...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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...have gained their rights, from owning property, to vote, and now a chance to have equal pay. The Lilly Ledbetter Fair Pay Act was passed due to help from other Supreme Court cases, interest groups, and public opinion. Lilly Ledbetter worked for Goodyear Tire Plant in Gadsden, Alabama for fourteen years as a production supervisor (-----). Ledbetter remained on the job even though she experienced sexism, “the plant did not need women, that [women] did not help it, [and caused problems]” (-----). She stayed due to the salary she was receiving, which at first was in line with the salaries of men performing the substantially similar work, but over time her pay slipped in comparison to the pay of male area managers with equal or lesser seniority. Ledbetter was compensated approximately $3,727 per month, however the lowest paid male area manager made close to $4,286 per month, and the top paid made nearly $5,236 (------). In total Ledbetter made...
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...similar working condition” (“EQUAL PAY ACT OF 1963 AND LILLY LEDBETTER FAIR PAY ACT OF 2009,” n.d). The issue I see is one male was hired in at $10,000 more salary than Ms. Kate; even though Ms. Kate does not have a PhD she has six years of experience in this line of work and also has her “Master’s in Social Work (MSW), a terminal degree that, as a credential, has far more external marketability than the degrees possessed by the two new hires” (Thorne, Ferrell, & Ferrell, 2011). Her job duties require more than what the other two men that have a higher degree....
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...for other purposes” or, as it is more commonly known, “The Lilly Ledbetter Fair Pay Act of 2009” was the inaugural act for President Barack Obama to sign into law. Though the act is a short three pages, the policy and events that led to the creation of the law were contentious and complicated and spanned...
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...As society grows and changes, the problems it faces become different. However, one problem that has remained the same throughout the years is the inequality of women, more specifically the wage inequality. In her Brooklyn Rail article about Lilly Ledbetter, Alexis Clements writes that, in 1979 Lilly Ledbetter began to work as a manager at a Goodyear Tire and Rubber company in Gadsden, Alabama. Lilly was the only woman at the time working as a manager and her starting pay was equal to that of her male counterparts. After 19 years of working at Goodyear, she received an anonymous note informing her of the salary of three of her male coworkers and realized that she was making much less than them. Lilly was enraged when she began to think about...
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...have been many reasons for the indifferences but none of them have been proven to be true. It is only now that it has become an issue for business due to the government regulations have now made it an ethical issue that has to be addressed or a business can be fined or shutdown if found not to be within the government standards. So the research question then becomes why management or companies continue to try to justify the need not to be regulated when it continues to be a problem within many organizations. Based on the history of this nation it was determined back in the 60’s that there were evidence that pay and benefits differences for women in similar jobs was not equal. The Equal Pay Act of 1963 and reinforced later with the Lilly Ledbetter Act of 2009 which has given the government the tools to address the problems for businesses for now and the future. It stated that if male or female or in a similar job with the same set of skills required to perform it the pay and benefits must be the same. If there is evidence of sex based wage discrimination within the same company or organization the employee or government can open an investigation to see if any equal opportunity laws have been violated. Once it has been proven the company or establishment will be fined and order to pay all back pay the differences in pay and compensation. The next question to be answered is why try to pay different scales. The educated guess as to why business sometimes get this so wrong? Maybe...
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...The Movements of Women’s Rights Gender & Equality Barbara Bradford Sept. 9, 2015 Instructor: Jennifer Moore-Ambrosia Southern New Hampshire University In the United States, women are allowed a certain level of luxury in having a large amount of control over the path they have taken. An American woman can be a business owner, a homeowner, a college graduate, a highly paid executive or a stay at home mother and wife. These are choices that we as individuals get to make with limited input from the men in our lives. We take guidance from our fathers, brothers and husbands but the ultimate decision lies with us. History shows us that this was not always the case in our country. Early on women were not allowed to own property, be educated or make any major decisions. Power rested in the hands of the men and it took many years to wrench some away. In the late 1800’s American women were beginning to realize that there was more to life then mothering and keeping house. The Suffragette movement was born out of a palpable desire to be a voice for change in the world and to that they could vote in the governance of the country. After many years of struggling, the 19th amendment was signed into law extending the right to vote so that it would not “be denied or abridged by the United States or by any State on account of sex”...
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...Gender Equality & the Women’s Movement SS310 – Exploring the 1960’s: An Interdisciplinary Approach Unit 6 Project March 12, 2013 A Brief Timeline of the Women’s Movement 1920 - 2009 Sources cited on the reference page. In the United States, women are allowed a certain level of luxury in having a large amount of control over the path their lives take. An American woman can be a business owner, a homeowner, a college graduate, a highly paid executive or a stay at home mother and wife. These are choices that we as individuals get to make with limited input from the men in our lives. We take guidance from our fathers, brothers and husbands but the ultimate decision lies with us. History has shown us that this was not always the case in our country. Early on women were not allowed to own property, be educated or make any major decisions. Power rested in the hands of the men and it took many years to wrench some away. In the late 1800’s American women were beginning to realize that there was more to life then mothering and keeping house. The Suffragette movement was born out of a palpable desire to be a voice for change in the world and to have a vote in the governance of the country. After many years of struggling, the 19th amendment was signed into law extending the right to vote so that it would not “be denied or abridged by the United States or by any State on account of sex” (19th amendment). One step among many that leads...
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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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...Griggs V. Duke Power On December 14, 1970 in Draper North Carolina thirteen African Americans were represented by Griggs in the first legal law suite of its kind. Duke Powers reserved the good jobs for the white employees. There were extreme differences in wages and jobs. Also, there were standardized tests required to be taken by potential employees or employees who wanted promotions. The courts ruled that the tests did not pertain to applicant’s ability to perform the job. This case was pivotal to the workforce because people started taking the EEO more seriously. It helped with all aspects in HR, this case embraced the disparate impact which knocked down the barriers of equal opportunity employment. It set a foundation of how we should hire people and what is a fair acceptable way of doing recruiting. Harris v forklift system Inc. Teresa Harris was a manger for forklift systems, Inc. She had serval times been harassed by her president, Charles Hardy. She had been insulted on several occasions in front of other employees. After, promising that the harassment would end, Hardy comments got even worse. The courts saw this as fair unlikely grounds for a sexual suit. This plays an important part in HR because sexual harassment is very big issue in the workplace. This case really shows that one person can’t define harassment, it’s different in everyone’s eyes. Taxman V. Piscataway Board of Education The school had to lay off an employee. The board had a choice between...
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...Sasha Klaeb WMST 101 7 May 2013 Assignment 4: Women and Work Question 1, The Glass Escalator: In “The Glass Escalator,” Christine Williams studies the way men are treated and their experiences when working in female dominated occupations, and finds that there exists a glass escalator for men working in these jobs. First, although Williams acknowledges that the proportion of men and women in the labor force is approaching parity, there still exists significant job segregation relating to gender. Both men and women are relegated to single sex occupations, meaning that they work in jobs that society deems more appropriate for men and women. What Williams does in this paper is different from other studies because rather than focusing on women in male dominated occupations and the barriers they face, she studies the underrepresentation of males in predominantly “female” occupations. She examines four typically female dominated occupations: nursing, librarianship, elementary school teaching and social work, and studies the implications of men working in female occupations. From these studies, she finds that unlike females in male dominated jobs, men do not face any discrimination and are in fact promoted and move up the ladder at a much faster pace than women. As one employee put it, there is a preference for men in these female occupations. Williams found that the more female dominated the job or specialty was, the greater the preference for men. The glass escalator...
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...Talking to government officials about the gender pay gap and making them aware that the pay gap between men and women is an issue is a good way to spread awareness of the gender pay gap, even if it is a narrow gap. For example, the Lilly Ledbetter Act was passed in 2009 and helped many women across the country easily file cases in court whenever they received an unfair paycheck. In the past, women had to report their unfair pay within 180 days of the first unfair paycheck they received and now women have 180 days of their last unfair paycheck to report their pay inequity (Taylor). Although it may be hard to talk to officials, a simple way to spread awareness of the gender pay gap is through social media campaigns such as Equal Pay Day. To reduce the gender pay gap, one must make others aware of the issue at hand (BE9). Equal Pay Day highlights how far into the next year the general population of women without variables considered would have to work in order to make the same amount...
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...Kristine Lilly Lilly attended Wilton High School in Wilton, Connecticut. While still attending high school, Lilly became a member of the United States women's national team. She was recruited by, and eventually chose to attend, the University of North Carolina at Chapel Hill.Lilly competed as a student-athlete, playing for the university's North Carolina Tar Heels women's soccer team from 1989 to 1992. During her time there, she won the NCAA Women's Soccer Championship every year she played. She won the Hermann Trophy as a junior in 1991 To honor her time with the school, North Carolina retired her #15 jersey in 1994.Lilly grew up in Wilton, Connecticut and lives in Needham, Massachusetts. She is married to Brookline fireman David Heavey, a former hockey and golf star at the University of Connecticut. Lilly gave birth to her first daughter Sidney Marie Heavey on her birthday, July 22, 2008, and her second daughter Jordan Mary Heavey on September 2, 2011. She appeared in the HBO documentary Dare to Dream: The Story of the U.S. Women's Soccer Team. Lilly helps run a soccer camp with Mia Hamm and Tisha Venturini-Hoch. Lilly made her debut for the United States women's national soccer team in 1987, when she was still attending high school. During her international career, she surpassed the previous women's world record of 151 caps, held by Norway's Heidi Store, on May 21, 1998.On January 30, 1999, she surpassed what was then the men's record of 164 caps, held by Adnan Al-Talyani...
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...The Problem Joint Ventures do not always work and when they do they don’t work indefinitely. What Eli Lilly and Ranbaxy are facing now is the dilemma of rather to continue with their JV, Eli Lilly Ranbaxy, or should they separate and continue each one by its own means. The situation represents both a problem and an opportunity to both companies, as there are important trade-offs to be considered before any decision is taken. The Environment In the last decade the environment for the pharmaceutical industry changed radically in India. Before the 1990’s there were no regulations for patent recognition and the government had an active role in establishing drug prices through the DPCO, which were situated amongst the lowest in the world. Profit margins were also regulated at around 6% of sales. As a result many of the multinationals started exiting the Indian market. As India enter the GATT and the WTO in 1994 patent protection would become active in India from 2004-2005. In the international arena, patent regulation was also little by little becoming stronger and many of the big players were going through M&A processes that further increased the sales concentration in few companies. These companies had a hard time competing with local laboratories that produced generic drugs with no R&D expenses and at a fraction of the price. Eli Lilly Ranbaxy portraits the example of the traditional JV in which Ranbaxy, a company from less-industrialized country, offered the knowledge and...
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...ASSIGNMENT MARKETING MANAGEMENT |CASE |INDIVIDUAL ASSIGNMENT |GROUP ASSIGNMENT | | |(Please select 1 question for your individual |(Please select 2 questions for your group assignment | | |assignment regardless how many questions are given in |regardless how many questions are given in each case) | | |each case) | | | |Submission deadline: JANUARY 4TH, 2014 | | |Submission to: ANHDANGLUCKY@GMAIL.COM | |ZENITH |What would you do to improve the reliability of the |What managerial and research problems that face Zenith?| | |market research, if you were the top management of the | | | |company? |Where could Zenith get the relevant information? | | |What would the best way be to discover the market |What would you do if you were Pearlman? | | |demand of the new product of Zenith? | ...
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