Ledbetter v. Goodyear Tire & Rubber Co. Case Brief Summary | Law Case Explained скачать в хорошем качестве

Ledbetter v. Goodyear Tire & Rubber Co. Case Brief Summary | Law Case Explained

Get more case briefs explained with Quimbee. Quimbee has over 42,100 case briefs (and counting) keyed to 988 casebooks ► https://www.quimbee.com/case-briefs-o... Ledbetter v. Goodyear Tire & Rubber Co., 550 U.S. 618 (2007) Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees based on their race, color, religion, gender, or national origin. The United States Supreme Court considered how to appropriately apply Title Seven’s limitations period in the gender-based pay-discrimination case Ledbetter versus Goodyear Tire and Rubber Company. Lilly Ledbetter worked for Goodyear Tire and Rubber Company in its Alabama plant for approximately twenty years. During that time, pay raises for salaried employees like Ledbetter were based on job performance, as evaluated by the employees’ supervisors. There was no evidence that Goodyear adopted this particular pay system with an eye toward discriminating based on gender. In 1998, Ledbetter submitted a questionnaire to the Equal Employment Opportunity Commission, or EEOC, followed by a formal charge of discrimination against Goodyear. After retiring in November of that year, Ledbetter filed suit against Goodyear in an Alabama federal district court, alleging gender-based pay discrimination in violation of Title VII. More specifically, Ledbetter claimed that several of her Goodyear supervisors gave her negative performance evaluations because she was a woman, leading Goodyear to give her smaller pay raises than if the supervisors had evaluated her in a fair, nondiscriminatory way. She further claimed that by the time she retired, she was making significantly less money than her male counterparts. The jury found for Ledbetter and awarded backpay and damages. On appeal to the Eleventh Circuit, Goodyear argued that Ledbetter’s claim was time-barred by Title Seven’s limitations period because no discriminatory pay-setting decisions were made in the 180 days before Ledbetter submitted her EEOC questionnaire. The Eleventh Circuit ultimately agreed with Goodyear, reversing the district court’s judgment. Ledbetter appealed to the United States Supreme Court, which granted cert. Want more details on this case? Get the rule of law, issues, holding and reasonings, and more case facts here: https://www.quimbee.com/cases/ledbett... The Quimbee App features over 42,100 case briefs keyed to 988 casebooks. Try it free for 7 days! ► https://www.quimbee.com/case-briefs-o... Have Questions about this Case? Submit your questions and get answers from a real attorney here: https://www.quimbee.com/cases/ledbett... Did we just become best friends? Stay connected to Quimbee here: Subscribe to our YouTube Channel ► https://www.youtube.com/subscription_... Quimbee Case Brief App ► https://www.quimbee.com/case-briefs-o... Facebook ►   / quimbeedotcom   Twitter ►   / quimbeedotcom   #casebriefs #lawcases #casesummaries