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HP and HPE Employment Lawsuits and Allegations - Gender

(Updated Sep 3, 2021.)

Make sure that every company you ever worked for has your current postal address. Even if not classified by the company as a "Retiree" or if long gone -- in case of pension plan changes, employment lawsuits, settlements, or other issues. (HP Inc. is the legal successor to companies bought by HP -- including Compaq and EDS. HPE is successor to companies it bought -- Cray, Nimble, etc.) Update address at former company

Employment suits move very slowly -- the class action concerning EDS/HP overtime was settled after nine years, 79 depositions, and 1.5 million pages of documents -- paying an average of $950 each.

See also Employment Lawsuits for discussions of: your ability to sue the company, references on employment law, and summary of HP and HPE employment lawsuits and allegations.

2018 HPE California female employee compensation allegations. Ongoing.

This case has been running for three years -- only recently presumably resolving the fundamental issue of which former employees can sue the company.

HPE's most recent summary of this 2018 case:   HPE SEC 10-Q filing for July 21, 2021

[Single very long paragraph broken up and bold emphasis added for clarity.]

Ross and Rogus v. Hewlett Packard Enterprise Company.

On November 8, 2018, a putative class action complaint was filed in the Superior Court of California, County of Santa Clara alleging that HPE pays its California-based female employees “systemically lower compensation” than HPE pays male employees performing substantially similar work. The complaint alleges various California state law claims, including California’s Equal Pay Act, Fair Employment and Housing Act, and Unfair Competition Law, and seeks certification of a California-only class of female employees employed in certain “Covered Positions.” The complaint seeks damages, statutory and civil penalties, attorneys’ fees and costs.

On April 2, 2019, HPE filed a demurrer to all causes of action and an alternative motion to strike portions of the complaint.

On July 2, 2019, the court denied HPE’s demurrer as to the claims of the putative class and granted HPE’s demurrer as to the claims of the individual plaintiffs.

[HPAA comment: Presumably this means that those who signed a Waiver and General Release Agreement an Agreement to Arbitrate Claims will be excluded -- as in the 2016 HP/HPE age discrimination case. Details ]

Details and link to media story: https://www.zimmreed.com/gender-pay-gap (scroll down)

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