According to the Lilly Ledbetter Fair Pay Act, what is the effective date for filing claims?

According to the Lilly Ledbetter Fair Pay Act, what is the effective date for filing claims?

• A. Claims can be filed retroactively to May 28, 2007
• B. No retroactive claims are allowed
• C. Claims can only be filed within 2 years of the violation
• D. Claims are effective from the date of the law's enactment

Answer: (A)

The Lilly Ledbetter Fair Pay Act establishes that employees can file claims regarding pay discrimination based on the understanding that each discriminatory paycheck resets the statute of limitations for filing a claim. This means that the time limit for filing a claim does not begin to run until the employee receives a paycheck that reflects the alleged discriminatory pay practice. The Act specifically allows claims to be filed retroactively to May 28, 2007, which is the date the law was enacted. This provision significantly extends the opportunity for employees to seek justice for pay discrimination, as it allows them to address not only current discriminatory practices but also those that might have been ongoing prior to the law's enactment, effectively granting a new avenue for addressing long-standing pay inequities. Thus, claims can reference any discriminatory actions as long as they result in affected paychecks, making the retroactive component a critical aspect of the Act.

The Lilly Ledbetter Fair Pay Act establishes that employees can file claims regarding pay discrimination based on the understanding that each discriminatory paycheck resets the statute of limitations for filing a claim. This means that the time limit for filing a claim does not begin to run until the employee receives a paycheck that reflects the alleged discriminatory pay practice. The Act specifically allows claims to be filed retroactively to May 28, 2007, which is the date the law was enacted.

This provision significantly extends the opportunity for employees to seek justice for pay discrimination, as it allows them to address not only current discriminatory practices but also those that might have been ongoing prior to the law's enactment, effectively granting a new avenue for addressing long-standing pay inequities. Thus, claims can reference any discriminatory actions as long as they result in affected paychecks, making the retroactive component a critical aspect of the Act.