what can we do?
18 replies (most recent on top)
there was a complaint like that on crowdaround....and the post was deleted and replies were deleted. Some got a call from HR... HAHA..
i don't think it's a place to ask such a question. Bring up to the payroll and HR. No use to complain here...it won't be any good to you finainally and emotionally.
Just play solataire until you get paid, same as you do everyday.
Go see a labor lawer.and make a eeoc claim
good idea. gonna sign up today
@oyv - You could be a hero, join the union and have the protection you seek. Simply enough, no?
Unions could be heroes if they'd ever use their protections to fight for people other than themselves. Imagine how powerful it would have been to speak for the people forced to work in the very conditions we went on strike for instead of harassing and belittling them. Time to retire the outdated piss and vinegar strategies. Union isnt any better off than before and this is proof. We put the turd burger on EWAs instead of changing the workplace. Now its back and 10 times smellier.
Godspeed
Lowell here. No worries about the money. I'd rather owe it to you than cheat you out of it. We'll see if we can get it added to your severance check.
@srf you said " I keep getting told the "correction" will be in my next paycheck"
Welcome to the landline side of the business we hear that garbage all the time
That is disgraceful the company makes 1.5 billion a month they should pay you for the time you worked even if it was non productive lol
But seriously I hope you get the money owed no person deserves that
Amazing how often we find the pot calling the kettle black....
Dont let them silence you. Get together and stay persistent. This sure would be a great chance for the union make a peace offering with non union brothers and sisters by showing them what unions are supposed to be about. Come on!! Make some waves for these guys!! Send lowell and mudge the one message theyr afraid of.
Join a union and this won't happen
"In correcting a pay differential, no employees pay may be reduced. Instead, the pay of the lower paid employee(s) must be increased."
I saw a bunch of posts about how well EWAs performed during the strike to tease the unions. If we have so much to be proud of , how many higher band EWAs are willing to speak up on our behalf to say SAME JOB SAME PAY...
Same here. used wrong work code in the beginning and still havent been compensated.
Facts About Equal Pay and Compensation Discrimination
The right of employees to be free from discrimination in their compensation is protected under several federal laws, including the following enforced by the U.S. Equal Employment Opportunity Commission: the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and Title I of the Americans with Disabilities Act of 1990.
The law against compensation discrimination includes all payments made to or on behalf employees as remuneration for employment. All forms of compensation are covered, including salary, overtime pay, bonuses, stock options, profit sharing and bonus plans, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and benefits.
Equal Pay Act
The Equal Pay Act requires that men and women be given equal pay for equal work in the same establishment. The jobs need not be identical, but they must be substantially equal. It is job content, not job titles, that determines whether jobs are substantially equal. Specifically, the EPA provides that employers may not pay unequal wages to men and women who perform jobs that require substantially equal skill, effort and responsibility, and that are performed under similar working conditions within the same establishment. Each of these factors is summarized below:
Skill
Measured by factors such as the experience, ability, education, and training required to perform the job. The issue is what skills are required for the job, not what skills the individual employees may have. For example, two bookkeeping jobs could be considered equal under the EPA even if one of the job holders has a master�s degree in physics, since that degree would not be required for the job.
Effort
The amount of physical or mental exertion needed to perform the job. For example, suppose that men and women work side by side on a line assembling machine parts. The person at the end of the line must also lift the assembled product as he or she completes the work and place it on a board. That job requires more effort than the other assembly line jobs if the extra effort of lifting the assembled product off the line is substantial and is a regular part of the job. As a result, it would not be a violation to pay that person more, regardless of whether the job is held by a man or a woman.
Responsibility
The degree of accountability required in performing the job. For example, a salesperson who is delegated the duty of determining whether to accept customers� personal checks has more responsibility than other salespeople. On the other hand, a minor difference in responsibility, such as turning out the lights at the end of the day, would not justify a pay differential.
Working Conditions
This encompasses two factors: (1) physical surroundings like temperature, fumes, and ventilation; and (2) hazards.
Establishment
The prohibition against compensation discrimination under the EPA applies only to jobs within an establishment. An establishment is a distinct physical place of business rather than an entire business or enterprise consisting of several places of business. In some circumstances, physically separate places of business may be treated as one establishment. For example, if a central administrative unit hires employees, sets their compensation, and assigns them to separate work locations, the separate work sites can be considered part of one establishment.
Pay differentials are permitted when they are based on seniority, merit, quantity or quality of production, or a factor other than sex. These are known as �affirmative defenses� and it is the employer�s burden to prove that they apply.
In correcting a pay differential, no employee�s pay may be reduced. Instead, the pay of the lower paid employee(s) must be increased.
https://www.eeoc.gov/eeoc/publications/fs-epa.cfm
I know over a dozen fellow ewa's, including myself, who are still owed thousands of dollars in back pay from the strike. I keep getting told the "correction" will be in my next paycheck. Total B.S.!!!
The EWA postcards and thank you video were all I needed to replenish my mind body and soul. warmed me up like a hot cupa soup
then good for nothing Mudge says we dont even deserve a few days off because we were paid so generously. Oh nooooo, we dont need a couple days to catch up on sleep and regroup before going back to work. Wellbeing Smellbeing!