This fact sheet explains how the Schedules That Work Act provides predictability and stability to employers and employees by responding to employees' need for a voice in their schedules, reporting time pay, split shift pay, and advance notice of schedules.
Your Employer or University Objects to Providing Insurance Coverage of Birth Control: What Does That Mean for You?
The health care law (the Affordable Care Act) requires certain women’s preventive health services and screenings, including birth control, to be covered in new health insurance plans without cost-sharing. This is a major victory for women, who are now receiving insurance coverage for the full range of FDA-approved contraceptives without being charged a co-payment or having the costs of birth control applied to their deductible. Yet, some employers, colleges, and universities object to covering birth control for religious reasons. If you work for an objecting employer or attend school at an objecting university, here’s what you need to know about your access to birth control without cost-sharing.
African American women who work full-time, year round are paid just 64 cents for every dollar a White, non-Hispanic male makes. This wage gap knows no bounds—African American women make less than white, non-Hispanic men even when you control for factors such as their education level, age, or occupation. This fact sheet explains it all.
States Take Action to Stop Bosses’ Religious Beliefs from Trumping Women’s Reproductive Health Care Decisions
Across the country, employers are using their religious beliefs to discriminate against their employees because of their employees’ personal reproductive health care decisions. Women are being punished or fired for using birth control, for undergoing in vitro fertilization in order to get pregnant, or for having sex without being married. The Supreme Court’s recent decision permitting some bosses to refuse to provide insurance coverage of birth control to their female employees highlights how a boss’s religious beliefs are trumping an employee’s health and access to the health care they and their families need.
Employers should not be allowed to use their personal religious beliefs to discriminate against employees who typically come from all different faiths. Fortunately, states have begun to step forward to protect employees, introducing legislation to make it clear that bosses cannot obstruct or coerce an employee when that employee makes a personal reproductive health care decision.
2014 State Level Abortion Restrictions at Mid-Year: An Extreme Overreach into Women’s Reproductive Health Care
State legislators in 2014 continue to enact laws that restrict access to abortion or ban it outright. So far this year, 13 states have adopted 21 new restrictions that limit access to abortion. These state restrictions are a dangerous overreach into women’s personal medical decisions.
The Schedules That Work Act will ensure that workers have a voice in their work schedules, the predictability and stability they need to meet the dual demands of work and family, and a fair shot at achieving economic security for themselves and their families. This fact sheet explains the bill's provisions.
This fact sheet describes the advances that women have made in collegiate athletics since the enactment of Title IX, while identifying the areas in which further work is needed to achieve gender equity.
The minimum wage is falling short for millions of Americans — especially for women, who represent nearly two-thirds of minimum wage workers across the country, and at least half of minimum wage workers in every state. Use this chart to see how the states compare.
Senator McCaskill and Representative Capps recently proposed legislation that would require the TRICARE program to cover breastfeeding supplies and education to military women and women in military families. These proposals would ensure that military families have breastfeeding coverage that is similar to the coverage provided in most private health plans.
This table details state-by-state information about women and the minimum wage, including the share of minimum wage workers who are women, the state's minimum wage and tipped minimum cash wage, the number of women who would get a raise if the minimum wage were increased to $10.10/hour, and what a woman makes for every dollar a man makes among women overall as well as women of color.