Which agency is responsible for enforcing the Lilly Ledbetter Fair Pay Act?

Which agency is responsible for enforcing the Lilly Ledbetter Fair Pay Act?

• A. Department of Labor
• B. Equal Employment Opportunity Commission (EEOC)
• C. Federal Trade Commission
• D. National Labor Relations Board

Answer: (B)

The Lilly Ledbetter Fair Pay Act is enforced by the Equal Employment Opportunity Commission (EEOC). This act, which was signed into law in 2009, aimed to address pay disparities and ensure that individuals can seek fair compensation for discriminatory pay practices. The EEOC plays a crucial role in enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the individual's race, color, religion, sex, national origin, age, disability, or genetic information. Specifically regarding the Lilly Ledbetter Fair Pay Act, the EEOC is empowered to investigate complaints about pay discrimination and is responsible for ensuring that claims related to wage discrimination that occur within a specific pay period can be brought forward, thus effectively extending the timeline for filing complaints about discriminatory pay practices. While the Department of Labor administers various workforce programs and ensures compliance with labor laws, it does not have the specific mandate to enforce the Lilly Ledbetter Fair Pay Act. The Federal Trade Commission is focused on consumer protection and antitrust issues, and the National Labor Relations Board primarily deals with labor relations and union activities. Thus, the EEOC is the correct agency tied directly to such pay discrimination laws, solidifying its role in overseeing and enforcing the provisions set out by the Lilly

The Lilly Ledbetter Fair Pay Act is enforced by the Equal Employment Opportunity Commission (EEOC). This act, which was signed into law in 2009, aimed to address pay disparities and ensure that individuals can seek fair compensation for discriminatory pay practices.

The EEOC plays a crucial role in enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the individual's race, color, religion, sex, national origin, age, disability, or genetic information. Specifically regarding the Lilly Ledbetter Fair Pay Act, the EEOC is empowered to investigate complaints about pay discrimination and is responsible for ensuring that claims related to wage discrimination that occur within a specific pay period can be brought forward, thus effectively extending the timeline for filing complaints about discriminatory pay practices.

While the Department of Labor administers various workforce programs and ensures compliance with labor laws, it does not have the specific mandate to enforce the Lilly Ledbetter Fair Pay Act. The Federal Trade Commission is focused on consumer protection and antitrust issues, and the National Labor Relations Board primarily deals with labor relations and union activities.

Thus, the EEOC is the correct agency tied directly to such pay discrimination laws, solidifying its role in overseeing and enforcing the provisions set out by the Lilly