FEDERALLY EMPLOYED WOMEN

Labor Issues/Antitrust/Workplace

Paid Parental Leave Act [H.R.1534] to provide four weeks of paid leave to federal workers upon the birth or adoption of a child. We advocate for The Violence Against Women Act (VAWA. The "American Rescue Plan Act of 2021."It would alsoprovide15 weeks of paid leave for federal employees who are unable to work due to COVID-19 symptoms or self-isolation orders and those who need to care for a child whose school or daycare center is closed or relying on virtual learning. Federal and postal workers caring for someone who contracted the coronavirus or with a family member at least 65 years old who is impacted by the pandemic would also be eligible for the time off.

TargetedSENATE · HOUSE OF REPRESENTATIVES

Government Issues

ERA SJ RES.1 Resolved by the Senate and House of Representatives of the United States of America in Congress assembled, That notwithstanding any time limit contained in House Joint Resolution 208, 92nd Congress, as agreed to in the Senate on March 22, 1972, the article of amendment proposed to the States in that joint resolution shall be valid to all intents and purposes as part of the Constitution whenever ratified by the legislatures of three-fourths of the several States. SJ RES. 17 Lead sponsor: Rep. Jackie Speier (D-CA) Introduced January 21, 2021. Referred to the House Committee on the Judiciary. Text: Removing the deadline for the ratification of the equal rights amendment. That notwithstanding any time limit contained in House Joint Resolution 208, 92d Congress, as agreed to in the Senate on March 22, 1972, the article of amendment proposed to the States in that joint resolution shall be valid to all intents and purposes as part of the United States Constitution whenever ratified by the legislatures of three-fourths of the several States. H.R. 7 This bill addresses wage discrimination on the basis of sex, which is defined to include pregnancy, sexual orientation, gender identity, and sex characteristics. Specifically, it limits an employer's defense that a pay differential is based on a factor other than sex to only bona fide job-related factors in wage discrimination claims, enhances nonretaliation prohibitions, and makes it unlawful to require an employee to sign a contract or waiver prohibiting the employee from disclosing information about the employee's wages. The bill also increases civil penalties for violations of equal pay provisions. Additionally, the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs must train EEOC employees and other affected parties on wage discrimination. The bill directs the Department of Labor to (1) establish and carry out a grant program to provide training in negotiation skills related to compensation and equitable working conditions, (2) conduct studies to eliminate pay disparities between men and women, and (3) make available information on wage discrimination to assist the public in understanding and addressing such discrimination. The bill establishes the National Award for Pay Equity in the Workplace for an employer who has made a substantial effort to eliminate pay disparities between men and women. It also establishes the National Equal Pay Enforcement Task Force to address compliance, public education, and enforcement of equal pay laws. Finally, the bill requires the EEOC to issue regulations for collecting from employers compensation and other employment data according to the sex, race, and national origin of employees for use in enforcing laws prohibiting pay discrimination.