The plaintiff, a former shipping supervisor, sued her former employer, the defendants, for violation of the Equal Pay Act, gender discrimination under Title VII of the Civil Rights Act of 1964, and retaliation all pursuant to the Pennsylvania Human Relations Act (PHRA). The plaintiff was hired by the defendants in June 2006 as a traffic clerk and in October 2006 she was promoted to shipping supervisor, but claimed although she performed the same duties as the previous shipping supervisor, who held the position for only six months, she was paid a considerably lower starting wage, despite her years of experience. The plaintiff asserted after holding the job for nearly six years, she was never paid at the higher rate, and she was also paid less than similarly-situated male shipping supervisors at the defendants’ five other facilities.
According to the plaintiff, as a traffic clerk, the former shipping supervisor subjected her to gender-based harassment, which included openly and regularly belittling her in the presence of other employees, and that her promotion in October 2006 only exacerbated the gender-based hostility from her male managers and coworkers. She claimed the production supervisor would openly ignore her work-related requests, and would not respond to her phone calls or radio calls, but when she reported the conduct, the defendants took no disciplinary action. The plaintiff asserted that this created a hostile, intimidating and offensive work environment, which unreasonably interfered with her ability to perform her job, and eventually she was terminated. The plaintiff alleged that the defendants acted with malice or reckless indifference to her federally and state protected rights by underpaying her, harassing her, and ultimately firing her in retaliation for her opposition to the Equal Pay Act violations, and because of her gender.
The defendants denied liability and contended the plaintiff was terminated for her display of unprofessional behavior towards her co-workers, as well as significant issues in her interactions with her supervisors, which had a negative impact on productivity. The jury found for the plaintiff and awarded her $13,420,000, which included $12,500,000 in punitive damages. However, following the trial the parties agreed to settle this action for an undisclosed amount. 
This case was not handled by our firm. However, if you have any questions regarding this case, or any employment matter, please contact Joseph Maya at 203-221-3100 or by email at JMaya@MayaLaw.com.
If you feel you have been mistreated by your employer or in your place of employment and would like to explore your employment law options, contact the experienced employment law attorneys today at 203-221-3100, or by email at JMaya@mayalaw.com.
 Robertson v. Hunter Panels, LLC; Carlisle Construction Materials, Inc., JVR No. 1509040030, 2015 WL 5965172, (Apr. 20, 2015).