Report on CWA Lawsuit Against Camden County Regarding Pay Equity

Executive Summary

The Communications Workers of America (CWA) Local 1014 has initiated legal proceedings against Camden County, alleging systemic pay discrimination in violation of the New Jersey Diane B. Allen Equal Pay Act. The lawsuit contends that the County has engaged in practices that result in lower compensation for female and minority employees compared to their male and non-minority colleagues for performing substantially similar work. These allegations represent significant challenges to the principles of several United Nations Sustainable Development Goals (SDGs), particularly SDG 5 (Gender Equality), SDG 8 (Decent Work and Economic Growth), and SDG 10 (Reduced Inequalities).

Legal Framework and Core Allegations

The New Jersey Diane B. Allen Equal Pay Act (EPA)

The legal basis for the lawsuit is the 2018 New Jersey EPA, which mandates equal pay for employees performing the same or substantially similar work, irrespective of their membership in a protected class. The law prohibits pay disparities based on factors such as gender or race unless an employer can justify them through a seniority system, a merit system, or other bona fide, non-discriminatory factors.

Allegations of Systemic Pay Disparity

CWA Local 1014, representing approximately 1,600 public service employees, alleges that Camden County has failed to establish a compensation system compliant with the EPA. The primary group affected are the Public Safety Telecommunicators (PSTs), or 911 operators. The key allegations include:

• Systematic underpayment of employees in protected classes, including women, people of color, and military veterans.
• An estimated $10.5 million in cumulative lost wages for the affected workers.
• Failure to address the issue despite prolonged negotiations and demands from the union.

Violations of Sustainable Development Goals

SDG 5: Gender Equality & SDG 10: Reduced Inequalities

The lawsuit directly addresses failures to meet the targets of SDG 5 and SDG 10. By allegedly paying female and minority workers less than their peers for work of equal value, the County’s practices undermine the fundamental goal of eliminating all forms of discrimination and ensuring equal opportunities. The legal action seeks to rectify these inequalities and enforce the principle of equal remuneration, a core target of both SDGs.

SDG 8: Decent Work and Economic Growth

The conditions described in the complaint conflict with the objectives of SDG 8, which promotes full and productive employment and decent work for all. The core tenets of SDG 8 include:

1. Equal Pay for Work of Equal Value: The alleged pay gap is a direct contravention of this principle.
2. Protection of Labor Rights: The lawsuit represents an effort to protect the fundamental labor rights of workers to fair and just compensation.
3. Safe and Secure Working Environments: Reports of high burnout and emotional distress resulting from the demanding nature of the job, compounded by the financial strain of inequitable pay, indicate a failure to provide a secure and supportive work environment.

Reported Impacts on Workforce and Public Services

Impact on Worker Well-being and Retention

The alleged pay inequity has reportedly led to significant negative consequences for the workforce, which are misaligned with SDG 3 (Good Health and Well-being). These impacts include:

• High levels of employee burnout and emotional distress.
• Low morale and feelings of being undervalued.
• Significant staff retention issues, with a reported need for at least 14 additional PSTs to meet minimum staffing requirements.
• Personal financial hardship for underpaid workers, affecting housing stability and access to healthcare.

Implications for SDG 16: Peace, Justice and Strong Institutions

The operational stability of the 911 emergency services is a critical component of strong and effective public institutions. The reported understaffing and low morale among PSTs pose a potential risk to the quality and reliability of emergency response services for 35 municipalities, including Camden City. The lawsuit itself is an appeal for justice and institutional accountability, seeking to compel a public entity to adhere to state law and uphold its responsibility to treat all employees equitably.

Remedies Sought and Path Forward

Legal Demands

The lawsuit was filed following more than a year of unsuccessful negotiations. The CWA is seeking remedies as provided under the EPA, including:

• An immediate termination of discriminatory pay practices.
• Full back pay for affected PSTs for a period of up to six years.
• Guarantees of protection against any form of retaliation for individuals participating in the lawsuit.

This legal action aims to secure financial restitution and fundamentally reform Camden County’s compensation practices to ensure long-term compliance with equity laws and alignment with the principles of the Sustainable Development Goals.

1. Which SDGs are addressed or connected to the issues highlighted in the article?

The article discusses issues of pay discrimination based on gender and race, labor rights, and access to justice, which directly connect to several Sustainable Development Goals (SDGs). The primary SDGs addressed are:

• SDG 5: Gender Equality – The lawsuit explicitly alleges pay discrimination against female employees.
• SDG 8: Decent Work and Economic Growth – The core of the article revolves around the principle of equal pay for work of equal value, a fundamental aspect of decent work.
• SDG 10: Reduced Inequalities – The complaint addresses pay disparities affecting not only women but also racial minorities, tackling inequality based on race and gender.
• SDG 16: Peace, Justice and Strong Institutions – The union is utilizing the legal system to enforce laws and hold a public institution (Camden County) accountable for its discriminatory practices.

2. What specific targets under those SDGs can be identified based on the article’s content?

Based on the specific allegations and actions described in the article, the following targets can be identified:

SDG 5: Gender Equality

• Target 5.1: End all forms of discrimination against all women and girls everywhere. The lawsuit directly addresses alleged systemic discrimination, stating the county is “paying female and minority employees less than male or non‑minority peers who perform the same work.”
• Target 5.c: Adopt and strengthen sound policies and enforceable legislation for the promotion of gender equality and the empowerment of all women and girls at all levels. The article references the “New Jersey Diane B. Allen Equal Pay Act (EPA),” which is an example of such enforceable legislation. The lawsuit is an action to enforce this law.

SDG 8: Decent Work and Economic Growth

• Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men… and equal pay for work of equal value. This is the most relevant target, as the lawsuit’s central claim is the violation of equal pay for equal work. The complaint seeks to rectify a situation where employees in protected classes “have consistently been paid lower wages than coworkers in the same title, despite comparable responsibilities, qualifications, and performance evaluations.”
• Target 8.8: Protect labour rights and promote safe and secure working environments for all workers… The lawsuit is a direct action to protect labor rights concerning fair compensation. The article also touches on the working environment, noting that underpayment and understaffing lead to “high levels of burnout,” “low retention,” and workers “buckling under the pressure of longer and longer shifts.”

SDG 10: Reduced Inequalities

• Target 10.2: By 2030, empower and promote the social, economic and political inclusion of all, irrespective of… sex, race, colour, ethnicity… The lawsuit seeks the economic inclusion of female and minority employees who are being paid unfairly.
• Target 10.3: Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory… policies and practices… The lawsuit aims to eliminate the county’s discriminatory pay practices and reduce the resulting inequality of outcome (lower wages for women and minorities).
• Target 10.4: Adopt policies, especially fiscal, wage and social protection policies, and progressively achieve greater equality. The union’s demand for the county to “implement a compensation system that satisfies the requirements of the law” is a call to adopt a fair wage policy to achieve greater equality.

SDG 16: Peace, Justice and Strong Institutions

• Target 16.3: Promote the rule of law at the national and local levels and ensure equal access to justice for all. The Communications Workers of America (CWA) filing a lawsuit on behalf of its members is a clear example of using the legal system to access justice and enforce the rule of law (the NJ EPA).
• Target 16.6: Develop effective, accountable and transparent institutions at all levels. The lawsuit challenges Camden County, a public institution, to become accountable and transparent in its compensation practices, as it has allegedly “refused to implement a compensation system that satisfies the requirements of the law.”
• Target 16.b: Promote and enforce non-discriminatory laws and policies for sustainable development. The entire legal action is an effort to enforce the “New Jersey Diane B. Allen Equal Pay Act,” a non-discriminatory law.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

Yes, the article contains several quantitative and qualitative indicators that can be used to measure the problem and any progress toward the targets.

SDG 5, 8, and 10 Indicators

• Wage Gap Data: The article provides specific, albeit anecdotal, data on the pay gap. Plaintiff Germaima Martinez-Beckford states that some colleagues are “making $5,000 to $12,000 more than you” for the same job. This serves as a direct indicator of the inequality in earnings (relevant to Indicator 8.5.1: Average hourly earnings of female and male employees, by occupation).
• Total Lost Wages: The complaint alleges an estimated “$10.5 million in lost wages to date.” This figure is a powerful aggregate indicator of the financial impact of the discriminatory pay practices.
• Proportion of Employees in Protected Classes Affected: The lawsuit is filed on behalf of public service employees, including “women, people of color, and military veterans,” who are being paid less. Measuring the proportion of employees in these groups experiencing pay disparities would be a key indicator.

SDG 8 Indicators

• Staffing and Retention Rates: The article implies poor working conditions by mentioning “low retention” and that “at least 14 open positions are needed in order to meet minimum required staffing levels.” These metrics (retention rate, vacancy rate) are indicators of whether the work environment is safe and secure.
• Reports of Burnout: The mention that “many PSTs have reported high levels of burnout” is a qualitative indicator of an insecure and unsustainable working environment.

SDG 16 Indicators

• Existence of Legal Action: The filing of the lawsuit itself is an indicator that mechanisms for accessing justice are being utilized.
• Existence of Protective Legislation: The reference to the “New Jersey Diane B. Allen Equal Pay Act (EPA)” indicates the presence of non-discriminatory laws (Indicator 16.b.1). The lawsuit’s success would be an indicator of its enforcement.
• Demands for Institutional Change: The lawsuit’s goal to “change County pay practices going forward to ensure fair treatment for all employees” is a demand for institutional reform. Progress can be measured by whether the county implements a new, transparent, and equitable compensation system.

4. Table of SDGs, Targets, and Indicators

Source: insidernj.com