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Mark your calendars for Paulie Abeles’ very special radio show Monday & spread the word to your friends!

By SusanUnPC on February 14, 2009 at 6:20 AM in Current Affairs

BELOW THE FOLD, we’re re-posting PatRacimora‘s superb cartoon (!) that marked the historic signing of Lilly Ledbetter’s fair pay legislation into law. But, first, here’s Paulie’s press release on this important program:

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In 1998, someone slipped a note in Lilly Ledbetter’s mailbox at the Goodyear Tire Plant in Gadsden, Alabama. It confirmed what Ledbetter had suspected–that she was being paid significantly less than male co-workers doing the same job.

The case became Ledbetter v. Goodyear–and, when, in a controversial 5 to 4 decision the Supreme Court overturned the lower court’s ruling for Ledbetter — the sexual discrimination and wage equity case unleashed a maelstrom of outrage and controversy.

Join me, Monday night, February 16th at 9 pm (EST) on “Sins of Omission”  on NoQuarter Radio (www.blogtalkradio.com/nqr) as we discuss sexism, discrimination and Ms. Ledbetter’s unlikely path towards political and social activism.

It will be a great show. Please join me! — Paulie

Please check out my Facebook page!

AND NOW! PatRacimora’s brilliant cartoon and post!

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Lilly Ledbetter Kicks Goodyear’s Tires

By PatRacimora . January 30, 2009

web3goodyear-toon_edited-2

As Lilly Ledbetter approached her retirement after working as a Goodyear plant supervisor for many years, someone slipped her a disturbing fact. Her male colleagues had been making far more than she was. She sued.

A jury found Goodyear guilty, but the Supreme Court threw out the case. Why? The reason will astound and disturb anyone who works for a private company.

According to enough Bush Supreme Court appointees to reach a 5-4 decision, Ledbetter should have filed her suit within 6 months after the first discriminatory paycheck was issued.

Huh? How’s that again? Exactly how would Lilly have known that fact way back then, given that private companies are still under no obligation to supply salary information to their employees?

President Obama spoke of Lilly Ledbetter’s plight during his campaign, and today he put his pen where his mouth was. (We at No Quarter are watching for what he actually does and give credit when credit is due.) The Lilly Ledbetter Fair Pay Act has been signed into law.

Amy Goldstein deftly puts the bill in its proper perspective:

The legislation …essentially rewrites the rules that specify the time within which workers may sue under a part of the 1964 Civil Rights Act that outlaws discrimination based on gender, race, national origin or religion. Under the bill, workers may bring a lawsuit for up to six months after they receive ANY [emphasis added] paycheck that they allege is discriminatory.

The high court had held that such cases could be brought only within six months of the discrimination’s beginning, rejecting a long-held interpretation by lower courts and the U.S. Equal Employment Opportunity Commission that each paycheck represented a fresh act of discrimination.

Republicans and others have said this is simply a victory for litigators. Perhaps it is one more income source for trial attorneys because a new law can now be broken. But as Congresswoman Barbara Mikulski (D-RI) put it, “If you don’t want to be sued, don’t discriminate!”

So, in the end did Lilly Ledbetter become rich as well as famous? Well, no. Now 70 and recently widowed, she will not receive restitution and her case cannot be retired. As Gail Collins puts it, “She’s now part of a long line of working women who went to court and changed a little bit of the world in fights that often brought them minimal personal benefit.”

A friend sent along a quote by Mary Ann Radmacher that well characterizes the Lilly Ledbetters of the world.

Courage does not always roar.
Sometimes courage is the quiet voice
at the end of the day saying,
“I will try again tomorrow.”

  • The Real HC

    “given that private companies are still under no obligation to supply salary information to their employees?”

    I would find it a gross violation of my employees privacy to share their salaries or other personal data with anyone other than the worker him/herself or his/her legal representative.

    “Republicans and others have said this is simply a victory for litigators”

    I am one of those dirty “republicans and others” I guess. Its also a victory for the ever growning “Diversity Training Consultants”.

    “If you don’t want to be sued, don’t discriminate!”

    Right now the answer to not being sued seems to be to hire “Diversity Training” consultants and document that you have a written policy on not discriminating. I have implemeted such a policy and training program and guess what, its a joke. One class does nothing to change the hearts and minds of my employees or society at large. But the classes work for their intended purpose, its much harder to be sued if you hire consultants to hold these little sessions. I expect soon I will have to add a “Ledbetter chapter” to the training.

    I am 100% for “Fair Pay” and legal equality of all adult human beings (which is NOT affirmative action), but I think Ledbetter is simply not all that useful. Its feel good legislation that allows Obama say “look ladies, I have your backs”. Well guess what, he doesnt.

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