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Lilly Ledbetter Case Summary

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Lilly Ledbetter was a supervisor at Goodyear Tire and Rubber’s plan in Alabama from 1979 until her retirement in 1998. She was an area manager and initially her starting salary was similar to her male counterparts, however as time went the pay discrepancy between Lilly and 15 male managers was obvious. Lilly Ledbetter was paid $3,727 a month were the lowest paid male area manager was earning $4,286 per month and the highest male was paid $5,236 a difference of approximately $1,500.
Lilly’s initiated a lawsuit against Goodyear immediately after her retirement. This claim was denied by the Supreme Court because she did not file suit 180 days from her first pay check even though she did not know of the discrepancy at that time. Subsequently, the 111th U.S. Congress passed the “Lilly Ledbetter Fair Pay Act” in 2009 to loosen the timeliness requirements for filling a suit so long as the act of discrimination occurs with 180 days of the filing of the discrimination suit.
There had been rumors that pay had been different between men and women but of course there had been a rule that you were not to discuss what you made with anyone that you work with. On one particular day Lilly went in to work and wait to her mail cupboard to find an anonymous note showing four names with a dollar amount next to it. One of the names was herself and …show more content…
The Paycheck Fairness Act would create stronger incentives for employers to pay workers fairly, empower women to negotiate for equal pay, and prohibit retaliation against employees who share salary information. There are still numerous things that need to pass through the governmental chain in order to get the end result. I am still amazed that women still receive on average 7% less than a man who has the same education, job title, age, religion and any other factor that is supposed to keep us as equal as

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