Happy 85th Birthday to the Notorious RBG aka Justice Ruth Bader Ginsburg. Looking forward to the May 4th movie about her life. #womanpower REPORT @notoriousrbg - We were so thrilled to be interviewed for the new @rbgmovie! You can see co-authors @irincarmon & @shanakn (as well as @aminatou of @callyrgf ) in this snippet! Check our Facebook page for the full preview and catch RBG in select theaters on May 4th! #notoriousrbg#ruthbaderginsburg#justiceruthbaderginsburg
Happy International Women’s day. I want to take this opportunity to admire a woman we all love. Justice Ruth Bader Gingsburg. Can I get a #WCE?! Whaa Whaa?!!!
This interview was a reminder for me of how a single thought can not only change the life of a person but the lives of a group of people; not just for a current generation, but for millions of souls to come.
I can imagine the thought about the paycheck coming into RBG’s mind.
If you’ve never heard of this case here’s a little summary:
Lilly Ledbetter worked as a supervisor for Goodyear Tire & Rubber Company at its Gadsden, Alabama plant from 1979 to 1998. By the end of Ledbetter’s tenure, her salary was $3,727, while her lowest paid male counterpart earned $4,286 and the highest paid earned $5,236. In 1998, Ledbetter filed a complaint with EEOC and then sued Goodyear under Title VII of the Civil Rights Act of 1964.
A jury found for Ledbetter and awarded her over $3.5 million in back pay and damages, which the district judge later reduced to $360,000.
The Court of Appeals for the Eleventh Circuit reversed, holding that Ledbetter’s claim wasn’t filed within 180 days from the date of the alleged violation.
The Court of Appeals concluded there was insufficient evidence to prove that Goodyear acted with discriminatory intent in making only two pay decisions that occurred within the 180-day filing deadline.
In her scathing dissent, Justice Ginsburg explained that the better approach, consistent with Title VII’s purpose and Supreme Court precedent, is to “treat each payment of a wage or salary infected by sex-based discrimination” as an unlawful employment practice and “prior decisions, outside the 180–day charge-filing period,”
The Lilly Ledbetter Fair Pay Act was signed into law in 2009, which reversed the Supreme Court’s decision and makes clear that each discriminatory paycheck resets the 180-day limit to file a claim, helping to ensure that individuals subjected to illegal pay discrimination may effectively assert their rights.