What are her options?

What are her options?
Jane has three choices when it comes to this incident. One of her choices is to go to the HR department and express her concerns to them. Jane has the option of filing a lawsuit as well. According to the Equal Pay Act of 1963, she has the right to sue the company. Jane’s gender, on the other hand, is not the primary consideration for the payment difference; it can be used as a legal argument in court. The third choice available to Jane is to search for a new career. She has the option of accepting things as they are and moving on to another job. She should inform her employer that she is going to leave and search for a better job with high pay if the employer fails to meet her demands. Fundamentally, what she has to do is to follow the right channels in determining the best course of action.

The influence, if any, the federal government would have for this case?

In consideration to the Equal Pay Act of 1963, the federal government would largely influence this case. This act prohibits wage discrimination on a gender basis. Also, the company is still violating the Civil Rights Act of 1991. This law allows minorities such as women to receive a jury trial in case of any form of work discrimination something Jane is encountering. These laws would be applicable in that they could favor Jane when the case is involving the federal government. Filing a lawsuit against the S&J using either or both the Equal Pay Act of 1963 and the Civil Rights Act of 1991 would surely be on Jane’s side. What Jane is currently undergoing in her Job place is what these two acts categorize as “unfair treatment” and is not permitted regardless of her gender or even race.

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