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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
(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/
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