akanska Wrote: ------------------------------------------------------- > > oh… one more. How do you know she didn’t > straight up lie. Did he see any proof, chech stub > or what not- could be puffery on her part. +1 Other points were great as well
Maybe if Employee B focused on doing the best job he could instead of focusing so much about why said Employee isn’t getting paid as much as other employees, management would notice the improved performance and give said employee a raise.
Bottom line , you want equality go work for the DMV. Finance is supposed to be a meritocracy. The more money you make to the Big Head, the more money he will throw your way and vice versa. I am sure someone from UO Phoenix who “brings in” more money than an Ivy-league dude will make more. No doubt about it.
Yea, file a lawsuit. You might get 50% of the difference then promtly lose your job to someone who will gladly work for 50% of what you’re currently making.
I would warn your male buddy that if he files for gender-based pay discrimination he may become a laughing stock.
Was she hot?
Find a new job that will pay you (uh, I mean, employee B) more - that’s the only recourse. Companies will always pay as little as they can to attract you and to keep you on board. I’m sure employee A was being paid quite a bit more as an IB out of a great school. This company had to pay her a lot more to get her on board. Case closed. Employee B came on at what was probably a slight increase to commercial banking, and then has been getting 3-5% since then probably. No-brainer that A > B. Nothing to do with gender discrimination.
CPAbeatsCFA Wrote: ------------------------------------------------------- > a. this does not pretain to me > b. http://www.eeoc.gov/facts/qanda.html > > read the section on: > > Equal Pay Act > > The EPA prohibits discrimination on the basis of > sex in the payment of wages or benefits, where men > and women perform work of similar skill, effort, > and responsibility for the same employer under > similar working conditions. > > The EPA, Section 206(d)(1), prohibits “employer > … discriminat … on the basis of sex by paying > wages to employees […] at a rate less than the > rate to employees of the opposite sex […] for > equal work on jobs equal skill, effort, and > responsibility, and which are performed under > similar working conditions[.]” To establish a > prima facie case under the EPA, an employee must > show that: > > 1.different wages are paid to employees of the > opposite sex; > 2.the employees perform substantially equal work > on jobs requiring equal skill, effort and > responsibility; and > 3.the jobs are performed under similar working > conditions.[5] > The EPA provides that the employer may not pay > lower wages to employees of one gender than it > pays to employees of the other gender employees > within the same establishment for equal work at > jobs that require equal skill, effort and > responsibility, and that are performed under > similar working conditions. > > same position, same responsibilities, not > discrimina There was a guy who was being paid quite a bit more than other interns despite it being their first internships and they were all excel monkeys. Suppose the difference between their hourly wage was X. At the same time, he was billing much higher than they were. Suppose the difference between our hourly billing rates was Y. Y>X For the company it made financial sense to pay him more. *Sometimes* it’s not discrimination. But look into it, they may well be. Some people overcompensate, so to avoid getting a discrimination suit from the minority employee they may pay him/her more just to be on the safe side.
cfa2grunt Wrote: ------------------------------------------------------- > Companies will always pay as little as they can to > attract you and to keep you on board. I would qualify that statement. There are several factors that decide your pay: experience qualifications performance negotiation skills who you know/how well you get on with them If your boss (preferably the CEO) likes you, you can do very well. I know a secretary that have gone into business, yes actually formed a company, with the CEO. How the heck did that happen? It’s obvious - the PA saves the big guy time and effort, point 5 on the list. Works through to compensation too. Your boss likes you more than that j*ckass next to you, he’s gonna make his decision on that - it’s about it really. It isn’t always a meritocracy. Simple things really. they are allsimple things to manage, but people manage to f’ em up time and again
If clients are involved, names of top schools and BB previously employers under employee description helps with marketing, which makes one of you more valuable holding everything else constant.
Im no lawyer, but you have to PROVE that the discrimination is based on one of the protected status factors, not hypothesize. There is enough difference here that your employer can use any factor that he deems valuable to the organization. Plus, in a civil lawsuit, the defendant will always try to get the case dismissed most likely on the grounds of lack of evidence. So unless you file and submit pay stubs, sales numbers, and other concrete evidence, you might make it past the motion to dismiss. Then if you do, the employer can start defending with intangibles that cannot be measured. Most likely the only proof that will win this is all the above and an email from your boss stating that “I am only paying Suzy more because she has great legs and Frank doesnt.”