Apple is facing serious allegations after former employees accused the company of retaliating against those who raised concerns about pay equity and remote work policies. A federal complaint filed by the National Labor Relations Board (NLRB) on October 31 claims that Apple violated the National Labor Relations Act by “interfering with, restraining, and coercing” employees engaged in protected activities. These activities included discussions about workplace issues such as wages and working conditions.
The complaint outlines several troubling incidents, where employees reported being threatened for talking about their pay, ordered to remove social media posts, and warned not to discuss sensitive topics on internal platforms. The tech giant has yet to respond to the allegations, which raise important questions about employee rights at Apple.
Alleged Suppression of Pay Transparency Efforts
At the center of these claims is Cher Scarlett, a former Apple software engineer, who spearheaded efforts to expose potential pay disparities within the company. In 2021, Scarlett created an anonymous pay survey to allow Apple workers to share information about their compensation and job roles, hoping to highlight any wage gaps. Scarlett posted the survey on her personal Twitter account (now X), encouraging employees to participate in the initiative.
The NLRB’s complaint alleges that Apple retaliated against Scarlett and other employees involved in the survey. They were reportedly pressured to stop participating in or discussing the survey. Moreover, Apple allegedly refused to allow a worker to create an internal messaging platform to discuss pay equity, despite allowing non-business-related discussions on the same platform.
Retaliation Over Social Media and Remote Work Conversations
The complaint also reveals that Apple sought to suppress discussions about remote work, further illustrating its attempts to control employee conversations. One employee claimed they were instructed to delete a social media post outlining how to continue working remotely at Apple. A representative from Apple’s human resources department allegedly pressured this worker to provide the names of other employees they had spoken to about remote work arrangements.
Additionally, employees were warned against speaking to the media about workplace issues. One worker who was quoted in a news article about Apple’s policies was reportedly told not to speak with the press again.
Scarlett’s Departure and Continued Retaliation
The complaints go on to claim that Scarlett’s activism around pay transparency led to her departure from Apple in late 2021. After announcing her exit on social media, Scarlett revealed that she had reached a settlement with Apple. The NLRB contends that Scarlett’s departure highlights the company’s broader efforts to silence employees who push for transparency and workplace equality.
In the aftermath, employees who spoke out or participated in pay discussions allegedly faced further retaliation. One worker, who expressed interest in Scarlett’s survey, was reportedly threatened with unspecified consequences if they continued to engage in conversations about pay. Apple’s management supposedly refused to meet with concerned employees collectively, instead opting for individual meetings to discourage further action.
Jeannie Wong, an Apple human resources manager, is also named in the complaint. Wong allegedly conducted a video meeting to interrogate an employee about their involvement with Scarlett’s pay survey, questioning how they became involved and who else participated. These actions are viewed by many as attempts to intimidate workers and curtail efforts to discuss workplace issues openly.
The Apple Too Movement and Its Impact
Scarlett’s efforts were part of the broader “Apple Too” movement, which sought to address workplace discrimination, inequity, and other systemic issues at Apple. Modeled after the #MeToo movement, Apple Too encouraged employees to share their stories and raise awareness about inequality within the company. However, Scarlett and her colleagues quickly encountered resistance from Apple’s leadership, which preferred to address such matters internally rather than allowing public discussions or employee-led initiatives.
At present, Apple has not commented on the NLRB complaint. The company’s reputation for controlling its internal culture may soon be challenged, and it could be forced to reevaluate its policies regarding employee communications and rights. If the NLRB finds Apple in violation of labor laws, it may lead to changes in the way the company engages with its workforce on sensitive issues.
