by David A. Copus, Esq.
On Jan. 29, President Obama signed the Lilly Ledbetter Fair Pay Act, which may be the most important change in anti-discrimination laws in decades. It applies to all pending compensation-related lawsuits, but limits back pay to two years.
The new law overturns the U.S. Supreme Court’s 2007 decision in Ledbetter v. Goodyear Tire and Rubber Co., Inc., where the court held by a 5-4 vote that Lilly Ledbetter’s charge of pay discrimination under Title VII of the Civil Rights Act came too late after she failed to complain to the EEOC within 180 days, as required by Title VII of the Civil Rights Act. (The law allows 300 days in states with their own anti-discrimination agencies.)
The Ledbetter basics
The Ledbetter Fair Pay Act amends Title VII, the Age Discrimination in Employment Act and the ADA.
It applies to alleged discrimination on the basis of gender, race, religion, color, national origin,...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Whistle-blowers protected only if concerns are in writing
- Denying leave may be legal, but unwise, for small firms
- Your rules can protect against retaliation—make sure managers follow them
- $46.7 million for manager who blew whistle on age discrimination