“McCain dismisses equal pay legislation.

Good Idea. Some of the funding is coming from rather suspect areas, example Obama's fundraiser by a Pakistani couple with VERY strong Islamic ties.

Let me correct my wording: I think there should be some regulation that keeps every candidate on equal standing financially.

I am more than shocked at his views on this suject especially, as you said, his his wife being a woman who made a career for herself. I had been considering giving McCain my vote if Hillary did not make it as the Democratic Candidate, now I have the feeling I will not be voting at all.

Thanks so much for the BR! This is a subject I feel rather passionately about as a woman who did what had been considered a "man's job" for many years. We were fortunate because the Postal Service isn't allowed to discriminate as far as pay rate but I'll tell you what, some in management are as sexist as they come. That isn't really on-topic for this particular discussion but it is as far the the sexism that still exists even in this day and age. Annie

Have you been watching his movie "Man of the Year"? Perhaps you are not too wrong in your choice.

As I would never ever vote for Obama I had decided to vote for McCain if Hillary did not get the nomination...now I do not want to vote for McCain.....what a lousy situation.

Annie several years ago when this discussion came up it was comparing job to job that was the issue. The Nurse vs Teacher was one of the arguments used. They also compared construction workers to secretaries. It was a job to job comparson as well as the same job. I think that there are other factors that come into play when you compare the pay difference. Many of the stats used look at (for example) a male Auto worker makes $78,542 on average and a female worker doing the same job makes on average $72,895. When you break it down you find that a male with 11 years on the line is making the same as a female working on the line for a base pay. It depends what the researcher puts into the formula - do they count overtime men accept more over time than women. I think that a worker should be paid on the same basis for doing a job. It cold be argued that a single person with no children is paid less than a married person or a person with children because of the health insurance that an employer may pay. Do we make the company pay the childless person more to equal it out?

One of the questions that needs to be asked is "Did She feel that shew was being discriminated against during the time she was working for the company or only after she found out that some men made more than she did?" In most companies you will have your review and you will get your raise. You have two choices accept it or look for another job. Should I sue for discrimination because I have two Masters Degrees and make less money than a Factory worker, with only a high school education, for GM working on the line? She could have left the company and offered her services to another company for more moeny.

How could she feels discrimated against when she did NOT KNOW that she was not being paid a salary equal to males doing the same job!!! That is the whole point of this discussions. SHE DID NOT KNOW UNTIL AFTER THE 180 DAY LIMITATION WAS OVER!

I did read what the bill is. Your link does not work. My link to the actual bill does work. BTW you say "If she wanted to file a complaint she has to do it in a timely manner. This Bill would change the statute of limitations" That is ridiculous. She had 180 days to file but did not know she was being discriminated against until TWO years later!! Her employer had hidden that information from her. When I read the following information. I still conclude that it is discrimination based on gender. The Legislation: The Lilly Ledbetter Fair Pay Act amends the Civil Rights Act of 1964 and other anti-discrimination laws to clarify at which points in time discriminatory actions qualify as an “unlawful employment practice.” According to the legislation, unlawful conduct occurs when: “(1) a discriminatory compensation decision or other practice is adopted; (2) an individual becomes subject to the decision or practice; or (3) an individual is affected by application of the decision or practice, including each time compensation is paid.” The law further states that individuals may receive back pay as compensation for discrimination that occurred up to two years preceding the filing of a charge. This legislation clarifies that employment discrimination law should be interpreted the way courts have traditionally understood it – until the Supreme Court ruled in favor of a more restrictive interpretation in the 2007 Ledbetter V. Goodyear Tire & Rubber Co. decision. In this case, the Court ruled that plaintiff Lilly Ledbetter was not eligible for compensation despite years of being paid far less than her male peers and even some male subordinates. According the Court, unlawful discrimination had occurred only when her employer first set the discriminatory pay rate, even though Ledbetter had no way of knowing about it until years later. Under this ruling, since Ledbetter’s employer was able to conceal the discrimination for years and she did not find out about the discrimination until it was too late to file a complaint (within 180 days of the first discriminatory paycheck, according to the Court), she had no legal recourse. By reaffirming that a fresh discrimination offense occurs each time an individual is impacted by a discriminatory practice, including each paycheck that includes unfair compensation, this legislation effectively reverses the Supreme Court’s harmful decision and ensures that people subjected to discrimination in the future will continue to have effective recourse to the law. http://www.themiddleclass.org/bill/lilly-ledbetter-fair-pay-act-2007