The gender pay gap is an ongoing problem. There have been numerous attempts to eliminate it, including prohibitions on salary negotiations and sharing of salary information among workers. These suggestions probably won’t completely eliminate unequal pay based on sex, given how complicated and widespread the problem is. But they often play a major role in the creation or continuation of unequal pay.
This is something that a University of Miami professor alleges in an ongoing unequal pay suit against her school. Let’s take a look at this lawsuit and examine what it tells us about what can happen if an employee (or someone on behalf of the employee) decides to sue an employer for unequal pay.
EEOC v. University of Miami
According to court records and documents produced during discovery, the University of Miami (the University) hired Louise Davidson-Schmich (Davidson-Schmich) as a political science professor in 2000. Davidson-Schmich was brought on as an assistant professor who specialized in comparative politics and earned $50,000 per year.
In 2006 she applied to be promoted to associate professor with tenure. Her promotion to associate professor was granted, but the University denied her tenure request. Around the time of her promotion to associate professor, Davidson-Schmich’s salary was $72,504.
In 2006 or 2007, Gregory Koger (Koger) reapplied for an associate or full professor political science position at the University, with a specialization in American politics. He...
Ryan Amacher, who played role in bid to damage campaign, has also made antisemitic and racist posts on social media An influencer who played a key role in hoax claims that James Talarico was in a ...