Ledbetter V. Goodyear Tire & Rubber Co., Inc.

Ledbetter v. Goodyear Tire & Rubber Co. , Inc. United States Court of Appeals for the Eleventh Circuit, 2007 550 U. S. 618 (2007) Alito, Justice This is an employment discrimination case that was held by the Supreme Court of the United States. District Court found in favor of the Plaintiff awarding back pay and damages. Goodyear Appealed. The issue argued in the Supreme Court claimed all damages void before Sept. 1997 due to statute of limitations placed on discriminatory claims. The court found in favor of the Defendant, Goodyear, and decision was reversed. Facts.

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Plaintiff Lilly Ledbetter was hired at the Goodyear Tire & Rubber Company in 1979. This factory was located in Gadsden, Alabama. The factory based the decision for raises on supervisor evaluations and recommendations on worker performance. In November 1998 Ledbetter filed suit claiming pay discrimination under Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963. Ledbetter was making almost $1,500 less a month then the average male employee in the same position. Ledbetter argued that on multiple occasions she was given poor evaluations based on gender.

She also claimed that these decisions affected her future opportunities for a pay increase. Issue. The Plaintiff filed suit against Goodyear Tire after the statutory limitations period of 180 days set forth by the Civil Rights Act of 1964. However, the plaintiff argued that filing suit within the period of 180 days was not possible due to the inability of discovering the discrimination earlier. Rule. The rules used by the court to resolve this matter was the Civil Rights Act of 1964 and Equal Pay Act of 1963.

Under Title VII of the Civil Rights Act of 1964 employers cannot be sued over race or pay discrimination if the claims are after 180 days passed. The Equal Pay Act of 1963 abolished pay wage consideration based on sex. Analysis. The court found for the Civil Rights Act stating that Ledbetter should have filed suit against Goodyear when the rejection of pay decision occurred. Since 180 days had elapsed the suit violated the statute of limitations for discriminatory claims. Conclusion. The Supreme Court was ruling on the topic of Statute of Limitations.

The Court held that a suit of discrimination has to be filed within a 180 day period of the offense. Ledbetter did not claim that Goodyear acted in a discriminatory manner during that period. Also, Ledbetter did not state discrimination occurred during the two evaluations that took place within the 180 day period. The court found in favor of the defense. However, in January 2009 Congress passed the Lily Ledbetter Fair Pay Act. This bill amended the Civil Rights Act of 1963. The bill stated that a statute of limitations for discriminatory claims begins on the date the employer made the discriminatory wage decision.