Words vs. Deeds in Equal Employment Opportunity The Letter of the Law by Anne Versteen 1. In 1979, the Goodyear Tire and Rubber Company in Gadsden, Alabama, hired Lilly Ledbetter: She worked long hours as an overnight supervisor on the late shift from 7 p.m. to 7 a.m. and labored alongside men for nearly 20 years, doing the same work as they did for the company. 2. By the time she was ready to retire in 1998, Ledbetter was earning $3,727 per month. She had no idea what the men were making in comparison to her until shortly before her retirement. As her last days on the job drew near, she learned that her male counterparts, who held her same position and worked the same job, were all being paid substantially more than she was. They made between 54,286 and $5,236 per month. Company policy prohibited employees from speaking to one another about pay, so Ledbetter had not known all those years that her wages were less than those of her male equivalents. 3. Understandably, Ledbetter felt cheated and filed a complaint against Goodyear with the Equal Employment Opportunity Commission (EEOC). Then she sued the company for gender discrimination in violation of Title VII of the Civil Rights Act of 1964, alleging that the company had given her a low salary because of her gender. Goodyear denied her allegations, stating that Ledbetter was paid less because the quality of her work was poor. A jury awarded Ledbetter $3.6 million. Even though the amount was reduced to $300,000 by a district court, she had still won a monumental case for the cause of women everywhere. 4. Good year appealed and the 2007 employment discrimination case Ledbetter v. Goodyear eventually reached the Supreme Court, The Court ruled by A 5-4 vote that Ledbetter's claim was time-barred by Title VII's limitations period. Title VII holds discriminatory intent or the deliberate act of causing harm, as a crucial element of a claim, and Ledbetter would have needed to file within 180 days of a discriminatory salary decision to fall within the alloted time period. The court did not consider it relevant that the paychecks Ledbetter received within 180 days before her claim were affected by past discrimination. Unfortunately, each instance of Goodyear’s discriminatory intent fell outside the limitation period 5. The Court stated that the short statute of limitations, the period of time an employee has to file a complaint against the employer, is intended to ensure quick resolution or pay. Such instances become more difficult to defend as time passes. If the Court had accepted Ledbetter's argument, the decision would have allowed discriminatory pay decisions from years ago to be the subject of Title VII claims, In dissent. Justice Ruth Bader Ginshury clearly sided with Ledbetter, calling the majority's ruling a cramped interpretation of Title VII, incompatible with the statute's broad..