What is one requirement for a company to be subject to the provisions of the Lilly Ledbetter Fair Pay Act?

What is one requirement for a company to be subject to the provisions of the Lilly Ledbetter Fair Pay Act?

• A. The company must be a federal contractor
• B. The company must have 15 or more employees
• C. The company must operate in multiple states
• D. The company must be publicly traded

Answer: (B)

A company must have 15 or more employees to be subject to the provisions of the Lilly Ledbetter Fair Pay Act. This requirement aligns with the coverage criteria set forth in Title VII of the Civil Rights Act of 1964, which is foundational to the Lilly Ledbetter Fair Pay Act. The law gives employees the right to challenge pay discrimination that occurs as part of their compensation, ensuring equitable treatment regardless of gender. To reiterate the context, while being a federal contractor or publicly traded may involve different compliance obligations under other laws, they do not directly pertain to the Lilly Ledbetter Fair Pay Act. Additionally, operating in multiple states is not a criterion for the applicability of the Act. Instead, the focus remains on the number of employees, establishing the baseline for applying federal anti-discrimination laws, which encompasses the fair pay principles that Lilly Ledbetter advocates for.

A company must have 15 or more employees to be subject to the provisions of the Lilly Ledbetter Fair Pay Act. This requirement aligns with the coverage criteria set forth in Title VII of the Civil Rights Act of 1964, which is foundational to the Lilly Ledbetter Fair Pay Act. The law gives employees the right to challenge pay discrimination that occurs as part of their compensation, ensuring equitable treatment regardless of gender.

To reiterate the context, while being a federal contractor or publicly traded may involve different compliance obligations under other laws, they do not directly pertain to the Lilly Ledbetter Fair Pay Act. Additionally, operating in multiple states is not a criterion for the applicability of the Act. Instead, the focus remains on the number of employees, establishing the baseline for applying federal anti-discrimination laws, which encompasses the fair pay principles that Lilly Ledbetter advocates for.