Bell v. Lockheed Martin Corp.
CONSOLE LAW OFFICES LLC IS JOINED BY NEW YORK AND GEORGIA FIRMS AS CO-LEAD COUNSEL IN SEX DISCRIMINATION CLASS ACTION LAWSUIT FILED AGAINST LOCKHEED MARTIN CORPORATION
Lawsuit Alleges Women Are Denied Opportunities for Advancement and Equal Pay
Giskan Solotaroff Anderson & Stewart (New York) and Doffermyre Shields Canfield Knowles & Devine (Atlanta Georgia) have recently joined as co-lead counsel for the plaintiff in the sex discrimination class action filed by Console Law Offices against Lockheed Martin in the United States District Court for the District of New Jersey. The lawsuit alleges that women have been denied professional advancement opportunities and equal pay in violation of Title VII of the Civil Rights Act and the New Jersey Law Against Discrimination.
To review the First Amended Complaint, please click here.
The case is brought on behalf of all current and former female management level employees who have been denied upper management level positions, and who have been discriminated in compensation, including with respect to pay grade, annual and promotional increases, merit pay increases and bonuses. This includes women nationwide who have been affected by Lockheed Martin's discriminatory practices since March 1, 2006.
The lead plaintiff, Carol Bell, a more than 20-year veteran of the company, asserts that she and other females employed by Lockheed Martin face a "glass ceiling bias" that prevents them from being considered for upper management level positions. Moreover, the suit alleges that the women that do hold these senior leadership positions are primarily relegated to "traditionally female" departments, such as the Human Resources, Ethics, and Communications. The complaint alleges that in the rare case when women are able to obtain senior positions, they are paid less than the men who previously held the same position.
Plaintiffs further allege that women professionals at Lockheed Martin are disproportionately paid less than men who perform substantially similar work, with similar or lesser skills and experience, and are disproportionately rated lower than men as a result of the company's "bell curve" forced rating systems, and women's lower selection rates for "stretch" positions, leadership training and other advancement track opportunities, resulting in lower compensation.
The suit alleges that it is Lockheed Martin's practice to not post openings for positions Director-level and above (contrary to its policy for lower-level positions which are posted). The complaint also alleges that in regard to these management positions, Lockheed Martin does not have an application or a formal interview process and instead makes promotion decisions in secret meetings behind closed doors in which women often are not present. Plaintiff also alleges that Lockheed Martin denies women leadership and mentoring opportunities. Plaintiff alleges that, in contrast, male employees with lesser qualifications and experience find themselves on a fast track to being promoted.
The suit seeks an order that Lockheed Martin establish fair employment practices in which promotion, hiring and compensation are concerned, an injunction that would bar the corporation from any acts of discrimination in the future and compensatory and punitive damages. Bell v. Lockheed Martin Corp., Civil Action No. 08-cv-06292 in the U.S. District Court for the District of New Jersey.
To contact Console Law Offices concerning this litigation please click here.