UConn agrees to settlement with Department of Labor over pay of Chris Dailey, other assistants
UConn admits no liability, will distribute $249,539 in back pay
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On Tuesday, the Associated Press reported that the University of Connecticut settled a Department of Labor matter filed on behalf of women assistant coaches, including current associate head coach Chris Dailey.
According to the Department of Labor release, UConn admitted no liability, but has agreed to pay $249,539 to the affected women. The agreement states multiple times UConn has not been found guilty nor have they admitted to any wrongdoing. The university said within the documents that it has accepted the agreement to avoid “further legal proceedings”.
The documents, accompanying the U.S Department of Labor release, includes a latter template sent to the coaches in question.
The matter was pursued by the Office of Federal Contract Compliance Programs (OFCCP), who notified UConn of the alleged violations on January 29, 2018. The general terms and conditions of the settlement include:
An agreement that OFCCP will not institute administrative or judicial enforcement proceedings, although they retain the right to move forward with legal proceedings to enforce the agreement
UConn will comply with any requests for reports, interviews with witnesses, review documents, etc.
The settlement does not absolve UConn from full compliance with labor regulations
UConn agrees it will not practice retaliation of any kind of potential or actual beneficiaries (such as Dailey who is both a beneficiary and on the current UConn staff, for example)
The agreements goes on to say that should UConn be found in violation, OFCCP proceedings may be initiated without notice and will not be limited to the the terms of the this agreement.
The $249,539 will be made to the seven women coaches, including five identified by the AP as Dailey, assistant coaches Shea Ralph and Marisa Moseley, director of women’s basketball operations Sarah Darras, and the director of football operations Sarah Lawless.
The Department of Labor executive order 11246, VEVRAA and Section 503 requires employers to comply with nondiscrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.