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Lilly Ledbetter Fair Pay Act Case Study

688 Words3 Pages

Corning provided their workers different jobs with different wages, and regulated only male workers could do the job with higher wages. This policy leaded to unconscious wage gaps between male and female employees. Corning did not violate the law, but from the eyes of female workers, their wages are lower than men’s. Clearly, the Equal Pay Act had flaws and needed more supplements and explanations. The process of legislation took a long time, and the problem always existed. Another famous case at 1976 was “General Elec. Co. v. Gilbert, 429 U.S. 125.” This case challenged the Title VII of the Civil Rights Act of 1964. General Electric Co. provided disability plan cover its employers’ sickness and accident, but pregnancy related disability …show more content…

It defined lots of ambiguous conditions might happen and clarified several different kinds of gender discriminatory behaviors. There was a famous court case related to this new Act, which is “Ledbetter v. Goodyear Tire & Rubber Co.” Lilly Ledbetter worked in Goodyear Tire and Rubber Company in Gadsden as a female supervisor. At first, her wage was the same with male employers. However, before retirement, she realized that her wage was still $3727 per month, which was much lower comparing to her colleagues who earned from $4286 to $5236 per month. She became the subject of wage discrimination and her case went to the trail. Unfortunately, she didn't win in the Supreme Court. A part of the reason is that the discriminatory intent must occur during the 180 days …show more content…

From the WWII, women’s status in the workforce increased a lot and society started to recognize the talent of women was as important as men’s. However, the gender-based pay gaps still exist. Yet today, 50 years after the Equal Pay Act became law, a pay gap still exists, and studies have demonstrated that a significant portion of the wage gap cannot be fully explained when controlling for factors such as labor market experience and job characteristics.” (“Fifty Years After the Equal Pay Act”

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The year the Equal Pay Act was passed into law (1963) the wage gap between a man and women working full time was 41 cents with women making 59 cents for every dollar a man earned. Since then, the income disparity has decreased by almost 50 percent. In 2014, the wage gap was 21 cents with women making 79 cents for every dollar a man earned (The Wage Gap Over Time). This 20 cent decrease in the wage gap since 1963 shows how significant of a difference the Equal Pay Act and its enforcement through Corning Glass Works v Brennan, along with other court cases, have been. The current 21 cent wage gap today shows that the issue of unequal pay based on sex still exists, and that more needs to be done to close this gap.

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