Ledbetter V. Goodyear Tire & Rubber Co

CASE 3: Jennifer Erickson sued her employer, Bartell Drug Company, contending that its decision not to cover prescription contraceptives under its employee prescription drug plan constituted sex discrimination. Bartell argued that its decision was not sex discrimination because contraceptives were preventive, were voluntary, and did not treat an illness.

Belton, R. (2004). Employment discrimination law: cases and materials on equality in the workplace. Thomson/West

Except for one major work stoppage in 1980, there has been relative labour peace in most Stonewall plants throughout their history. The company tends to pay the highest rates in the industry and Judy Byer is an extremely effective labour relations executive. Wage rates tend to increase about 2 to 3 percent per year.

The significance of Lorena Week’s sex discrimination case was that women can use the legal system to achieve for equality. Week’s case led the National Origination for Women to challenge discriminatory laws. Lorena weeks was a single mother of three children living in Wadley, Georgia. She worked as a telephone operator for many years at the Southern Bell Company. As a single mother, Weeks struggled to provide for her family on her low wages. When the position of Switchman opened, Weeks applied for the position. The switchman job had higher wages and since weeks had been with the company for many years she had seniority rights for the position. When Weeks confronted the company, they said the position was reserved for men and didn’t consider

Two Supreme Court cases that deal with compensation discrimination are Schultz v. Wheaton Glass Co. and Corning Glass Works v. Brennan. Schultz v. Wheaton Glass Co. was a Supreme Court case that was decided in 1970 that protected women from being paid less due to a different job title. It states that the jobs need to “substantially equal” not “identical” to be protected by the Equal Pay Act (“The Equal Pay Act”). Corning Glass Works v. Brennan was a Supreme Court case that protected women from getting paid less due to the “going market price” because “men would not work at lower rates paid women” (“The Equal Pay Act”). These Supreme Court Cases helped reinforce the Equal Pay Act, therefore helping to extinguish the Pay

Identify the battery issue involving defendants Green and DeVon in the case of Paur v. Rose City Dodge, Inc

Discrimination complaints are subject to strict time limits and must be within 180 days of the offense unless the offense is also under coverage by state or local anti-discrimination laws. However, only state laws have the capacity to extend the time of filing limit to 300 days. If the charges fall within the scope of the Equal Pay Act (EPA), the time limitations do not apply, but because claims also fall under Title VII sex discrimination, most claimants are under advisement to file charges under both laws with observance to the strict time limits of each. Mediation is another step in the complaint

Facts of the Case: LaNisa Allen appealed the original judgment in favor of Totes/Isotoner Corporation on the issue of whether the Ohio Fair Employment Practices Act, as amended by the Pregnancy Discrimination Act, prohibits an employer from discriminating against a female employee because of or on the basis of lactation. Relevant law associated includes whether Allen established a prima facie case of “sex discrimination on the basis of pregnancy,” or whether she “was simply and plainly terminated as an employee at will for taking an unauthorized, extra break.” Allen’s original complaint was termination attributable to discrimination, based on pregnancy and related

RULE OF LAW: In every other state or jurisdiction, a corporation is considered a foreign

Jennifer alleges that she was terminated because of her pregnancy. She neglects the fact that Greene’s discharged her because her position, junior executive secretary, is redundant to the company. It is transparently that Jennifer is a member of protected class and was dismissed. Yet Greene’s did not violate The Pregnancy Discrimination Act (PDA) under Title VII. According to Title VII 42 U.S.C. § 2000e-2(a), it is an unlawful employment practice if an employer discharges any individual because of such individual 's race,

The Lilly Ledbetter Fair Pay Restoration Act of 2009 changes the statute of limitations for a claim under Title VII and the EPA for an unjustified pay difference between male and female. The Act resets the statute every time a person received an unequal pay check, but permits recovery for all past unequal pay received by the claimant going back two years. Opponents of the law argue that this creates a huge potential liability for an employer for actions for back pay. What are the pros and cons of this law? State reasons for the pros and cons.

Throughout the history of the United States, equality for all has been a highly sought-after, yet controversial aspect of American life. Whether it was the period of Native American reorganization or the destructive era of Southern slavery, it has been equality that continues to be denied to a certain group of citizens. In order to combat this, many efforts have been made to influence equality in all elements of citizen’s lives. However, in today’s society, many of these attempts have failed to be noticed, for true equality has yet to be entirely achieved. Notably, working women all over the country have been denied equal wages to that of men. Thus, condoning the use of wage discrimination against women in the workplace is unjust and inequitable because women perform many of the same jobs as men do, they are entitled to the same basic rights as the rest of society, and because laws have already been passed to illegalize wage discrimination based on gender. Both men and women in the labor force are expected of comparable tasks and performances, yet the payment that women receive as compensation remains noticeably less than that of men.

The current financial health of Tire City, Inc. can be determined by looking at its financial statements, and converting the information on them into a number of different ratios, which give analysts information about the financial activities/health of the firm. These ratios include (but are not limited to) the current ratio, acid test, profit margin, total asset turnover, and return on equity. The current ratio measures short term solvency, or the firm’s ability to pay off its short term debt. TCI’s current ratio is 2.03, a healthy indication. This means that for every dollar of short term debt the firm carries, it holds $2.03 in current assets. This means that the company is not facing any significant threat from its short term

Everyone agrees that workplace discrimination has no place in the modern business world. But not everyone understands the laws that protect employees against discrimination. In this case, what you don’t know can hurt you, especially if an aggrieved employee files a discrimination claim.

Despite the fact that the Equal Pay Act has been law since 1963, many problems inevitably arise in the administration of equal pay laws (Fisher). It has been estimated that at this current slow rate of progression in closing the gender pay gap it will be 2068 by the time men and women’s wages are equalized. It is clear that the business case, as well as the legislative case, has a significant role to play (Commission Policy Report).