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Wed Sep 12, 2012, 06:25 PM

 

Questions about the Lily Ledbetter Fair Pay Act (LLFPA) of 2009 and its impact\effects:

1) What exactly does the Lily Ledbetter Fair Pay Act of 2009 do?

2) Will the LLFPA produce equal pay for equal work by men and women? If not, what will its impact be?

There's a raging debate on FB right now and I do not trust much that I read there. I do trust tremendously what I read here.

I will try to respond to all substantive responses.

Thanks in advance.

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Reply Questions about the Lily Ledbetter Fair Pay Act (LLFPA) of 2009 and its impact\effects: (Original post)
coalition_unwilling Sep 2012 OP
coalition_unwilling Sep 2012 #1
spanone Sep 2012 #2
coalition_unwilling Sep 2012 #3
Warren Stupidity Sep 2012 #4
coalition_unwilling Sep 2012 #5

Response to coalition_unwilling (Original post)

Wed Sep 12, 2012, 07:01 PM

1. Self-kick for additional exposure - n/t

 

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Response to coalition_unwilling (Original post)

Wed Sep 12, 2012, 07:03 PM

2. Lilly Ledbetter Fair Pay Act of 2009

The Lilly Ledbetter Fair Pay Act of 2009 (Pub.L. 111-2, S. 181) is a federal statute in the United States that was the first bill signed into law by President Barack Obama on January 29, 2009. The Act amends the Civil Rights Act of 1964 stating that the 180-day statute of limitations for filing an equal-pay lawsuit regarding pay discrimination resets with each new paycheck affected by that discriminatory action. The law directly addressed Ledbetter v. Goodyear Tire & Rubber Co., 550 U.S. 618 (2007), a U.S. Supreme Court decision that the statute of limitations for presenting an equal-pay lawsuit begins on the date that the employer makes the initial discriminatory wage decision, not at the date of the most recent paycheck.



much more....

http://en.wikipedia.org/wiki/Lilly_Ledbetter_Fair_Pay_Act_of_2009

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Response to spanone (Reply #2)

Wed Sep 12, 2012, 07:09 PM

3. Thanks. I had basically understood that today in 2012 women still earn

 

only $0.77 for every $1 that a man makes for comparable work. (Don't have a citation for this ready to hand, but I'm reasonably confident that I'm correct about this.)

What I cannot figure out is if the LLFPA will narrow that gap by broadening the statute of limitations for filing pay discrimination lawsuits.

I suppose that employers will be incentivized to rectify gender-based pay discrepancies when facing more threats of discrimination. But that's mere supposition on my part, at this point.

Maybe what I really need is a good layperson's understanding of what the current law currently requires with regard to pay rates and gender.

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Response to coalition_unwilling (Reply #3)

Wed Sep 12, 2012, 07:48 PM

4. If you listen to the rightwing mansplanation, there is no gap.

The gap, which is clearly there, and is around your 0.77 level, can be attributed to many things besides direct gender wage discrimination. Of course the problem with that explanation is that it is entirely likely that all those other causes are a consequence of institutionalized gender discrimination.

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Response to coalition_unwilling (Original post)

Thu Sep 13, 2012, 12:19 PM

5. One more self-kick for the morning crowd. Any insights will be

 

heartily appreciated.

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