins in 2018, and the company now does business as Collins Aerospace. The company has held numerous federal contracts throughout the review period with several U.S. government entities, including Department of the Army, U.S. Coast Guard and Defense Logistics Agency.

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 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.

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