Your sexual orientation can decide it as well. Studies From Americanprogress.org has shown that lesbian workers earn less that heterosexual and gay men do. “Transgender women experience a significant drop in earnings after a gender transition.” Women are not the only one experiencing pay gaps, according to the same source “gay and bisexual men earned between 11 percent and 27 percent less than their heterosexual counterparts.” Also research shows that “gay men earned 14 to 16 percent less than their heterosexual counterparts, while lesbian women actually earn 20 to 34 percent more.” these studies also suggest that “gay government employees earn 8 to 29 percent less than their heterosexual counterparts, indicating that discrimination is earnings
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This Act was place to help prevent pay discrimination. According to nwlc.org “The Act reinstates propr law and makes clear that pay dicrimination claims on the basis of sex, race, national origin, age, religion and disablility “accrue” whenever an employee recieves a discriminatory paycheck, as well as when a discriminatory pay decision or practive is adopted, when a person becomes subject to the decision or practice, or when a person is otherwise affected by the decision or practice.” This act will help workers to address any sort of discrimination and ensuring them safety from receiving and penalty at their jobs. Nwlc states “Employees will continue to have every incentive to challenge compensation discrimination claims as promptly as possible. Plaintiffs are still subject to Title VII’s two-year limitation on back-pay and, because employees bear the burden of proof in Title VII discrimination cases, they will disproportionately be affected by delayed litigation. But the Act gives employees the time necessary to evaluate and confirm that they have been subject to discrimination without forfeiting their right to file a charge. This will ultimately limit the number of pay discrimination claims that are …show more content…
She was one of the few female supervisors for Goodyear Tire and Rubber Co. Plant in Gadsden, Alabama. She worked for the company for about two decades. She faced a lot of sexual harassment at the plant and was told by her superior she shouldn’t be working there. She didn’t know she was a subject of discrimination until she received a unknown note stating the pay of 3 other male employees. She filed a complaint and her case went to trial. According to nwlc “the jury awarded her backpay and approximately $3.3 million in compensatory and punitive damages for the extreme nature of the pay discrimination to which she had been subjected.” But later on “The Court of Appeals for the Eleventh Circuit reversed the jury verdict, holding that her case was filed toolate – even though Ms. Ledbetter continued to receive discriminatory pay – because the company’s original decision on her pay had been made years earlier. In a 5-4 decision authored by Justice Alito, the Supreme Court upheld the Eleventh Circuit decision and ruled that employees cannot challenge ongoing pay discrimination if the employer’s original discriminatory pay decision occurred more than 180 days earlier, even when the employee continues to receive paychecks that have been discriminatorily reduced.” That decision conflicted with precedent under Title VII of the Civil Rights Act of 1964 and other civil Rights statutes. Less than two years after congress
This Act was place to help prevent pay discrimination. According to nwlc.org “The Act reinstates propr law and makes clear that pay dicrimination claims on the basis of sex, race, national origin, age, religion and disablility “accrue” whenever an employee recieves a discriminatory paycheck, as well as when a discriminatory pay decision or practive is adopted, when a person becomes subject to the decision or practice, or when a person is otherwise affected by the decision or practice.” This act will help workers to address any sort of discrimination and ensuring them safety from receiving and penalty at their jobs. Nwlc states “Employees will continue to have every incentive to challenge compensation discrimination claims as promptly as possible. Plaintiffs are still subject to Title VII’s two-year limitation on back-pay and, because employees bear the burden of proof in Title VII discrimination cases, they will disproportionately be affected by delayed litigation. But the Act gives employees the time necessary to evaluate and confirm that they have been subject to discrimination without forfeiting their right to file a charge. This will ultimately limit the number of pay discrimination claims that are …show more content…
She was one of the few female supervisors for Goodyear Tire and Rubber Co. Plant in Gadsden, Alabama. She worked for the company for about two decades. She faced a lot of sexual harassment at the plant and was told by her superior she shouldn’t be working there. She didn’t know she was a subject of discrimination until she received a unknown note stating the pay of 3 other male employees. She filed a complaint and her case went to trial. According to nwlc “the jury awarded her backpay and approximately $3.3 million in compensatory and punitive damages for the extreme nature of the pay discrimination to which she had been subjected.” But later on “The Court of Appeals for the Eleventh Circuit reversed the jury verdict, holding that her case was filed toolate – even though Ms. Ledbetter continued to receive discriminatory pay – because the company’s original decision on her pay had been made years earlier. In a 5-4 decision authored by Justice Alito, the Supreme Court upheld the Eleventh Circuit decision and ruled that employees cannot challenge ongoing pay discrimination if the employer’s original discriminatory pay decision occurred more than 180 days earlier, even when the employee continues to receive paychecks that have been discriminatorily reduced.” That decision conflicted with precedent under Title VII of the Civil Rights Act of 1964 and other civil Rights statutes. Less than two years after congress