Wichita profit center also ran. In a summary way, it appears the plaintiff began work as a bookkeeper for Kansas Claims Service in Chamber of Commerce, Etc. His decision should not be overturned unless it is manifestly erroneous or an abuse of discretion. Brownlee alleges and presents supporting documents which show that she was consistently in the lower or middle range of the salary ranges for her various positions, whereas numerous male employees received greater salaries within their salary ranges. Plaintiff claims she was denied equal pay for equal work in violation of the Equal Pay Act, 29 U.
Zia Company, F.
Gay & Taylor Inc.
The second lowest ranking midwest manager inJerry Jacober, had a mil factor of. First, the appellant argues that the trial court required her to prove pretext as a prerequisite to recovery under the EPA. The various divisions, regions and branches were but extensions of the home office. United States District Court, D. Brownlee may have been treated differently than the male managers. Next, the defendant has contended that its salary program is exempt under Title VII and the Equal Pay Act; plaintiff has urged that the salary program was inconsistently and discriminatorily applied to her throughout her employment.
Brownlee responds that there were other male managers who failed to meet the. At all times during her employment, Ms. A mil factor over 1. Plaintiff began work as a bookkeeper for Kansas Claims Service in The plaintiff asserts that the mere existence of a formal merit system does not automatically foreclose a complainant's claim of unequal pay for equal work under the Equal Pay Act or discriminatory compensation under Title VII of the Civil Rights Acts of Baldwin Piano and Organ Co. This Court finds it most reasonable to compare the pay of individuals performing the same or similar functions regardless of the geographic location where the employees work so long as there is central control of job descriptions, salary administration, and job assignments or functions.