Pros And Cons Of The Lilly Ledbetter Fair Pay Act

The strict new California Fair Pay Act will soon become effective: January 1, 2016. California employers will be subject to what is being called the strictest and most aggressive equal pay law in the entire United States. Governor Jerry Brown signed the California Fair Pay Act (“Act”), Senate Bill 35, in October 2015. The new law is intended to increase the wage equality and transparency requirements of California labor law. The Act will be an amendment to Section 1197.5 of the current California Labor Code in relation to private employment.

The only way that Lilly found out was from the anonymous note years later after the discrimination had started. As an impact of the Ledbetter Act employees who don’t find about the discrimination until more than 180 days past the movement when the decision to pay the less is made will have no remedy after all. The Act allow the employees a fair opportunity to file discrimination paycheck claims. Leviticus 19:13 reads, “You shall not oppress your neighbors or rob him. The wages of a hired servant shall not remain with you all night until the morning

Throughout the speech, she appeals to the representatives’ guilt by emphasizing that these laws “worked a hardship on women who need or want to work overtime and on women who need or want better jobs” (8). She ridicules and guilts those who agree to limit women’s occupations, dismiss them to jobs with low wages that have minimal opportunities for promotions, and argues “working conditions and hours that are harmful to women are harmful to men” (16). Chisholm conveyed to her audience these hardships experienced by both women and men to hopefully drive them feel

Many people think the most predominant social injustice in the 1960’s revolved around racism, which was mostly true. But few realize that gender inequality was a much more harmful than racism in aspects such as employment, family life, and government service, where women were disregarded and underpaid. To notice the differences between discriminations in gender and race, one would have to fall into both categories as Shirley Chisholm had, the first African-American Congresswoman. Having experienced this disadvantage, Chisholm directed her career in a different direction. On August 10th, 1969 in Washington D.C., Shirley Chisholm made history by addressing gender inequality in her speech, “For The Equal Rights Amendment”.

In the United States, women have been fighting for their equality since the beginning. First, it was the women’s suffrage movement that was catching everyone’s eye. Recently, the fight against the gender wage gap has come to many people’s attention and is finally making an

The Bureau of Labor Statistics reports that single women who have never married earned 96 percent of men's earnings in 2012. When children comes into the picture, women tend to spend less time at work than men, furthermore, child care takes mothers out of the labor market, so when they return they have less work experience than similarly-aged males. Education also affects the wage gap. According to research studies, even within groups with the same educational attainment, women often choose fields of study, such as sociology, liberal arts or psychology, that pay less in the labor market. Men are more likely to major in finance, accounting or engineering.

In her speech, Chisholm states, "... the Constitution guarantees due process of law, in the 5th and 14th amendments." As Shirley Chisholm presents that the Constitution is a promise made to the people for the people but had that interpretation for men. She also mentions, "The 1964 Civil Rights Act and 1963 Equal Pay Act… are limited in their coverage -- for instance, one excludes teachers, and the other… professional women. " She brings forth an increased amount of attention upon the government not respecting its promises to the women of America.

If this is the case, care workers would have low wages even if men dominated this work force. Can the gender pay gap be explained using multiple frameworks and can these frameworks be applied to other areas of

The Lilly Ledbetter Fair Pay Act 2009 is named after a woman who discovered that the men at her workplace received higher pay for doing the exactly same job she was doing. Lilly Ledbetter then took her pay discrimination complaint all the way to the Supreme Court, which ruled in 2007 that claims like hers had to be filed within 180 days of an employer’s decision to pay a worker less, even if the worker didn’t learn about the unfair pay until much later, as was the case for Mrs. Ledbetter. (Slack, 2012). When Obama signed the Lilly Ledbetter Act 2009 he not only overturned the 2007 decision of the Supreme Court but he also made it easier for workers to challenge unequal pay. “United States Equal Employment Opportunity Commission (n.d)” advises “the Lilly Ledbetter Fair Pay Act of 2009 overturned the Supreme Court 's decision in Ledbetter v. Goodyear Tire & Rubber Co., Inc., 550 U.S. 618 (2007), which severely restricted the time period for filing complaints of employment discrimination concerning compensation.”

First, this paper will discuss the history of the equality gap and what past political leaders attempted to do to help close the gap. It will talk address Ms. Ledbetter 's history with the supreme court prior to the act being passed. Finally, it will explain how and who the act effects. The Lilly Ledbetter

The Supreme Court ruled unanimously against the intelligence testing practice of the Duke Power Company. The Supreme Court decision secures that employees may challenge not only overt discrimination but also job-selection procedures that are irrelevant to quantify job capability. In addition, according to the Cindy Hounsell (2002) report, “Women in U.S., on average, earn 72 cents to every dollar earned by men. In her lifetime the average women loses $523,000 due to wage disparities. Since 1987 women owned businesses have increased by 103 percent.

The Equal Opportunity Act of 1964 was the most progressive act since the reconstruction. Although not intentionally, many blacks were intimidated after winning these new rights. They were intimidated not to go to the workplace, voting, or schools. In all, the law did succeed in it’s plan to integrate and eliminate segregations. It succeeded because it was a law that finally went in favor of the ones fighting for equality.

The gender wage gap is outrageous. That gap is still significantly large in America, despite efforts that have been going on for decades to eliminate it. Women simply receive substantially less than men in this country. They are being discriminated against, and there is so much evidence to prove this. We cannot let them dismiss the evidence any longer.

Therefore, Phillips did what any normal woman would do, she turned around and filed a lawsuit against Martin Marietta Corp. for gender-discrimination. Her main point was that the corporation was violating Title VII from the Civil Right Act of 1964. She did not understand why she could not get a job just because she has a pre-school aged child. Martin had no problem hiring women with older children or no children at all. Or to top it off, what if Ida Phillips’ husband had applied.

Brooke Smith McKee DE US History March 21, 2016 Pay Gap Do you ever feel like even though you have done just as much work as someone else, you were not rewarded as much? Do you feel it is important that all of us deserve to have the same rights, status, and opportunities? Think about your gender, race, age, origin, class, income, language, religion, health, and preferences. Have any of these made you feel that life is unfair or affected your work place?