First, the legal issues, in this case, are Wendy Vehar worked at Cole as a data analyst and states she made less income than the male employees. The other employees she worked with made more than she did, had less experience, and not as good of job performance reviews as she did. She felt overworked with bigger and harder jobs than the rest without adequate pay.
The district court decided that the defendants satisfied the fourth factor of prima facie and that is “any factor other than sex” (Walsh, 2016). The defendants assert this by Vehar’s lower salary, but there are more factors to the case and prima facie. The court used Crosley and Leipold’s additional work experience, but here their experience is not enough. Their performance reviews were not good as Vehar’s. “To grant summary judgment on the basis of an identified distance, without requiring proof of a qualitative difference essentially …show more content…
They may not had a college degree, but they were able to perform the same some without one. The employees all knew the job and had previous experience and a degree was optional and a desired trait in the field. Each of the employees had a special trait that made them more noticeable for some reason over the other. They did not see gender as an issue as long as the got completed.
Vehar, states that pay is an issue in the company and how they place people in different departments. She states she was over several people and made a pattern known as the Bible, but was not properly compensated for it. It would not be sufficient to avoid a trail to ensure this did not happen to other employees male or female. However, if it did go to trail it probably would not go far because the company hired some of the employees without a degree and based their pay on performance and prior knowledge not for the degree. The employees have more experience than most and know the job from top to