...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...
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...Summary of Law According to the Lilly Ledbetter Fair Pay Act of 2009, women in the US are paid 77 cents to every dollar that men are paid (The Lilly Ledbetter Fair Pay Act of 2009, 2009). African-American women on the other hand, earn 64 cents for every dollar, while Latina women earn 55 cents per dollar earned by men. The Equal Pay Act of 1963 (EPA) was created to require that men and women in the same workplace be given equal pay for equal work (U.S. Equal Employment Opportunity Commission, n.d.). The forms of pay are also covered by this law and include salary, overtime pay, bonuses, stock options, etc. (U.S. Equal Employment Opportunity Commission, n.d.). Unfortunately, today we still experience the unfair practice of unequal pay. To address this issue, in 2009, President Obama signed the Lilly Ledbetter Fair Pay Act. The purpose of this act was to restore the discrimination caused by the ruling in the Ledbetter v. Goodyear Tire & Rubber Co case (The Lilly Ledbetter Fair Pay Act of 2009, 2009). The Lilly Ledbetter Fair Pay Act gives individuals the power to challenge pay discrimination and forces employers to eliminate any discriminatory pay practices (The Lilly Ledbetter Fair Pay Act of 2009, 2009). Relevance & Importance The issue of wage gap and discrimination is one that not only affects women globally, but it also affects the economy in the United States. The Center for American Progress published an article explaining the varying reasons why Equal Pay is important...
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...Current Event Summary/Synopsis “Women Are Back On the Job” Shaniece Twitty Hist. 1320-11 October 23, 2012 2:25-3:40 While women are said to be equal in today‘s society, this was not the case in previous centuries. In the 1800s a woman’s ultimate purpose was to find a man and reproduce. However, women are finding their way back into the workforce. “Women Are Back On the Job” by Tami Luhby. This article appeared on CNN Money, October 19, 2012, from the website http://money.cnn.com/2012/10/19/news/economy/women-jobs/index.html?iid=SF_E_River. The economic upswing is now becoming more balanced between the genders. The number of women employees has jumped 300,000 in the past six months, nearly the same amount as men. In September, each men and women saw a job gain of 57,000. It increased overall in the United States as a whole. As governments looked to become stricter financially, they reduced funding for job support initiatives, particularly subsidized child care programs that allow poor women to seek and retain jobs. Women were hit hard during the private sector, in schools which accelerated in 2011 after stimulus funds ran out. Governments were still shedding jobs after the private sector. Governments have finally begun to stem jobs losses over the past year. School districts started the strongest summer hiring since 2006, offering teaching jobs within the school(Tami Lahby). At this time women are still climbing their way to the top. It all comes down to women who are...
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...In hopes of removing the loopholes from the Equal Pay Act, President Obama signed a legislation called the Lilly Ledbetter Fair Pay Act of 2009. The purpose of this legislation was to provide addition protection against discrimination that the original Equal Pay Act failed to cover. “The law clarifies that pay discrimination occurs when a pay decision is made, when an employee is subject to that decision, or at any time an employee is injured by it; employees have 180 days from any of those instances to file a claim” (AAUW 21). This alone would not suffice in ending the gender wage gap, more needed to be done. Ultimately the original Equal Pay Act needed to be updated. The House of Representatives passed the Paycheck Fairness Act in 2009. The goal of this bill was to update “the Equal Pay Act by closing loopholes, strengthening incentives to prevent pay discrimination, and prohibiting retaliation against workers who inquire about employers’ wage practices or disclose their own wages” (AAUW 21). Unfortunately, in November 2010 the Senate defeated the bill. With the government turning down bills that require employers to pay their female workers the proper wages it’s hard to get rid of the wage gap when even the government will not regulate it....
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...Fair Compensation Research Team A Patricia Hailey, Cynthia Whitelow, Jim Loncar RES/351 March 22, 2014 Darron Williams Introduction and Problem Statement ABC Company is currently involved in litigation involving a current female employee’s complaint that the company unfairly administers its wage and salary policies between male and female employees performing the same job. The goal of the research is to determine if ABC Company policies are current, ethical, fair, legal, and administered properly throughout the organization. Our hypothesis is that the wage and salary policies of ABC Company are administered ethically and legally across all units of the company. Is there pay equity and discrimination among women and men in the workplace? Congress passed anti-discrimination legislation including the equal pay Act of 1963. Women are still struggling for equal pay in the workplace. According to the Labor Department data show that for 35 to 44 year olds, the earnings ratio of women and men rose from 58 percent in 1979 to 77 percent in 2006 (Labor Department 2006). After researching, the Institute for Women’s Policy Research 2014, states the change in wages for women equal pay is a slow process and it will take nearly fifty years for women to reach the pay as men. The Institute for Women Policy also express that women earn less than men in almost any occupation (Institute for Women’s Policy Research 2014). “A significant wage gap is still with us, and the gap constitutes...
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...Management 15 Major HR Responsibilities of Line Management 15 HR Managers' Resonsibiiities: Disciplines Within HRW? 16 The Legal Environment: EEO and Diversity Management 17 Staffing 17 Training and Development 20 Employee Relations 20 Labor and Industrial Relations 20 Compensation and Benefits 20 Safety and Security 21 Ethics and Sustainability 21 HRM Careers 23 The Society for Human Resource Management Other HR Organizations 24 Professional liabiliy 24 23 The Practitioner's Model for HRM The Model 24 Sections of the Model 25 24 Trends and Issues in HRM 27 Technology and High-Performance Work Systems 27 Increasing Globalization 28 Ethical Issues—Reverse Discrimination Wrap-Up 28 29 Chapter Summary 30 Case 1.1 33 Chapter 2 Strategy-Driven Human Resource Management SHRM 38 39 Strategy and Strategic Planning in the 21 st Century The External Environment 41 41 Strategy 45 What Is...
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...This text was adapted by The Saylor Foundation under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work’s original creator or licensee. Saylor URL: http://www.saylor.org/books Saylor.org 1 Preface Competing books are focused on the academic part of HRM, which is necessary in a university or college setting. However, the goal with this book is not only to provide the necessary academic background information but also to present the material with a practitioner’s focus on both large and small businesses. While the writing style is clear and focused, we don’t feel jargon and ten-dollar words are necessary to making a good textbook. Clear and concise language makes the book interesting and understandable (not to mention more fun to read) to the future HRM professional and manager alike. It is highly likely that anyone in business will have to take on an HRM role at some point in their careers. For example, should you decide to start your own business, many of the topics discussed will apply to your business. This is the goal of this book; it is useful enough for the HRM professional, but the information presented is also applicable to managers, supervisors, and entrepreneurs. Besides these differences, other key differences include the following: This book utilizes a technology focus and shows how HRM activities can be leveraged using technology. We have also included a chapter on communication and information...
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