Steffans Legal Files MCAD Complaint on Behalf of Massachusetts Senior Scientist in Sexual Harassment and Equal Pay Act Claims

Steffans Legal has filed a complaint at the Massachusetts Commission Against Discrimination (MCAD) on behalf of a senior scientist who was the victim of workplace sexual harassment, gender discrimination, and terminated in retaliation for complaining about gender-based pay inequity. 

During her employment, our client was sexually harassed by a direct supervisor who among other things: made comments about her body and appearance, asked her about her dating status, bragged about his material wealth to impress her, and made public displays of affection with another female employee. As we’ve discussed before, workplace sexual harassment is unlawful under Massachusetts Fair Employment Practices Act (M.G.L. c. 151B). Learn more about unlawful sexual harassment here.

Is it unlawful under Massachusetts law to pay women less than men for the same job?

The Massachusetts Equal Pay Act M.G.L. c. 149 § 105A (“MEPA”) prohibits employers from discriminating based on gender in paying employees for comparable work. The law defines comparable work as “work that is substantially similar in that it requires substantially similar skill, effort and responsibility and is performed under similar working conditions…” There are circumstances in which the law allows for differences in pay between genders. Learn more about MEPA here. 

Our client learned from conversations with her colleagues that some of her male counterparts were earning more than herself and other female colleagues. She also learned from the company’s own publicly available documents that, in general, it paid female employees less than male employees. Our client came to believe that she was being paid less than at least one male coworker, with less experience and for comparable work, in violation of MEPA.

Is it unlawful under the Massachusetts Equal Pay Act to retaliate against employees for reporting gender-based pay discrimination?

Importantly, MEPA states that it is unlawful for an employer to retaliate against an employee for exercising their rights under the law. When our client learned that she was being paid less than at least one male colleague with less experience and lower qualifications she submitted a complaint to her employer. One month later and for the first time, she was given negative performance feedback and terminated shortly thereafter. We allege that her termination amounts to unlawful retaliation in violation of MEPA.

Employment attorneys at Steffans Legal have extensive experience representing employees that have suffered from workplace sexual harassment, gender discrimination, and/or retaliation. We are here to help. Contact us by submitting a form at the link below.