The Lilly Ledbetter Fair Pay Act of 2009 is a federal law in the United States that was enacted to address the issue of pay discrimination based on gender. The act was named after Lilly Ledbetter, a woman who discovered that she had been paid significantly less than her male counterparts for many years. The act extends the time period in which an individual can file a pay discrimination claim, allowing victims of pay discrimination to seek legal recourse. It also prohibits employers from retaliating against employees who discuss or disclose their wages. The Lilly Ledbetter Fair Pay Act aims to promote equal pay for equal work and reduce gender-based pay disparities in the workplace.
The Lilly Ledbetter Fair Pay Act of 2009 is a federal law that amends the Civil Rights Act of 1964 to make it easier for employees to file pay discrimination claims.
The Act extends the time period in which an employee can file a pay discrimination claim, allowing employees to challenge ongoing pay disparities that result from past discriminatory actions.
The Act protects employees who have experienced pay discrimination based on their race, color, religion, sex, national origin, age, or disability.
Under the Act, employees have 180 days from the date of the last discriminatory paycheck to file a claim.
Employees who prevail in a pay discrimination claim can recover back pay, compensatory damages, and punitive damages.
Yes, the Lilly Ledbetter Fair Pay Act of 2009 allows employees to file a claim within 180 days of receiving their last discriminatory paycheck, even if they are no longer employed by the company.
Yes, the Lilly Ledbetter Fair Pay Act of 2009 applies to federal employees as well as employees in the private sector.
If you believe you have been a victim of pay discrimination, you should consult with an experienced employment law attorney to discuss your options for filing a claim.
No, the Lilly Ledbetter Fair Pay Act of 2009 prohibits employers from retaliating against employees for filing a pay discrimination claim.
You can learn more about the Act by visiting the website of the U.S. Equal Employment Opportunity Commission or by consulting with an employment law attorney.
This site contains general legal information but does not constitute professional legal advice for your particular situation. Persuing this glossary does not create an attorney-client or legal adviser relationship. If you have specific questions, please consult a qualified attorney licensed in your jurisdiction.
This glossary post was last updated: 13th April 2024.
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