Pay discrimination claims are on the rise.  Take the recent case of Niwayana v. Texas Tech University.  The plaintiff was hired as a tenure track chemistry professor at $50,000.  So was her male counterpart.  By their sixth year at the university, the man’s salary was several thousand more than the plaintiff’s.  After not receiving tenure, she sued for discrimination.  The university was unable to adequately explain the pay disparity.  Now, the case is headed for a jury trial.

The lesson here is an easy one: when it comes to setting salaries and making pay adjustments, have clear guidelines that are consistently applied.  It really is that simple.