Lilly Ledbetter is a woman who fought for equal pay in the workplace. She discovered that she was being paid significantly less than her male counterparts for doing the same job. Ledbetter filed a lawsuit against her employer, arguing that the pay discrepancy was a form of gender discrimination. Although she initially lost the case, she continued to fight for equal pay and eventually took her case to the Supreme Court. The court ruled in her favor, stating that the statute of limitations for filing a pay discrimination claim resets with each paycheck. Ledbetter’s case brought attention to the issue of pay inequality and sparked a national conversation about the need for fair compensation in the workplace.
The Lilly Ledbetter Fair Pay Act is a federal law that was passed in 2009 to address pay discrimination based on gender. It allows individuals to file pay discrimination claims within 180 days of receiving a discriminatory paycheck.
The Lilly Ledbetter case was a landmark Supreme Court case that brought attention to the issue of pay discrimination and ultimately led to the passage of the Lilly Ledbetter Fair Pay Act. It highlighted the challenges women face in proving pay discrimination and the need for legislative reform.
The Lilly Ledbetter Fair Pay Act protects employees by allowing them to file pay discrimination claims within 180 days of receiving a discriminatory paycheck, rather than within 180 days of the initial discriminatory decision.
Pay discrimination under the Lilly Ledbetter Fair Pay Act includes disparities in pay based on gender, race, age, disability, or other protected characteristics.
No, the Lilly Ledbetter Fair Pay Act prohibits employers from retaliating against employees for filing pay discrimination claims.
If you believe you are experiencing pay discrimination, you should document any instances of unequal pay and consult with an employment law attorney to understand your rights and options.
Yes, you can still file a pay discrimination claim under the Lilly Ledbetter Fair Pay Act even if you no longer work for the employer, as long as the discriminatory paychecks were received within the 180-day timeframe.
Remedies available under the Lilly Ledbetter Fair Pay Act may include back pay, compensatory damages, and attorney’s fees.
You have 180 days from the date of receiving a discriminatory paycheck to file a pay discrimination claim under the Lilly Ledbetter Fair Pay Act.
Yes, you may be able to file a pay discrimination claim under state law in addition to the Lilly Ledbetter Fair Pay Act, depending on the specific laws in your state. It is advisable to consult with an employment law attorney to understand your options.
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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