The Equal Pay Act: Jill and Seth
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Jill and Seth, recent graduates, were hired as computer analysts for HRJ Enterprises. In a conversation over lunch, Jill discovered that Seth's salary was 15% higher than hers. Assuming that she was being paid less because she was female, Jill contacted the human resources department demanding that her salary be increased by 15%. She was told that Seth had violated company policy by discussing his salary. Seth told Jill later that the company lowered his salary by 15%.
Which of the following is true?
Jill does not have a claim for discrimination under the Equal Pay Act because the company remedied the wage discrepancy by lowering Seth's salary.
Jill does have a claim for discrimination under the Equal Pay Act because the company remedied the wage discrepancy by lowing Seth's salary.
Jill would only have a claim under the Equal Pay Act because Title VII does not address gender discrimination relating to compensation.
Jill does not have a claim for discrimination because employers are free to set initial salaries without incurring liability under the Equal Pay Act or Title VII.
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Jill does have a claim for discrimination under the Equal Pay Act because the company remedied the wage discrepancy by lowing Seth's salary.
The above answer is correct. ...
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