Takeaway: In a situation where a male management consultant earned slightly more than a woman in the same position, but the discrepancy could be explained by the man having prior experience in the position while the woman did not, the woman could not bring her Equal Pay Act claim to trial.
A management consultant could not bring her federal Equal Pay Act (EPA) wage discrimination claim to trial because the employer had a legitimate reason other than sex for paying the one comparable male employee slightly more than it paid the plaintiff, a federal appeals court ruled. Notably, the man had prior experience in the position, while the woman did not.
In March 2014, the plaintiff began working at a consulting firm as a senior manager with a starting base salary of $135,000. During the next three years, she received several promotions, ultimately serving as a director/client partner with a base salary of $200,000. In May 2017, the acting managing director of the branch where the plaintiff worked hired a man as a new director/client partner with a base salary of $275,000. Approximately six months after that hire, the plaintiff resigned and subsequently brought a wage discrimination action against the firm under the EPA.
According to the acting managing director, the new hire was brought on board with a higher salary than the plaintiff because he brought a broad experience to the firm that the plaintiff lacked. The plaintiff acknowledged she had no prior experience as a client...
WNBA star Sophie Cunningham has shut down allegations about her supposed falling out with former podcast co-host West Wilson. Cunningham has called out media outlets for spreading false informatio...