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Qualcomm enters $19.5m gender discrimination settlement

Staff Writer | July 26, 2016
Sanford Heisler, one of the nation's leading class action firms, reached agreement with Qualcomm for it to pay $19.5 million to settle a gender discrimination class action suit.
Qualcomm
Equality   A class of approximately 3,300 women
In addition to monetary relief, the settlement requires Qualcomm to institute comprehensive programmatic relief, which will ensure that female employees working, for example, in STEM and related positions will enjoy equal job opportunities at the company.

The settlement on behalf of a class of approximately 3,300 women was reached before Plaintiffs filed suit. As part of the settlement process, Plaintiffs are required to file a class complaint and move for preliminary approval of the agreement in the U.S. District Court for the Southern District of California.

Both parties retained nationally renowned labor economists to analyze the data, and worked to identify and document specific steps that Qualcomm could take to make meaningful enhancements to its employment practices.

In April and June 2016, both sides conducted two full days of mediation before David Rotman, Esq., one of the country's most skilled mediators.

Under the settlement agreement, Qualcomm will make a non-reversionary payment of $19.5 million to settle all class claims in the case.

Qualcomm will also institute significant changes in its policies and practices to help eliminate gender disparities and foster equal employment opportunity going forward.

Qualcomm will retain two independent consultants agreed upon by both parties who specialize in industrial organizational psychology

Qualcomm will also appoint an internal Compliance Official who, following the recommendations of the independent consultants, will ensure the Company's implementation of and continued compliance with the terms of the settlement agreement.

With the guidance of these officials and input and oversight by Plaintiffs' counsel, Qualcomm will make a host of enduring structural changes, from investing in leadership development initiatives and educating employees on non-discrimination policies to revamping the Company's complaint procedures.


 

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