Lilly Ledbetter a woman who was subjected to unfair pay wages and sexual discrimination on a daily basis; Mrs. Ledbetter is a regular woman like any other woman in the work force. She was employed by Goodyear from 1979 through 1988 at a Gadsden, Alabama plant. In 1985 she was working as an area manager along with three male managers, her shifts were from 7:00 P.M. to 7:00 A.M., while she worked for the company, she was given low ratings. Although, she did receive a Top Performance Award in 1996, she never received a raise that matched the men in the company. Mrs. Ledbetter continued working in the company, even though she was sexually harassed by her supervisor, who demanded sexual favors if she wanted good job performance reviews. Even though,
…show more content…
Mrs. Ledbetter was not compensated for the injustice, but it brought the case front and center that even after the tragic outcome something good came out of it. On January 29, 2009, President Barack Obama signed The Lilly Ledbetter Fair Pay Act, which stated the 180 days statute of limitations would reset every time an individual received a discriminatory paycheck. It also promoted voluntary compliance by employers, for example, some employers took measures to develop compensation setting criteria, audit pay decisions, review compensation decisions and training for performance evaluation just to name a few. As long as we can recall wage has always been a concern and more for woman since we are still grossing on average 77 cents for every dollar a man earns and that’s not putting in to account if you are Latin or African American doing the same type of work the gap is even larger. As we can tell the problem still exist, but thanks to the Lilly Ledbetter Fair Pay Act, we have a better opportunity to dispute the injustice. Now it is more challenging for companies to take advantage of employees since they have to be meticulous in keeping appropriate documentation on file corroborating any material discussed with its employee regarding wages or any type of matter regarding the personnel’s
Mrs. Ledbetter was not compensated for the injustice, but it brought the case front and center that even after the tragic outcome something good came out of it. On January 29, 2009, President Barack Obama signed The Lilly Ledbetter Fair Pay Act, which stated the 180 days statute of limitations would reset every time an individual received a discriminatory paycheck. It also promoted voluntary compliance by employers, for example, some employers took measures to develop compensation setting criteria, audit pay decisions, review compensation decisions and training for performance evaluation just to name a few. As long as we can recall wage has always been a concern and more for woman since we are still grossing on average 77 cents for every dollar a man earns and that’s not putting in to account if you are Latin or African American doing the same type of work the gap is even larger. As we can tell the problem still exist, but thanks to the Lilly Ledbetter Fair Pay Act, we have a better opportunity to dispute the injustice. Now it is more challenging for companies to take advantage of employees since they have to be meticulous in keeping appropriate documentation on file corroborating any material discussed with its employee regarding wages or any type of matter regarding the personnel’s