A Legal Case Of Wendie Dreves V. Hudson Group Retail

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What is the Equal Pay Act? The Bill of Equal Pay Act was first approved and signed by President John F. Kennedy on June 10, 1963. Employers were payed based on gender, and not on work. This act, which was the first of its kind, made it illegal for any wage disparity based on men and women working in the same place or comparable work under comparable conditions. This act was signed by the President Kennedy as part of his New Frontier Program. This act would prevent employer discrimination between the male work forces with the female workforces. In the article published by The New York Times, “ How to Bridge That Stubborn Pay Gap”, Clair Cain Miller states ,” More than a half-century after President John F. Kennedy signed the Equal Pay Act, …show more content…
Hudson Group Retail. The summary of the case is as follows, the complaint presented by the plaintiff, Wendie Dreves, age 58, against the defendant Hudson Group Retail stated that her male replacement, Jarrod Dixon, age 42, received a substantial pay increase as Dreves replacement when she was discharged after complaints of abusive and inappropriate behavior toward fellow employees. Dreves worked as a general manager for Hudson News 's retail operation at Burlington International Airport for about 7 years with 16 years of retail management experience. During that time, Dreves was awarded several merit pay increases with favorable review until her termination. Upon her termination, Jarrod Dixon, serving in lesser management roles for Hudson since joining the company in 2004 was picked a Dreves 's successor. Dreves charged unequal pay and was owed three days’ work in addition to two weeks unused vacation time …show more content…
Sessions also wrote that his final defense was broad but not to include any factors under the sun. In conclusion, Dreves must decide to pursue an out- of- court settlement for damages or a jury trial barring any settlement. Hudson also has the option to appeal which seems unlikely given the favorable precedents plaintiffs have received in similar cases presented to the 2nd Circuit Court of Appeals. Basically, revealing how women are devalued and payed less for the same work done by

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