In the case of Vehar v. Cole National Group, Wendy Vehar argues that she was paid less than her two male coworkers although they all did basically the same job. Wendy began working at Cole in the System Management Department in February of 2001 as a Data Analyst (Walsh, 2016, p.449). She held a bachelor’s degree in mathematics with a minor in computer science. She had six plus years of experience as a computer programmer and throughout her career, she also acquired extensive experience with database management systems, operating systems, and programming languages. Her starting salary with Cole was $46,000. Wendy worked with two programmers, Erich Leipold and Dave Crosley. Erich Leipold was hired as a Programmer Analyst in May
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He shared Vehar’s complaints with his supervisor, John Broerman, and found out that this had already been discussed with her. Snyder was informed that Vehar’s promotion three months earlier prevented her from receiving another increase in salary. After continuous work in the same department, her performance eventually resulted in a six percent raise, increasing her salary to $51,709, which was still substantially less than her male coworkers. Still unsatisfied with the pay discrepancy, in 2004 Vehar wrote a letter to Snyder, Broerman and the HR Director, Steven Hurd recapitulating her concern regarding this matter. Surprisingly, individuals tend to believe that gender discrimination in the workplace is decreasing and often ignore complaints; however, studies prove that it continues to exist and is even more prevalent in terms of inequality between men and women in pay, promotions, and other opportunities (Sipe, Johnson, & Fisher, 2009, p.344). In fact, it has even been said that women have become to look more like men in the workplace in terms of skills sets; however, men are rewarded by pay, promotions, etc. due to their willingness to forgo a portion of their workplace flexibility; whereas, women have too many family responsibilities to …show more content…
Since a prima facie case was substantiated under the Equal Pay Act, the court took under consideration the differences in experience between the coworkers, it was determined that experience was the factor other than sex for the difference in pay. The court stated that the male employees had more work experience and more “advanced skills” as the rationale for the difference in pay. It was also stated that Vehar’s experience prior to Cole was outmoded and obsolete (Walsh, 2016, p.541). In conclusion, Cole National Group should have done one particular thing differently. They should have abided by their description of the requirements for the programmer’s positions following the educational and work experience that they set forth. These included:
• Programmer Analyst (pay grade 29) – Bachelor’s degree or equivalent experienced i.e. five plus years’ work experience,
• Senior Programmer Analyst (pay grade 31) – Bachelor’s degree or equivalent experience i.e. seven plus years’ work experience, and
• Systems Analyst (pay grade 31) – Bachelor’s degree or equivalent experience i.e. ten plus years’ work experience (Walsh, 2016,
He shared Vehar’s complaints with his supervisor, John Broerman, and found out that this had already been discussed with her. Snyder was informed that Vehar’s promotion three months earlier prevented her from receiving another increase in salary. After continuous work in the same department, her performance eventually resulted in a six percent raise, increasing her salary to $51,709, which was still substantially less than her male coworkers. Still unsatisfied with the pay discrepancy, in 2004 Vehar wrote a letter to Snyder, Broerman and the HR Director, Steven Hurd recapitulating her concern regarding this matter. Surprisingly, individuals tend to believe that gender discrimination in the workplace is decreasing and often ignore complaints; however, studies prove that it continues to exist and is even more prevalent in terms of inequality between men and women in pay, promotions, and other opportunities (Sipe, Johnson, & Fisher, 2009, p.344). In fact, it has even been said that women have become to look more like men in the workplace in terms of skills sets; however, men are rewarded by pay, promotions, etc. due to their willingness to forgo a portion of their workplace flexibility; whereas, women have too many family responsibilities to …show more content…
Since a prima facie case was substantiated under the Equal Pay Act, the court took under consideration the differences in experience between the coworkers, it was determined that experience was the factor other than sex for the difference in pay. The court stated that the male employees had more work experience and more “advanced skills” as the rationale for the difference in pay. It was also stated that Vehar’s experience prior to Cole was outmoded and obsolete (Walsh, 2016, p.541). In conclusion, Cole National Group should have done one particular thing differently. They should have abided by their description of the requirements for the programmer’s positions following the educational and work experience that they set forth. These included:
• Programmer Analyst (pay grade 29) – Bachelor’s degree or equivalent experienced i.e. five plus years’ work experience,
• Senior Programmer Analyst (pay grade 31) – Bachelor’s degree or equivalent experience i.e. seven plus years’ work experience, and
• Systems Analyst (pay grade 31) – Bachelor’s degree or equivalent experience i.e. ten plus years’ work experience (Walsh, 2016,