The EEOC has been no stranger to headlines in recent months,
particularly on the issue of equal pay. As we recently
reported, the EEOC's long-dormant pay data collection rule,
revived by the D.C. District Court in March, has caused an uproar
of speculation as employers race to comply with increased data
reporting requirements for their annual EEO-1 forms by September
30, 2019. But the EEOC is also busy addressing pay issues in
court.
Earlier this month, the EEOC filed two gender-based compensation
suits in Maryland district court. The first case, EEOC v. Asset Strategies International,
Inc., is on behalf of a single female employee at a
Rockville, Maryland-based asset dealer who claimed that, as a
manager, she was paid less than her male subordinates in violation
of the Equal Pay Act (EPA). The second case, EEOC v. Davis & Davis Enterprise,
Inc., is on behalf of a class of eleven female
security guards who claim they were paid less than male
counterparts at a
