Mary is a model employee and works as a supervisor for a construction company. She has been an employee for more than 15 years. Mary is the only female supervisor and one of only a handful of women in a very male dominated company. Her male peers have been there on average five years less and have been promoted much faster than Mary. She is the only one with an advanced degree. Mary likes her job and does not have any complaints about how she is treated. One day after a particularly long hard day at work, Mary and some of her peers decide to go out to dinner. At dinner, a couple of her male co-workers start discussing salary and talking about other job offers with more money. Mary realized that that all of her male counterparts were currently making at least $5,000 more a year than her. After talking with the other supervisors, she determined that she has been making less, with no immediately discernible reason, for at least the last five years.
Can Mary bring a claim for gender discrimination?
Does the statute of limitations apply?
Create a scenario for both before and after the Ledbetter v. Goodyear Tire & Rubber Co. court decision, and its responsive legislation, The Fair Pay Act of 2009.
Martocchio, J. J. (2013). Strategic compensation: A human resource management approach (7th ed.). Upper Saddle River, NJ: Prentice Hall.© BrainMass Inc. brainmass.com October 17, 2018, 12:10 pm ad1c9bdddf
The document provides answer to case specific questions which are based on fair pay act of 2009.
Discuss seniority and merit pay plans: Strengths and limitations
In 300 words or more, discuss seniority and merit pay plans, including the strengths and limitations of such plans within an organization. Discuss the job, organizational and/or other factors that should be considered when deciding between the two.View Full Posting Details