Not yet a Member?
HR Magazine is highlighting the next generation of HR leaders.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Attend a comprehensive, instructor-led review before you sit for your SHRM exam.
Learn to implement the complex changes and ensure compliance with the FLSA. 2-Week Virtual Seminar, Nov 29-Dec 8.
For Immediate Release
(Alexandria, Va., October 26, 2006) On October 23, 2006, SHRM filed an amicus brief with the Equal Employment Advisory Council (EEAC) in the U.S. Supreme Court case of Ledbetter v. Goodyear Tire and Rubber Company, Inc.
The case involves limits on the time that an employer can be held responsible for alleged discrimination in salary decisions.
After being employed by Goodyear for 19 years, Lilly M. Ledbetter filed a sex discrimination charge with the Equal Employment Opportunity Commission (EEOC) in 1998, alleging that she received a lower salary because of her sex. Ledbetter then filed a Title VII lawsuit and introduced evidence spanning her entire 19-year career at Goodyear.
In Alabama, a non-deferral state, a plaintiff must file a claim with the EEOC within 180 days of the alleged discriminatory conduct. Although the trial court permitted Ledbetter to introduce evidence that spanned her 19-year history with Goodyear, the Eleventh Circuit Court held that Ledbetter could only challenge acts of pay discrimination that occurred within the 180-day limitations period.
In the amicus brief, the Society and EEAC argued that the Court should limit evidence of pay discrimination to employment decisions that occurred within 180 days of filing the EEOC charge, not Ledbetter's entire career. SHRM also stated that expanding the limitations period would prejudice employers who reasonably rely on the current limitations period and would also impose an undue burden on employers to defend past employment decisions.
For more information on the Amicus Brief in U.S. Supreme Court Case on Title VII Pay Case or other legislative information, visit the SHRM Government Affairs Web page at http://www.shrm.org/government/
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies