Supremes Hold that Discriminatory Acts, Not Discriminatory Effects, Trigger Limitations Period

Per Ross Runkel's Employment Law Blog, the Supreme Court has just held 5-4 that the Title VII limitations period begins to run when an employment decision is made and communicated to an employee.  The case is Ledbetter v. Goodyear Tire & Rubber Co., Inc., No. 05-1074 (May 29, 2007).  The official holding: "Because the later effects of past discrimination do not restart the clock for filing an EEOC charge, [the plaintiff's] claim is untimely."  The Court's line-up was entirely predictable: Alito, Roberts, Scalia, Kennedy, and Thomas voted for the employer; Ginsburg, Stevens, Souter, and Breyer dissented.

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