Being able to prove that your company's compensation practices don't discriminate based on gender, race, age, or another protected characteristic is now more important than ever. That's because the recently enacted Lilly Ledbetter Fair Pay Act has amended Title VII, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and the Rehabilitation Act to clarify that a discriminatory compensation action occurs each time a discriminatory paycheck is issued.
The Fair Pay Act does not change the fact that employees can only go back two years to recover damages. What it does change is that even more individuals will be able to file suit, instead of having their cases thrown out because they filed too long after the employer made the initial discriminatory pay decision.
With more legal challenges possibly on the pay discrimination horizon, there's no better time to audit your compan...(register to read more)
- Lilly and Carlos: Questions and answers on the Ledbetter Act's unintended consequences
- Supreme Court health care decision sets off health benefits scramble
- The 10 Employment Laws Every Manager Should Know
- Can we require employees to get flu vaccine?
- Landmark Same-Sex Ruling May Affect Your Benefits Plan