From Ledbetter received a series of negative evaluations, which she later claimed were discriminatory. Although her subsequent evaluations were good, in part as a result of those early negative evaluations, her pay never reached the level of similar male employees.
Where it is feasible, a syllabus headnote will be released, as is being done in connection with this case, at the time the opinion is issued.
The syllabus constitutes no part of the opinion of the Court but has been prepared by the Reporter of Decisions for the convenience of the reader. See United States v. Argued November 27, —Decided May 29, During most of the time that petitioner Ledbetter was employed by respondent Goodyear, salaried employees at the plant where she worked were given or denied raises based on performance evaluations.
After her November retirement, she filed suit, asserting, among other things, a sex discrimination claim under Title VII of the Civil Rights Act of There, Ledbetter alleged that several supervisors had in the past given her poor evaluations because of her sex; that as a result, her pay had not increased as much as it would have if she had been evaluated fairly; that those past pay decisions affected the amount of her pay throughout her employment; and that by the end of her employment, she was earning significantly less than her male colleagues.
Goodyear maintained that the evaluations had been nondiscriminatory, but the jury found for Ledbetter, awarding backpay and damages. On appeal, Goodyear contended that the pay discrimination claim was time barred with regard to all pay decisions made before September 26, — days before Ledbetter filed her EEOC questionnaire—and that no discriminatory act relating to her pay occurred after that date.
United Air Lines, Inc. A new violation does not occur, and a new charging period does not commence, upon the occurrence of subsequent nondiscriminatory acts that entail adverse effects resulting from the past discrimination. But if an employer engages in a series of separately actionable intentionally discriminatory acts, then a fresh violation takes place when each act is committed.
Ledbetter makes no claim that intentionally discriminatory conduct occurred during the charging period or that discriminatory decisions occurring before that period were not communicated to her.
But current effects alone cannot breathe life into prior, uncharged discrimination. Ledbetter should have filed an EEOC charge within days after each allegedly discriminatory employment decision was made and communicated to her.
Her attempt to shift forward the intent associated with prior discriminatory acts to the pay decision is unsound, for it would shift intent away from the act that consummated the discriminatory employment practice to a later act not performed with bias or discriminatory motive, imposing liability in the absence of the requisite intent.
Because Ledbetter has not adduced evidence that Goodyear initially adopted its performance-based pay system in order to discriminate based on sex or that it later applied this system to her within the charging period with discriminatory animus, Bazemore is of no help to her.During most of the time that petitioner Ledbetter was employed by respondent Goodyear, salaried employees at the plant where she worked were given or denied raises based on performance evaluations.
Ledbetter submitted a questionnaire to the Equal Employment Opportunity Commission (EEOC) in March and a formal EEOC charge in July Ledbetter sued Goodyear for gender discrimination in violation of Title VII of the Civil Rights Act of , alleging that the company had given her a low salary because of her gender.
A jury found for Ledbetter and awarded her over $ million, which the district judge later reduced to $, In February , respondent Goodyear Tire and Rubber Company hired petitioner Lilly Ledbetter to work in its Gadsden, Alabama, tire plant. Pet. App. 5a. Peti tioner was classified as a "Supervisor," a precursor to the position later known as "Area Manager.".
Lilly Ledbetter, the plaintiff in this case was engaged as an Area Manager at a Goodyear Tire and Rubber plant in Alabama in Goodyear Tire & Rubber Co., as well as two subsequent pieces of legislation, the Lilly Ledbetter Fair Pay Act of and the Paycheck Fairness Act.
As always, The Federalist Society takes no position on particular legal or public policy initiatives. Ledbetter v.
Goodyear Tire & Rubber Co., U.S. (), is an employment discrimination decision of the Supreme Court of the United States. Employers cannot be sued under Title VII of the Civil Rights Act of over race or gender pay discrimination if the claims are based on decisions made by the employer days ago or more.