![]() Goodyear, which restricted the time period for filing pay discrimination claims, making it more difficult for workers to file a complaint. The act sought to reverse the Supreme Court's ruling in Ledbetter v. Subsequently, the 111th United States Congress passed the Lilly Ledbetter Fair Pay Act in 2009 to loosen the timeliness requirements for the filing of a discrimination suit so long as any act of discrimination, including receipt of a paycheck that reflects a past act of discrimination, occurs within the 180-day period of limitations. In response, Congress later passed legislation, called the Lilly Ledbetter Fair Pay Act of 2009, that restarted the 180-day clock every time a discriminatory paycheck was received. By the end of 1997, Ledbetter was the only woman working as an area manager and the pay discrepancy between Ledbetter and her 15 male counterparts was stark: Ledbetter was paid $3,727 per month the lowest paid male area manager received $4,286 per month, the highest paid, $5,236. Over time, however, her pay slipped in comparison to the pay of male area managers with equal or less seniority. Initially, Ledbetter’s salary was in line with the salaries of men performing substantially similar work. For most of those years, she worked as an area manager, a position largely occupied by men. Lilly Ledbetter was a supervisor at Goodyear Tire and Rubber’s plant in Gadsden, Alabama, from 1979 until her retirement in 1998. In dissent, United States Supreme Court Justice Ruth Bader Ginsburg wrote: The Supreme Court did not consider the issue of whether a plaintiff's late discovery of a discriminatory action would excuse a failure to file within the 180-day period because her attorneys conceded it would have made no difference in her case. The lawsuit eventually reached the Supreme Court, which ruled against her because she did not file suit 180 days from the date of the discriminatory policy that led to her reduced paycheck, though the paycheck itself was issued during the 180-day period. She successfully sued Goodyear but the judgment was reversed on appeal by the Eleventh Circuit. This letter led her to file a sex discrimination case against Goodyear for paying her significantly less than her male counterparts. Only as she neared retirement did she learn she was being paid significantly less than male colleagues with similar seniority and experience. After working for Goodyear for nineteen years, Ledbetter received an anonymous note revealing that she was making thousands less per year than the men in her position. In 1979, Lilly Ledbetter was hired by Goodyear, working as a supervisor. Ledbetter worked at Jacksonville State University in Jacksonville, Alabama, as the Assistant Director-Financial Aid from May 1974 to December 1975. She remained married until Charles's death in December 2008. After graduating from high school, Lilly McDaniel married Charles Ledbetter and had two children, Vicky and Phillip. McDaniel was a mechanic at the Anniston Army Depot. Ledbetter was born Lilly McDaniel in Jacksonville, Alabama, and graduated from Jacksonville High School in 1956. In 2011, Ledbetter was inducted into the National Women's Hall of Fame. She has since become a women's equality activist, public speaker, and author. Two years after the Supreme Court decided that Title VII of the Civil Rights Act of 1964 does not allow employers to be sued for pay discrimination more than 180 days after an employee's first paycheck, the United States Congress passed a fair pay act in her name to remedy this issue, the Lilly Ledbetter Fair Pay Act of 2009. ![]() Lilly McDaniel Ledbetter (born April 14, 1938) is an American activist who was the plaintiff in the United States Supreme Court case Ledbetter v.
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