Earlier this month, a federal court of appeals issued an opinion in a case involving a plaintiff’s claim under the Equal Pay Act, in which the plaintiff claimed that she was paid significantly less than her male counterpart despite having more responsibility. The case is illustrative for those considering bringing a case alleging New York wage discrimination because it discusses the federal standards governing these claims.
The Facts of the Case
The plaintiff was a superintendent of the Illinois School for the Deaf (ISD) between the years of 2006 and 2010. When she left the position in 2010 to accept a new superintendent position, she was paid approximately $88,000, including a bilingual bonus. The plaintiff’s new position was a newly created superintendent position that placed her above both the ISD as well as the Illinois School for the Visually Impaired (ISVI).
Prior to the merging of the position, the ISVI superintendent, a male, was paid approximately $121,000. When negotiating her salary for the new position, the plaintiff asked for a salary that was greater than the previous salary paid to the superintendent of the ISVI. However, the district refused to pay the plaintiff that much, and the parties negotiated a salary of $106,500.