Three Amazon staffers sued the company in federal court on Nov. 20, alleging the company’s compensation system “resulted in the disproportionate underpayment of women as compared to their similarly-situated male counterparts.” Amazon’s employment policies and practices, “even when facially neutral, had an adverse impact on women,” the complaint stated.

The employees suing Amazon are seeking to represent a class of women who worked at the company up to three years before an initial complaint was filed. This is the first equal pay class-action lawsuit filed against Amazon, attorneys with Outten & Golden, the law firm representing the plaintiffs, said in a statement.

Plaintiffs allege Amazon management not only discriminated against women by paying them less than comparable male employees, resulting in pay inequities, but also retaliated against them when they reported their concerns to HR. The complaint alleges the retail giant violated equal pay laws in both Washington State and at the federal level, as well as family and medical leave acts at both levels.

In light of cases like this, HR pros should pay careful attention to ensure their compensation systems are not discriminatory, and correct for gender-based pay inequities when they are discovered, legal and HR experts say.

Keep reading here.—CV

Here’s an EOY insight: 60% of HR professionals give company swag as a holiday gift. But only 2% of employees actually like swag.

No need to stress—Tremendous conducted an employee gifting study to help you find the right gift this holiday szn. They asked 1,500 employees across 10 industries to give them the honest truth about holiday gifts.

Turns out, employee gifts go a long way when they’re done right. Tremendous found that 46% of employees experience a boost in job satisfaction for a year or more after receiving the right holiday gift.

On the flip side, 30% of employees have received a gift that made them feel distinctly unappreciated. Learn how to avoid that and give your employees what they want, all without breaking the bank.

Get insight into what, when, and how much to give.

A new rule for determining joint-employer status will take effect later than the date originally planned, the National Labor Relations Board (NLRB) said on Nov. 16.

The rule, which had been set to take effect on Dec. 26, 2023, will now take effect on Feb. 26, 2024, according to a change published in the Federal Register.

In a statement, the NLRB said it pushed back the date in order to “facilitate resolution of legal challenges with respect to the rule.” Since the standard was announced in October, a coalition of business groups have sued to block the rule, while lawmakers have sought to overturn it.

Background on joint-employer rule. The rule would make it easier for two businesses to qualify as a joint-employer of a group of employees. If two companies are considered a joint employer, they are then legally liable for one another’s actions—including unfair labor practices—and must bargain with unions representing the workers they oversee.

Keep reading here.—CV

The grass may look greener on the other side of the fence, or at another employer—at least that’s what a recent survey found.

iSolved, a human capital management platform, surveyed 1,100+ full-time workers in the US for its annual Voice of the Workforce report.

A striking 58% of respondents said they’re thinking of looking for a new job in the next year, an 11% increase from last year. While the data doesn’t delve into why they may leave, 31% of workers said they stay at their current job because of the work they do, while 24% stay because they like their company.

“Providing employees with a sense of purpose and a positive culture can improve morale and keep them happy in their roles,” the report said.

Keep reading here.—KP

Today’s top HR reads.

Stat: Nearly one in 10 inclusion, equity, and diversity professionals report a decline in their organization’s IE&D efforts since the Supreme Court’s ruling on affirmative action in higher education. (SHRM)

Quote: “Trustworthiness is the most desirable trait CEOs tell me they look for in their employees…Trust is a huge currency in [an] organization, it’s the quality on which all professional relationships are built and how they thrive.”—Ranjay Gulati, a professor at Harvard Business School, on the employee asset that trumps high performance (CNBC MakeIt)

Read: Global beauty brand Coty has extended 14 weeks of paid parental leave to all of its global employees. (Employee Benefits)

Pain free: Prior authorization (PA) is critical to keeping treatment + pharmacy benefits affordable—as long as it’s done right. We chatted with CVS Caremark to learn how plan sponsors can help streamline the PA process. Check it out.*

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