The plaintiff's claim that the position of "director of the CIO division" existed in the association should be rejected. During Dr. Rosen's tenure, there was no such standard, and the position was never required to be filled by the Ministry of the Interior in city associations. The plaintiff's duties did not justify more than 50% of the position, since most of them were performed through outsourcing.
There is no gender discrimination in the union. During Dr. Rosen's tenure as CEO, 13 women and 3 men were hired, and the positions were filled by the most suitable ones, regardless of gender. The current CEO is also a woman. All the considerations in the plaintiff's case were purely pertinent and professional, and there were differences in the work output, quality of work, seniority at work, training or education of the male employees to whom the plaintiff relates, and the plaintiff.
The plaintiff is one of the highest paid employees in the union, and has received favorable and improved conditions, both individually and in comparison to other employees. She has also participated in the largest number of courses and training funded by the Association. Dr. Rosen even initiated a change in the definition of the plaintiff's rank as an "environmental engineer", which led to a retroactive salary increase.
The plaintiff's claims of discrimination are not supported by external evidence. She refrained from bringing witnesses on her behalf, including former employees, to support her claims, and her explanations were evasive and unconvincing.
In accordance with the rulings of the labor courts, the question of the allocation of standby is within the scope of administrative discretion, and entitlement to standby should not be derived solely by virtue of a general comparison between employees who are not in a similar situation. Moreover, the Equal Pay Law allows for differences in wages if they stem from the nature of the work, seniority, education, etc., as long as there is no discrimination on the basis of sex.