When the woman has been in HR for a long time, she may have been granted a female HR director (HRD) position, and that’s often a bonus.
This was the case for former HRD director Susanne Wiedenkamp, who was also named as a plaintiff in the lawsuit.
In 2016, Wiedeskamp left her job as a senior manager in the HR department of the National Women’s Law Center and took a position as an adviser to a female employee.
The same year, Wiesenkamp also received a pay raise.
But Wiedeke said that she was still not granted a pay increase for the same year that her pay had gone up.
The company had made the pay raise contingent upon the woman not making an appointment with the HR director.
“We had to make that appointment, and we had to meet the other criteria,” Wiedenberg said.
“It was not a decision I made, and I have not made it since.
I never had to get paid.”
In response to a request for comment, HRD said the HRD office is not able to comment on individual cases.
“The Human Resources Department will not discuss individual cases,” the statement read.
“However, the Human Resources Office does have an agreement with the Department to provide an HRD position in an appropriate capacity for employees who are underrepresented in HRD and cannot find an HR department in their area of employment.”
Wiedenburg said that the HR office also was not given any opportunity to talk with her directly about her request to be paid a raise.
“I have never had a meeting with the [HRD] human resources office, and it is never going to happen,” Wiesenberg said, adding that she would be glad to speak to the HR Director.
But the HR Office declined to comment for this story.
The case is Wiedeburg v.
Human Resources Dept., 6:11-cv-00133, U.S. District Court, District of Columbia (DC).