Current Investigations & Cases
Jock et al. v. Sterling Jewelers Inc.:
FEMALE EMPLOYEES OF STERLING JEWELERS WIN CLASS CERTIFICATION OF TITLE VII CLAIMS AND CONDITIONAL CERTIFICATION FOR EQUAL PAY ACT CLAIMS
On February 29, 2016, the Arbitrator in the action Jock et al. v. Sterling Jewelers Inc. issued two important rulings. First, the Arbitrator ruled that current and former female sales employees of Sterling together may pursue their claims under the Equal Pay Act, in which they claim that Sterling paid them less than males performing the same work in the same establishment. Second, the Arbitrator granted Claimants’ request for equitable tolling that allows these female employees to reach back thirteen years to bring their claims if they worked as sales associates, department managers, assistant managers, or store managers for Sterling anytime between October 16, 2003 and the present day. The ruling conditionally certifying the Equal Pay Act claims can be read here. The Equal Pay Act requires potential members of the collective action to indicate that they wish to join the collective action by submitting a Consent to Join form.
These rulings are in addition to the Arbitrator’s ruling on February 2, 2015 that allows current and former female sales employees of Sterling to pursue together in a class action their claims under Title VII. Specifically, on February 2, 2015, after a lengthy hearing and extensive briefing, Arbitrator Kathleen Roberts issued a ruling certifying a class, which includes approximately 69,000 current and former women employees at Sterling Jewelers Inc.’s retail stores nationwide dating back to 2004 and going forward to the present and up to the first day of trial. The ruling permits the class to try, on a classwide basis, claims alleging that Sterling’s pay and promotion practices have had an adverse effect on women sales employees. If the class succeeds in proving that the challenged pay and promotion practices were discriminatory, then, the Arbitrator also ruled, the class may seek classwide changes to the challenged pay and promotion practices. The ruling also provides that if the class proves the challenged practices were discriminatory, the Arbitrator will establish procedures to allow class members to recover damages for the wages and promotional opportunities lost because of the discrimination. The Arbitrator also ruled that the claim alleging intentional discrimination did not satisfy the high standard for class certification that the Supreme Court recently announced. However, the Named Claimants and current and former employees may still pursue individual claims of intentional discrimination. The ruling (Class Determination Award) can be read here.
WHAT IS THIS CASE ABOUT?
On March 24, 2008, on behalf of themselves and other current and former female employees of Sterling, Claimants Laryssa Jock, Christy Meierdiercks, Maria House, Denise Maddox, Lisa McConnell, Gloria Huff (Pagan), Judy Reed, Linda Rhodes, Nina Shahmirzadi, Leighla Murphy (Smith), Dawn Souto-Coons, and Marie Wolf, who are current and former female employees of Sterling, filed a lawsuit in arbitration alleging they were paid less than similarly-situated male employees and were denied promotional opportunities because of their gender. The case was filed in arbitration before the American Arbitration Association, a private agency that manages arbitrations, rather than in court, because Sterling’s RESOLVE Program requires that employees bring these claims in arbitration.
Claimants, on behalf of themselves and other current and former female employees of Sterling, sued Sterling under federal civil rights laws alleging that Sterling paid them less than male employees performing the same work and denied them opportunities for promotion because of their gender. Specifically, Claimants brought this arbitration under Title VII of the Civil Rights Act of 1964 and the Equal Pay Act.
Sterling denies that it has discriminated against Claimants or any other current or former female employee and alleges that all of the pay and promotion decisions that it has made with regard to its female employees have been for non-discriminatory reasons.
We expect to go to trial for both the EPA and Title claims in the fall of 2017.
OTHER IMPORTANT RECENT DECISIONS
On February 3, 2015, following the issuance of the Class Determination Award, Sterling sent an email to all its employees, including members of the certified class arbitration, describing the Arbitrator’s Award in a way that the Arbitrator characterized as “improper” and erroneous. Class Counsel challenged Sterling’s memo to its employees on grounds that it was misleading.
On March 16, 2015, the Arbitrator ruled that Sterling’s February 3, 2015 email communication to its employees “presents a seriously incomplete and misleading description of the [Class Determination] Award that diminishes the significance of the Award and could potentially discourage interest and participation in the class arbitrations.” She found Sterling’s email “fail[ed] to convey the central determination of the Award: the certification of a class of tens of thousands of current and former female employees with respect to claims of discrimination based upon disparate impact.”
In this decision, the Arbitrator reiterated that that class members to the Arbitration are represented by Class Counsel (contact information provided below) and that Sterling’s attorneys are prohibited from contacting class members with respect to the subject matter of the Arbitration unless approved by Class Counsel or by order of the Arbitrator. The Arbitrator’s Order can be read here.
QUESTIONS AND YOUR CONTACT INFORMATION
If you have any questions about your rights or role in regards to this case, please contact us, Class Counsel. It is very important that anyone, female or male, who has information about these discrimination allegations or more generally about how Sterling has treated its women employees please call us, Burr & Smith, at 813-253-2010 (ask for Connie Lowe). You may also contact our co-counsel Thomas A. Warren Law Offices, P.L., (ask for Misty McKinnon) toll-free at 866-854-5152; or Cohen, Milstein, Sellers & Toll, P.L.L.C. at 202-408-4600 (ask for Matt Jackson). You may also email us at email@example.com. We are interested in speaking with former or current employees, both male and female. (Please note that we are not ethically permitted to discuss the case with current managers unless they believe they have experienced or are experiencing gender discrimination at Sterling).
The hiring of a lawyer is an important decision that should not be based solely upon advertisements. Before you decide, ask us to send you free written information about our qualifications and experience. We will also provide you on request with additional information on any other statements contained in this website.
Ⓒ Copyright 2016, Burr & Smith, LLP, All Rights Reserved