Equal Work for Equal Pay: The Lilly Ledbetter Act
Copyright (c) 2010 Chuck Matthews
On April 20th, 2010 the 110th day of the year, people across America observed Equal Pay Day, which marked the 110 extra days per year that women in the United States must work in order to earn what men earned in 2009. On average, a woman in America makes 77 cents for every dollar that a man makes. For African American women and Latin American women the wage disparity is even greater. Over the course of of a typical woman's career, she can expect to lose roughly 700,000 dollars as a result of gender-based wage discrimination. Although 47 years have passed since the passage of the Equal Pay Act, which made equal pay for equal work the law, women in Colorado, and across the country, still face widespread wage discrimination.
After 19 years working for the Goodyear Tire Company, Lilly Ledbetter found out that she was paid 20% less than her male counterparts. The knowledge began a decade long fight for equal pay for equal work that went all the way to the Supreme Court, and resulted in the Lilly Ledbetter Fair Pay Act; the first piece of legislation signed by newly-elected President Barack Obama.
The Lilly Ledbetter Fair Pay Act, which was signed into law on January. 29, 2009, restores the protection against wage discrimination that was taken away by the 2007 United States Supreme Court decision in Ledbetter v. Goodyear Tire & Rubber Co. The Ledbetter Act restores prior U.S. anti-wage discriminatory law and helps to better ensure that individuals subjected to unjust wage discrimination are able to more effectively assert their rights under federal anti-discrimination laws. In Ledbetter v. Goodyear Tire and Rubber Co., the United States Supreme Court ruled that employees cannot challenge wage discrimination if the employer's original decision to pay discriminatory wages occurred more than 180 days before the unfairly lower wages began being paid, even when the employee continues to receive paychecks that have been unfairly reduced.
The Lilly Ledbetter Far Pay Act makes clear that pay discrimination claims on the basis of sex, race, national origin, age, religion and disability can be renewed whenever an employee receives a discriminatory paycheck, as well as when a discriminatory pay decision or practice is adopted. This means that a woman who believes that she has been the victim of wage discrimination can take legal action up to 180 days after her last discriminatory paycheck or other discriminatory pay decision.
If you are a working woman who has experienced gender-based wage discrimination, there are a variety of legal options available to you to address this unjust wage disparity. Contact an attorney who specializes in gender-based wage compensation cases to more thoroughly review your situation and options.
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