The Lily Ledbetter Fair Pay Act


This policy was enacted by the US Congress to protect workers against pay discrimination in 2009. In accordance with this Act, all the employers should pay the same amount to all the employees with regard to their job obligations. The Act prohibits paying the male employees more than the female employees because of gender, race or disabilities. This policy is vital as it allows all the employees to receive the same amount of payment with regard to their task obligations. It is important as it prohibits any form of discrimination on the basis of sex and payment of fair amount of the wages earned.

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  1. Closing The Federal Gender Pay Gap Through Wage Transparency

Source 1:

Canales, B. (2018). Closing The Federal Gender Pay Gap Through Wage Transparency. Houston Law Review, 55(4), 969-997.


This article examines the historical proceeding and the legislation of the Lily Ledbetter Fair Pay Act. Canales discusses the decisions made for Ledbetter v. Goodyear Tire & Rubber Co. The source is reliable with hardly any form of biases as it explores the course of actions taken with regard to the suit of the Ledbetter against the Goodyear Tire & Rubber Co. Details on how she was compensated for damages and barring of the appeal presented by the Goodyear Tire & Rubber Company against the pay of Ledbetter. Through this Act, all the employers are obligated to pay differently to other bonafide factors other than sex, for instance, experience, education, among others (Canales, 2018).

  1. Raising the Dead?: The Lilly Ledbetter Fair Pay Act

Source 2:

Sullivan, C. A. (2010). Raising the Dead?: The Lilly Ledbetter Fair Pay Act. Tulane Law Review, 84(3), 499–563.


The author examines the legislation of the Lily Ledbetter Fair Pay Act of 2009. He talks about the signing of the FPA by Obama in order to ensure that the policy came into play. The Act of signing overturned the decision of the Supreme Courts 2007 on Ms Ledbetter. The judgment passed by the Supreme Court intensified the pay discrimination wars as it was challenging for the employees who were victims to unlawful pay discrimination to be compensated. A typical illustration for checks and balance was Obama’s move to sign the Act where he utilized his authority to overrule the Supreme Court decision, thereby helping the workers who have been victim to illegal pay discrimination (Sullivan, 2010).

  1. Reacting to the Lilly Ledbetter Fair Pay Act: What Every Employer Needs to Do Now

Source 3:

Sedhom, R. V. (2009). Reacting to the Lilly Ledbetter Fair Pay Act: What Every Employer Needs to Do Now. Employee Relations Law Journal35(3), 3-8.


In this article, Sedhom examines the aftermath of the Policy Act and the change of obligation of the employers in implementing the policy. Sedhom affirms that even though most of the workers are happy with the legislation of the Act, most of the employers were having difficulties in adjusting. The author advises the employers in ensuring that all the employers are treated fairly with regard to the amount of pay they deserved. Besides, the author asserts that employers should adhere to the facts concerning the employees pay. This article provides a recommendation to employers with the aim of ensuring that all workers are paid equally (Sedhom, 2009).

  1. Lilly Ledbetter Teaches Us a Lesson: 2012 DNC Speech Gives Way to Public Moral Argument

Source 4:

Hammond, E. (2013). Lilly Ledbetter Teaches Us a Lesson: 2012 DNC Speech Gives Way to Public Moral Argument. Florida Communication Journal41(2).


This journal examines the Lilly Ledbetter case and how Lilly Ledbetter utilized the chance in endorsing President Obama in 2012 since Obama was advocating to support the issues regarding women. Lily Ledbetter gave a personal moving speech during the Democratic National Convention, where she highlighted issues of pay discrimination based on gender and praised Obama for his achievements in the first term. This speech assisted President Obama in garnering votes for his re-election. When President Obama was re-elected, his first move was to sign the Lily Ledbetter Fair Pay Act policy (Hammond, 2013).

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