Ledbetter v. Goodyear

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ENG 102#50357 30 March 2011 Ledbetter v. The Goodyear Tire & Rubber Company, Inc. The struggle for equal rights has been raging for centuries. In the 1960’s with the Civil Rights Act of 1964, the fight seemed to die down and the playing field seemed to become more level. However, many employers still treat men and women differently. While many may not discriminate knowingly, it is difficult to say whether or not women are kept at a lower level on purpose. Many women have filed lawsuits, but not many have won. Will there ever be a shift in power in the workplace? In 2006 the case of Ledbetter v. Goodyear Tire & Rubber Co., went to the Supreme Court after the ruling was appealed and changed from the original court ruling. The case originally went to trail when an employee by the name of Lilly Ledbetter sued her former employer, Goodyear Tire & Rubber Co., where she worked as a supervisor from 1979 to 1998. During that time frame, Ledbetter was denied raises during her yearly reviews. In March of 1998, Ledbetter submitted a questionnaire to the Equal Employment Opportunities Commission and then in June of 1998 filed a formal charge with the EEOC. Ledbetter claims that she was denied raises after yearly performance reviews because she was a woman. In November of 1998, Lilly Ledbetter retired from Goodyear Tire & Rubber Co. and she filed a suit claiming sex discrimination under Title VII of the Civil Rights Act of 1964. The District Court allowed this case to go to trial at which time Ledbetter sought backed damaged and wages to make up for the raises she did not receive throughout the time of her employment. The jury in the first trial awarded Ledbetter the money she was asking for. As expected, Goodyear appealed this ruling claiming that the charge was not made within the time frame allowed by Title VII. Title VII of the Civil Rights Act of
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