1 / 11

Lilly Ledbetter Fair Pay Act of 2009 and The Disability Act

Lilly Ledbetter Fair Pay Act of 2009 and The Disability Act. Lilly Ledbetter Fair Pay Act of 2009. Each paycheck that delivers discriminatory compensation is a Wrong actionable under the federal EEO statues, regardless of when the discrimination began.

kenyon-mccarty
Download Presentation

Lilly Ledbetter Fair Pay Act of 2009 and The Disability Act

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Lilly Ledbetter Fair Pay Act of 2009 and The DisabilityAct

  2. Lilly Ledbetter Fair Pay Act of 2009 Each paycheck that delivers discriminatory compensation is a Wrong actionable under the federal EEO statues, regardless of when the discrimination began.

  3. The Lilly Ledbetter Fair Pay Act of 2009 “Recognizes the reality of wage discrimination and restores bedrock principles of American law”

  4. AMERICANS WITH DISABILITIES ACT AMENDMENTS

  5. ADA’s Amendments Title I Employers cannot discriminate against people with disabilities in regard to any employment practice or terms, conditions and privileges of employment

  6. An individual with a disability is a person who: • Has a physical or mental impairment that substantially limits one or more major life activities; regardless of mitigating circumstances • Has a record of such an impairment; or • Is regarded as having such an impairment.

  7. Amends:“Regardless of mitigating circumstances” Prohibits the consideration of measures that reduce or mitigate the impact of the impairment on a major life activity: Examples: Medications, prosthetics, and other assistive technology.

  8. The individual may, or may not, have an impairment which is not substantially limiting but is treated by the employer as having such impairment;or because of the attitude of otherstoward the condition REGARDED AS HAVING A DISABILITY

  9. Amends “Regarded As” Anapplicant or employee is regarded as disabled if they are subjected to an action prohibited by the ADA. Note: not entitled to a reasonable accommodation

  10. “Regarded as" Standard does not mean a person has been the victim of discrimination. It means only that a person is an individual entitled to the protections of the ADA. Whether unlawful discrimination occurred is a separate determination.

  11. Think broadly on what may be a disability

More Related