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Liz Watson, Senior Counsel

Liz Watson, Senior Advisor

Liz Watson is Senior Counsel to the Education and Employment Team at the National Women’s Law Center. In her work on the Education and Employment Team, Liz uses legislative advocacy, public education and litigation to promote full and fair opportunities for women and girls in employment and job training. She also works on cross-cutting projects at the Center that advance the interests of women and girls. Before coming to the Center, Liz was Executive Director of the Georgetown Center on Poverty, Inequality and Public Policy where she led public policy initiatives focused on improving policies and programs that address the needs of low-income workers and marginalized girls and young women. Prior to that, she was legislative counsel for Workplace Flexibility 2010 at Georgetown Law, where much of her work focused on developing policy solutions to work-family conflict and its consequences for low-wage workers. She also practiced employment law at Orrick, Herrington & Sutcliffe. Liz began her career as a Skadden Public Interest Law Fellow, working with low-wage workers and women receiving public benefits in New York City. She served as a law clerk to the Honorable Susan Y. Illston of the Northern District of California. Liz is a graduate of Georgetown University Law Center and Carleton College.

My Take

Hanna Rosin Says The Wage Gap Is A Lie. That’s Just Plain Wrong.

Each September the U.S. Census Bureau puts out information on the annual earnings of male and female workers. We’ll soon know the numbers for 2012, but we already know that in 2011, the most recent year for which data are available, women working full time, year round were typically paid just 77 cents for every dollar paid to their male counterparts – a loss of $11,084 in 2011.

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Back-to-Work Inspiration from the Coalition of Immokalee Workers

Posted by Liz Watson, Senior Counsel | Posted on: September 03, 2013 at 01:54 pm

Here’s a little story about an inspiring group of workers to help jumpstart your week after the long Labor Day weekend.

Last week I spoke with folks from the Coalition of Immokalee Workers (CIW) – an awe-inspiring group making extraordinary progress on behalf of tomato pickers in Florida. Here is what I learned:

The Coalition of Immokalee Workers (CIW) have brought together 11 of the major food retailers that buy tomatoes to agree that they will only buy from growers who sign a Fair Food Code of Conduct that includes complying with health & safety, wage and hour, sexual harassment and other labor and employment laws, and in many cases that they will adhere to standards beyond what the law requires. This put pressure on the growers to sign the Fair Food Agreement, and in 2010, 90% of Florida’s tomato growers joined the program. Participating tomato growers show a video to tomato pickers when they are hired that explains their rights under the agreement, and workers can call a 24-hour complaint hotline when their rights are violated!

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New Report Spotlights Low Pay, Difficult Work Schedules, and Unaffordable Child Care for Moms in the Restaurant Industry

Posted by | Posted on: July 09, 2013 at 03:19 pm

As the single mother of two young children, Losia Nyankale’s job is what keeps her family afloat. But between earning low wages and having no paid sick days, Losia is just one child care emergency away from losing her job. This pressure made it difficult for Losia to care for her mother when she suffered a stroke, and it forced Losia to return to work immediately after the birth of her second child—despite her doctor’s orders. Losia works long hours to be able to afford her basic living expenses and child care. And she often finds herself in an all-too familiar bind: if she picks up more shifts to earn a better living, the child care costs that she can barely afford now will rise, and she’ll have even less time with her family. Losia would like to go back to school to improve her situation, but the combination of low wages, lack of paid sick days, and lack of affordable child care, keep that dream from coming true for now.

For many years Teresa worked on call as a banquet server and had an extremely difficult time arranging child care at the last minute for her children because of her unpredictable schedule. She found herself turning down jobs or quitting jobs where she wasn’t able to arrange child care, even though she needed the income badly. Like Losia, Teresa was a single mom who often didn’t earn enough money to pay for care.

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From the Supreme Court to the Little Guy (and Gal): "Too Darn Bad."

Posted by Liz Watson, Senior Counsel | Posted on: June 21, 2013 at 02:45 pm

In yesterday’s 5-3 Supreme Court decision in American Express Company v. Italian Colors Restaurant, the Court held that it was just fine to enforce a contract requiring merchants to arbitrate their claims and waiving their rights to come together to challenge the contract’s terms in federal court. Never mind that as a result of the Court’s decision, the merchants’ legal claims against Amex under the federal antitrust laws are dead on arrival, without any determination of their merits ever being made. This is because the expense of proving their claims is totally unaffordable for the individual merchant, and only becomes affordable when spread across the class of those who were allegedly harmed. 

While this case arose in the consumer context, no doubt some will argue that it gives courts free rein to enforce arbitration clauses with class-action waivers in employment contracts as well, despite the recent holding by the National Labor Relations Board (more on this below) to the contrary. 

Here’s what happened: Italian Colors, a small restaurant, brought a class action on behalf of itself and other merchants alleging that behemoth Amex used its monopoly power in the corporate charge card market to force merchants to agree to pay 30% higher fees than they pay for accepting other credit cards. The total damages a merchant might have recovered in this case were a significant amount: $38K. But the total cost to that same plaintiff of presenting the economic analysis (central to practically every antitrust case) to establish a violation of the antitrust laws would have run from a few hundred thousand to one million dollars. That’s roughly 10 to 25 times more than the potential recovery to an individual merchant. 

Taking on this expense would be, as Justice Kagan noted in her dissent, “a fool’s errand” for an individual business.

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77 Cents Makes a Grown Woman Holler!

Posted by Liz Watson, Senior Counsel | Posted on: June 10, 2013 at 01:22 pm

Too many managers today still bring a 1950s mindset to the 21st century workplace. In the 50s and early 60s, shows like Leave it to Beaver taught Americans that “a woman’s place is in the home and I guess as long she’s in the home she might as well be in the kitchen.” Seriously, that comes straight from the mouth of The Beav and Wally’s dad. Check it out:

In fact, the ‘men bring home the bacon/women fry it up in the pan’ trope wasn’t even true in 1963 when the Equal Pay Act became law 37% of women were in the labor force back then. (Coincidentally 1963 is the same year that Leave it to Beaver’s run ended.)

But it wasn’t until the 1970s that women in professional jobs were shown on t.v. When Mary Rhodes (a.k.a. Mary Tyler Moore) found out she was being paid A LOT less than her male predecessor in her t.v. news producer’s job, she was furious. She confronted her boss, Lou. He admitted Mary was better at her job than the guy paid more, but tried to justify his higher salary on the grounds that he had a family to support. Mary told Lou: by that logic you’d be paying single guys less too, but you don’t! Mary was quick on her feet.

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