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Affirmative Action The Cases Of Woods, Ledbetter, And Stone

1629 words - 7 pages

Waffle House is a restaurant located in the South and Eastern United Stated. It is a place where a person can get great waffles and coffee. The Waffle House Corporation has had multiple discrimination law suits filed against them in the past ten years ranging from sexual harassment to racial bias. Waffle House is just one example that discrimination is still very much a problem in our Nation. Title VII of the Civil Rights Act of 1964 was originally developed to eliminate discrimination in the workplace and in our schools, unfortunately, discrimination is still alive and well and therefore we still require the enforcing ability of Affirmative Action.
There are some people that say discrimination no longer exists so therefore Affirmative Action is no longer needed, unfortunately they could not be more wrong. One good sign that discrimination is still very much alive and well is the simple fact that the government is still making laws to try and put a stop to it. On January 29, 2009 President Obama signed the Lilly Ledbetter Fair Pay Act in to law. By signing this act he is trying to send a clear message that to make the economy work means making the economy work for everyone (CPA Practices, 2009).
Lilly Ledbetter worked as a supervisor for Goodyear Tire Co. for over 19 years. The plant manager where Lilly worked stated that women should not work for a tire factory because they only make trouble. Another supervisor above Lilly asked her to go to a hotel with him and if she did then she would get good evaluations, but if she didn’t he would make sure she got put at the bottom of the list. Lilly reported the supervisor to the company but nothing was done, in fact, she was labeled a trouble maker. So she then felt that she had no choice but to go to the EEOC and file a complaint. The tire company reached a settlement with the EEOC which made sure that the offending manager would not supervise her. After the complaint she was treated very poorly, she would be left out of meetings, people refused to talk to her, and they tried to isolate her. In 1979, when Lilly started with Goodyear, all the managers received the same pay so she knew she was paid the same as the men. Soon after that the company switched to a performance based pay scale, which they tried to keep confidential. An employee was not supposed to know what the other was making. Over the next several years she would sometimes get raises and sometimes she would not and some the raises would be pretty good. If the company had layoffs she would be laid off and then brought back. She was a good hard worker. Lilly heard rumors of men getting as much as $20,000 a year for overtime that she was never offered even though she had volunteered for any overtime that might be needed. Eventually one of her managers told her that she was getting paid less than the mandatory minimum salary level established by Goodyear. Lilly then started asking for raises to get her up to the minimum salary and she would...

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