Ledbetter v. Goodyear Tire & Rubber Co.

Ledbetter v. Goodyear Tire & Rubber Co., 05-1074 Summary of one or more of the main legal arguments: It seems this class has made me realize how tricky the justice system can be. I have been coaxed into reading more and more about the law and realizing that everything is not as black and white as it seems. For this legal research paper I decided to analyze the law concerning pay discrimination. This is a subject dear to my heart, as I believe I witnessed some of this first hand in relation to

Case Analysis: Case Studies: Goodyear As of the past 3 decades, women have shown a commendable progress in the workplace. For instance, the average weekly earnings for women was 62.1 % that of men in the year 1970. The raw pay difference decreased from 37.9 % to 21.5 % by the year 2007. Despite the progress, the raw wage difference has continually been used to further public policy agendas without offering an explanation behind the difference (An Analysis of Reasons for the Disparity in Wages

been violated and she deserved monetary compensation. Ledbetter’s case first saw action in her local District Court. Here, the respondent, Goodyear, denied the petitioner’s accusations that her performance evaluations had been discriminatory. The Court ruled in Ledbetter’s favor, awarding her over $3 million in back pay and damages. Goodyear appealed to the U. S. Court of Appeals for the Eleventh Circuit arguing that Ledbetter’s complaint cited discrimination that occurred way before the

the article “Some Things Change with Time”, it states, “ It’s hard to believe it’s been seven years since President Obama signed the Lilly Ledbetter Fair Pay Act the first piece of legislation to become law during his presidency” (Lapidus). Barack Obama is an example of an individual who has tried to do something about the gender wage gap. The Lily Ledbetter Fair Pay Act was essentially a

Lilly Ledbetter had finally had enough of the gender discrimination at Goodyear and decided to take a stand. In 2003, she sued Goodyear and the federal jury awarded her $3.8 million in damages. Later in 2003, a judge reduced her winnings to $300,000. However, Goodyear appealed until Supreme Court although the Civil Rights Act clearly forbids gender discrimination. At the Supreme Court trial, Goodyear pointed out that the Civil Rights Act also has a statute of limitations which means that an employee

In the article “Lilly Ledbetter Fair Pay Act,” the National Women’s Law Center states, on average, women earn 78 cents for every dollar their male counterparts earn. Of these women, African American women earn 64 cents, while Latin American women earn a mere 55 cents. The Lilly Ledbetter Fair Pay Act became one of the many stepping stones in achieving equal pay. Women must continue to make people aware of the discrimination they faced in the workplace on a daily basis. Wage discrimination is embedded

regulated more than it is. It started with the Equal Pay Act of 1963. You see cases like Ledbetter v. Goodyear Tire & Rubber Co., Inc. Ledbetter was paid a lower salary than some of the male managers due to her gender and was given low rankings and lower raises. The Equal Pay Act of 1963 “mandates that women and men who do equal work must receive equal pay” (Ferrell, Fraedrich, & Ferrell, 2013). The Lilly Ledbetter Fair Pay Act of 2009 was signed by President Obama and the act states “longstanding position

"We hold these truths to be self-evident, that all men are created equal, that they are endowed by their creator with certain unalienable rights, that among these are life, liberty and the pursuit of happiness"(US Declaration of Independence). Equality is a fundamental principle that has helped form our law system to what it is today. Since the Declaration of Independence we have been able to expand who should be included when our law system addresses equality. Today law, regarding gender equality

Right after that, many women were discouraged when the Supreme Court handed down a decision in a pay discrimination case, Ledbetter v. Goodyear Tire & Rubber Co. (2007) rejecting the complaint of gender-based pay discrimination. At almost age 60 retirement ready, Lilly Ledbetter found out she had been paid less than male workers at a Goodyear tire plant that she had worked at. She sued them, and a federal district court jury gave her $300,000 in compensation. Her victory did not last

“strong principles, fighting spirit, and deep compassion”. To help address this out of line and inadmissible wage hole, President Obama marked the Lilly Ledbetter Fair Pay. Follow up on January 29, 2009, reestablishing the insurance against pay segregation that was stripped away by the Preeminent Court's choice in Ledbetter v. Goodyear Tire and Rubber