![]() Employees tend to believe they are underpaid when they are paidĪt market or even when they are paid above market. Unfortunately, how pay is determined and what constitutes fair pay is frequently a mystery to most employees. If you feel you have been unfairly subjected to discriminatory wage practices by your employer, please call our office to speak to one of our New Jersey Employment Lawyers to discuss the specifics of your equal pay claim.Everyone wants to be paid fairly for their work. The accrual period is invoked when either the discriminatory pay practice is adopted, or when the employee is affected by the discriminatory actions and practices of the employer. In other words, the discriminatory act on the part of the employer now “accrues” each time the worker receives that paycheck resulting from the employer’s original discriminatory action. The Fair Pay Act pronounced that each discriminatory paycheck, and not just the employer’s initial decision to engage in pay discrimination would now serve to reset the period of time during which a worker can file a claim of pay discrimination on the basis of sex, race, national origin, age, religion and disability. Less than two years later, a quick acting Congress passed the Lilly Ledbetter Fair Pay Act of 2009 to specifically overturn the Supreme Court’s decision. This is true even in the case when an employee continued to receive the discriminatory reduced wages. The Supreme Court subsequently upheld that decision in a 5-4 vote by ruling that employees could not sue for ongoing pay discrimination if the employer’s original, yet discriminatory pay decision occurred more than 180 days earlier. Ledbetter was made years earlier, or more than 180 days from the date she filed suit. The Court of Appeals reasoned their decision on the fact that Goodyear’s initial decision to discriminate against Ms. Ledbetter continued to be on the receiving end of the original discriminatory pay for which she originally complained. Ledbetter had filed her case too late despite the fact that Ms. However, the Court of Appeals for the Eleventh Circuit reversed the jury verdict, holding that Ms. Ledbetter’s favor and awarded her back-pay and approximately $3.3 million in compensatory and punitive damages due to the pay discrimination. Ledbetter filed a complaint with the Equal Employment Opportunity Commission (“EEOC”). After learning of the wage discrepancy, Ms. Ledbetter had no way of knowing that she was being discriminated against in terms of her wages until she learned that the salaries of three of the male managers doing similar work was significantly higher than her salary. Many of her co-workers talked openly about the amount of overtime pay they were receiving at a time when Goodyear prohibited employees from discussing their salaries. At the plant, she faced sexual harassment and her boss told her that he did not believe a woman should work there. She worked there for almost twenty years. Lilly Ledbetter was one of a few female supervisors who worked at a Goodyear plant in Alabama. The reason for this legislation was to restore protections against pay discrimination that has been taken away in the Supreme Court’s Ledbetter v. ![]() ![]() The unfair wage gap for women and minorities to their male counterparts was addressed when President Obama signed the Lilly Ledbetter Fair Pay Act on January 29, 2009. This means that the statute of limitations to file a federal equal pay lawsuit begins on the date the last discriminatory paycheck, not the initial discriminatory wage decision. The Fair Pay Act extends the 180-day statute of limitations for aggrieved person to file an equal pay lawsuit with each pay check that is considered discriminatory. ![]() The Lily Ledbetter “Fair Pay Act” is a federal law that amended the Civil Rights Act of 1964 to address unfair pay practices of employers throughout the country. ![]()
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