A group of El Paso Corporation employees brought an action saying that the conversion of a traditional defined benefit plan into a cash balance plan violated certain laws. One of the claims was that the conversion violated the Age Discrimination Employment Act (ADEA). In January of 2009, the District Court of Colorado held that the ADEA claim was time barred. Shortly thereafter, the Lilly Ledbetter Fair Pay Act was enacted. The plaintiffs cited this new law as an intervening change in the controlling law and asked the court to reinstate the ADEA claim. The district court agreed that the Lilly Ledbetter law does apply in this area. However, following a series of cases on cash balance plans, the Court ultimately rejected the participant’s ADEA claims. (Tomlinson v. El Paso Corp., D. Colo., 2010)