On January 29, 2009, President Obama signed into law the Lilly Ledbetter Fair Pay Act of 2009. The Ledbetter Act is a direct response to the United States Supreme Court's decision in Ledbetter v. Goodyear Tire & Rubber Co., Inc., which held that employees cannot bring Title VII disparate pay claims alleging discrimination occurring outside the 180/300-day statute of limitations period. The Ledbetter Act changes the rules for calculating the statute of limitations, allowing plaintiffs to sue over employment decisions made long ago.
Please join Seyfarth Shaw attorneys in a discussion of the implications of the Ledbetter Act, and the critical procedures employers need to put in place.
- What does the Ledbetter Act provide?
- What claims are revived by the Ledbetter Act?
- What impact will the two-year "backpay" limitation have on claims?
- How will the Ledbetter Act affect the Hulteen benefits case now before the Supreme Court?
- What should employers do to combat the risk of Ledbetter Act claims?
- Will the Ledbetter Act spawn more class action litigation?
- What is the status of the proposed Paycheck Fairness Act?
Who Should Attend:
Continuing Legal Education:
Due to the volume of registrants, we are unable to offer CLE credit for this event.
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