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We are writing to urge you to oppose any effort to bring S. 2061, the misnamed “Healthy Mothers and Healthy Babies Access to Care Act,” to the Senate floor. By singling out pregnant women and their babies, S. 2061 is the most troubling attempt yet to place limits on the legal rights of individuals who have been harmed by someone else’s negligence or wrongdoing.
The undersigned organizations are writing to strongly object to the “Provider Conscience” regulation proposed on August 26, 2008 by the Department of Health and Human Services (HHS). The proposed regulation is unnecessary, threatens to significantly undermine patients’ access to critical health care services and information, and could negatively impact scientific research.
The National Partnership for Women & Families strongly supports allowing research using Somatic Cell Nuclear Transfer (SCNT), commonly known as therapeutic cloning. The purpose of this technology is to develop treatments for diseases and give millions of people access to life-saving therapies using their own DNA.
We the undersigned women’s rights, civil rights, and human rights organizations write to express our strong opposition to the confirmation of D. Michael Fisher to the U.S. Court of Appeals for the Third Circuit.
Women, Work and Family Health: A Balancing Act, 2003, Issue Brief, An Update on Women's Healthy Policy, The Henry J. Kaiser Family Foundation
The testimony of Alice M. Weiss, the Director of Health Policy at the National Partnership for Women & Families, before the U.S. House Committee on Education and the Workforce Subcommittee on Employer-Employee Relations on “H.R. 660, The Small Business Health Fairness Act.”
The testimony of Judith L. Lichtman, President of the National Partnership for Women & Families, before the U.S. Senate Small Business & Entrepreneurship Committee on “The Small Business Health Care Crisis: Possible Solutions.”
This guidebook for departments of social services (DSS) is one in a series explaining the law to pregnant and parenting adolescents, their parents, and the professionals who work with them.
Barriers to and opportunities for better federal government support for working families and communities are directly linked to governmental support at all other levels. In this era of renewed emphasis on federalism, work-family advocates cannot ignore state and local government venues, as illustrated in the nine-year effort to get the Family and Medical Leave Act (FMLA) enacted.
This guidebook for health care providers is the ﬁrst in a series explaining the law to pregnant and parenting adolescents, their parents, and the professionals who care for these young women.
An act to amend the Internal Revenue Code of 1986 to improve portability and continuity of health insurance coverage in the group and individual markets, to combat waste, fraud, and abuse in health insurance and health care delivery, to promote the use of medical savings accounts, to improve access to long-term care services and coverage, to simplify the administration of health insurance, and for other purposes.
In Illinois, on average, a woman who holds a full-time job is paid $39,150 per year while a man who holds a full-time job is paid $50,746 per year. This means that women in Illinois are paid 77 cents for every dollar paid to men, amounting to a yearly gap of $11,596 between men and women who work full time in the state.
Congress provided a rare opportunity in the creation of the Meaningful Use (MU) incentive program to transform our health care system and truly improve the quality and efficiency of care for all Americans.
Although Washington, D.C., was the second U.S. city to enact a paid sick days law, certain workers - including tipped restaurant workers - are excluded from coverage.
In the Oklahoma City metro area, on average, a woman who holds a full-time job is paid $32,573 per year while a man who holds a full-time job is paid $42,409 per year. This means that women in the Oklahoma City area are paid 77 cents for every dollar paid to men in the area, amounting to a yearly gap of $9,836 between men and women who work full time.
In the San Francisco metro area, on average, a woman who holds a full-time job is paid $52,301 per year while a man who holds a full-time job is paid $62,269 per year. This means that women in the San Francisco area are paid 84 cents for every dollar paid to men in the area, amounting to a yearly gap of $9,968 between men and women who work full time.
People who need specialists to evaluate or treat serious illnesses often do not get the best quality care because of poor coordination with the primary care providers who know them best. Specialists in many cases do not know about other conditions or preferences people have that may affect specialty care.
We, the undersigned organizations, express our strong support for an appropriation of $23 million for the State Paid Leave Fund within the U.S. Department of Labor. Grants made from this fund will assist states in planning, startup and outreach activities related to paid family and medical leave programs.
In Alaska, the median pay for a woman working full time, year round is $42,376 per year, while the median yearly pay for a man is $56,643. This means that women are paid 75 cents for every dollar paid to men, amounting to a yearly gap of $14,267 between full-time working men and women in the state.
In Rhode Island, on average, a woman who holds a full-time job is paid $41,412 per year while a man who holds a full-time job is paid $48,842 per year. This means that women in Rhode Island are paid 85 cents for every dollar paid to men, amounting to a yearly gap of $7,430 between men and women who work full time in the state.
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