University of Connecticut to Pay $249,539 to Female Employees to Settle Pay Discrimination Allegations in U.S. Department of Labor Investigation

HARTFORD, CT – The University of Connecticut will pay $249,539 to resolve alleged pay discrimination at its Storrs, Connecticut, campus following a routine compliance review by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP).

OFCCP found that the public university and federal contractor discriminated against five female employees in Specialist IA and Specialist IIA positions by paying them less than similarly situated male employees in their corresponding department. The agency also found that the university paid two female law professors less than similarly situated male counterparts. 

While not admitting liability, the University of Connecticut agreed to pay $249,539 to the affected female employees and take the following actions:

• Perform in-depth analyses of its total employment process to determine whether and where impediments to equal employment opportunity exist;
• Review and revise, as needed, the university’s pay practices and implement improved policies to eliminate such adverse effects;
• Train all individuals involved in determining compensation in the impacted departments;
• Provide a market analysis of the impacted employees, and the efforts the university has made to correct any discrepancies found during the analysis; and
• Ensure pay practices comply with federal law.

“The Office of Federal Contract Compliance Programs is satisfied that the University of Connecticut has addressed the pay issues found in our review,” said Office of Federal Contract Compliance Programs Director Craig Leen in Washington, D.C.

“The University of Connecticut has taken proactive efforts to address these discrepancies and ensure equal employment opportunity in pay practices,” said Office of Federal Contract Compliance Northeast Regional Director Diana Sen in New York.

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, 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 www.dol.gov/agencies/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.

Office of Federal Contract Compliance Programs v. The University of Connecticut

Case Number: R00192476