Title VII Violation: Case Study

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While I believe Julia may have cause for concern, based on the limited information she provided in her letter to the Director of the clinical counseling center it is difficult to determine if an Equal Pay Act (EPA) or Title VII violation has occurred (Bernardin & Russell, 2013). Therefore, in order to determine if EPA or Title VII violation has occurred I would need to gather additional information and review it in conjunction with the data Julia provided (EEOC, n.d.). To begin with, I would have to get additional information from the company’s Human Resources (HR) Department to confirm if their approach to compensation is based upon an Internal Equity Model, External Equity Model, or a hybrid of the two models (WageWatch.com, 2012.). Based on the information provided by Julia, it appears the company utilizes an External Equity Model to determine pay ranges …show more content…
Along with the details of the company’s pay for knowledge program, given that they appear to be willing to provide increased monetary compensation to employees that have the same job title as Juila, but have obtained a Ph.D (Kokemuller, unk.). Finally, I would need to review how the company’s performance appraisal process was performed, administered, and how it impacts employee compensation, so I could better understand if and/or how Julia’s six consecutive exceptional performance ratings impacted her salary (Bernardin & Russell, 2013). In conclusion, after obtaining all of the aforementioned data, I would then be able to review, analyze, and determine if an EPA or Title VII violation has possibly occurred or if a prevailing EPA exception, such as a difference in education or external job market forces dictating higher salaries for Julia’s recently hired

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