Women Suffer Two-Thirds of Losses If Congress Fails to Save Key Provisions of Tax Credits for Working Families
This fact sheet explains why, when Congress considers changes to the tax code, a key priority should be saving critical provisions of the Child Tax Credit (CTC) and Earned Income Tax Credit (EITC) before they expire in 2017.
The Pregnancy Discrimination Amendment Act: One Step Forward and Two Steps Back for Pregnant Workers
According to its sponsors, the Pregnancy Discrimination Amendment Act, S. 1590, H.R. 2800, (“Amendment Act”) seeks to address a critical problem of pregnant workers being forced to choose between their jobs and their health when they have a medical need for temporary accommodations. The bill thus reflects the growing, bipartisan awareness of the need to strengthen legal protections for pregnant workers. Unfortunately, the Amendment Act raises more legal questions than it answers and, if enacted, could actually diminish the legal protections pregnant workers currently enjoy. By contrast, the bipartisan Pregnant Workers Fairness Act, S. 1512, H.R. 2654, would provide a clear, flexible rule ensuring reasonable accommodations for pregnant workers who need them.
Refusals to fill prescriptions for contraception and to provide emergency contraception (EC) over-the-counter are an increasing problem across the country. Refusals to provide contraception constitute a serious erosion of reproductive rights and impede women's access to critical health care. This fact sheet provides the context around this growing problem.
Pregnant Workers Make Up a Small Share of the Workforce and Can Be Readily Accommodated: A State-By-State Analysis
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.
The Raise the Wage Act, which would establish one fair minimum wage, is a key step toward fair pay for African American women.
This fact sheet explains why the Raise the Wage Act, which would establish one fair minimum wage, is a key step toward fair pay for Latinas.
Employees increasingly face just-in-time scheduling practices, including being given very little notice of their work schedules, being sent home early when work is slow without being paid for their scheduled shifts, and being assigned to call-in shifts or on-call shifts that require them to call their employer or wait to be called by their employer, often within two hours of their potential shift, to find out whether they will be required to report to work. In addition, many employees have very little ability to make adjustments to their work schedules without penalty. More than a third of parents say they have been “passed over” for a promotion, a raise, or a new job due to a need for a flexible work schedule. Among low-wage workers, about half report having little flexibility in the hours that they work.
There is a growing movement to improve workplace scheduling practices so that workers and their families can better plan their lives. In the past year, lawmakers have introduced legislation at the federal, state and local level to respond to these difficult scheduling practices. In 2014, San Francisco passed a Retail Workers’ Bill of Rights. The Ordinance provides scheduling protections for employees in certain types of jobs. Also in 2014, Michigan introduced a bill modeled after the federal scheduling legislation that was introduced earlier that same year, the Schedules That Work Act. And in 2015, California, Connecticut, Illinois, Indiana, Maine, Maryland, Massachusetts, Minnesota, New York and Oregon introduced bills to curb difficult scheduling practices. This fact sheet provides an overview of this recently enacted and proposed state and local legislation.
Low wages can make it hard for workers to support themselves and their families, but wages are not the only problem. Low-wage jobs are often marked by scheduling policies and practices that pose particular challenges for workers, especially those with significant responsibilities outside of their job, including caregiving, pursuing education and workforce training, or holding down a second job. Some require mandatory overtime, or working nights, weekends, or even overnight, and many offer only part-time work, despite many workers’ need for full-time hours.
Women are disproportionately affected by this problem, because women both hold the majority of low-wage jobs and shoulder the majority of caregiving responsibilities. For the 41,000 low-wage workers (working in jobs that, nationally, typically pay $10.50 or less) in Washington, D.C., difficult scheduling practices all too often undermine their best efforts to provide for their families. And for the 40 percent of families with children in Washington, D.C. that are headed by single mothers6 scheduling challenges can be especially acute, because there is often no one else with whom to share caregiving responsibilities.