The jury was not convinced by these arguments. Some examples of these anecdotes include:. It comes as the Obama administration has taken "a very aggressive stance on gender discrimination and equal pay issues," he said. In the largest gender discrimination case to ever go to trial, Sanford Heisler Sharp successfully represented a class of 5, female sales representatives of Novartis Pharmaceutical Company in their gender pay and promotion and pregnancy discrimination claims.
I, as a female employee of Ciba Corporation, now Novartis, was treated very well by the company.
Great place to work for females. The plaintiffs in this case pointed to a number of practices they claimed had a disparate impact on women — such as the company's "subjective" review system, that review scores were put on a forced "curve" and that there was no effective means to "appeal" a negative review because the manager who gave the bad review was usually the same person who decided the appeal.
The lawsuit charged that women comprised less than 15 percent of senior Alcon management positions, and that this contributed to the alleged discrimination. The class action lawsuit - representing 5, women — alleged that the women were discriminated against in the areas of pay, promotions, and pregnancy-related matters.
This material is provided for informational purposes only.
In class actions, among other things, plaintiffs must demonstrate that a proposed class presents "common questions of fact or law" in order for the class to be certified. In a ruling a federal judge in New York granted class-action status to the case.
Commenting on the court's analysis of the evidence plaintiffs submitted, Jackson Lewis partner Stephen Munger stated, "Class counsel have used statistically significant disparities and anecdotal evidence in class race and sex promotion and pay cases for years.
Focused on labor and employment law sinceJackson Lewis P. The original lawsuit was filed last March by just two employees but was later expanded as a proposed collective class action lawsuit and included other past and present employees.
The impact of Velez and other recent gender discrimination class action decisions cannot be discounted. This material is provided for informational purposes only.
Based on this evidence, Judge Lynch ruled that whether Novartis discriminated against women in performance evaluations, compensation and promotions were questions common to the entire class. Tags: Business. Having legally compliant policies may not be worth much if the individual managers and supervisors charged with implementing them do not really believe in and support these polices.
Skip to main content. Coupled with this, during the recession of the past two years, many employers cut their training and compliance budgets and have not been investing time and money in harassment training, management training, review of performance and pay systems, and other activities that do not directly impact the bottom line.
Lynch, a federal judge in Manhattan, recently gave these 19 women authority to represent a class of all women who have worked in sales-related positions at Novartis at any time since July 15,