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Access to affordable, quality health care is central to older women’s quality of life and economic security. The good news is that if you are a woman 65 years of age or older, you have a lot to gain from the Affordable Care Act (ACA).
Despite existing protections against discrimination, pregnant workers in this country still face discrimination every day. Pregnant workers are forced out of their jobs and denied reasonable accommodations that would enable them to continue working and supporting their families.
Seven years ago, in 2005, the National Partnership for Women & Families published the first edition of Expecting Better, a comprehensive review of federal and state laws that help new and expecting parents take leave when a child arrives. Today, in this second edition of that report, there are signs of progress.
On behalf of the National Partnership for Women & Families and the undersigned organizations, we thank you for the opportunity to respond to the Department of Labor’s request for comments on the proposed rule that would extend the critical wage and hour protections of the Fair Labor Standards Act (FLSA) to millions of home care workers. This rule will significantly enhance the economic security and job quality of these workers who have been, up until now, excluded from these most basic labor standards.
My name is Judith Lichtman, and I am Senior Advisor for the National Partnership for Women & Families. I greatly appreciate this opportunity to speak to you today about the persistent problem of workplace discrimination against pregnant women and caregivers.
Family economic insecurity is on the rise. Increasing numbers of women and families are losing employer-sponsored insurance and either going without insurance or enrolling in Medicaid.
Women on average earn less than men and are more likely to live in poverty. Female households, which are on the rise, are especially at risk of of living in poverty. Many women also have caregiving responsibilities, which limit their time and ability to work outside the home and require in additional health care spending.
Millions of Americans who are elderly, disabled, or chronically ill rely on family caregivers, as do our nation’s children. Many of these family caregivers are struggling to manage both their caregiving responsibilities and the jobs they need to support their families.
Grandparents are the glue that holds many families together—yet our workplace laws don’t honor their critical role.
Businesses benefit when employees are able to take time away from work to cope with personal and family illnesses. More satisfied and productive workers translate into improved workplace morale, greater worker loyalty and better bottom lines.
Social Security is the largest source of retirement income for most seniors, helping millions pay for food, housing and other necessities late in life. Fifty-four million Americans1, including 26.1 million adult women who are widowed, retired or face a serious disability, depend on it.2 There is no other guaranteed wage-replacement program, public or private, that offers the same level of economic security — yet lawmakers continue to consider deep cuts and potentially punitive structural changes to the program.
For many women, the path to finding and keeping a job with decent wages and advancement opportunities is strewn with obstacles — from lack of adequate child care, to juggling work and family responsibilities, to dealing with on-the-job discrimination.
Proposals to raise hourly work requirements for Temporary Assistance to Needy Families (TANF) beneficiaries reflect a fundamental lack of understanding about the real struggles facing working parents, particularly single parents. These parents need access to primary support services, such as childcare, paid leave, transportation, healthcare, education and training.
A rich and growing literature attests to the benefits that accrue to workers, families, businesses, and the public when workers have access to paid leave to care for a new child. Such benefits include lower likelihood of premature birth, improvements in breastfeeding establishment and duration, and higher likelihood of obtaining well‐baby care.
Changes in the demographic composition of the U.S. workforce mean that more women and men are actively engaging in both paid work and care work. As of 2010, the percentage of children who had both parents (in married‐couple families), or their only parent, in the labor force reached 72.3%, an increase of 13 percentage points since the mid‐1980s.
When it comes to ensuring decent working conditions for families, the latest research shows many U.S. public policies still lag dramatically behind all high-income countries, as well as many middle- and low-income countries.
Like many across the nation, Philadelphia’s working families are struggling harder than ever to make ends meet. For workers without paid sick days, a bad case of the flu or a child’s fever can mean the loss of a much-needed paycheck or even a job.
Más que 12 millones de trabajadores latinos – casi el 60 por ciento de la fuerza laboral latina – no tienen días pagados por enfermedad para recuperarse de enfermedades comunes.
Manufacturing industry workers are struggling with job and financial insecurity. Few have access to the basic flexible workplace policies they need to manage their responsibilities at home and on the job.
A growing number of employers recognize the benefits of flexible workplace practices. These employers know that setting workplace standards that promote flexibility and allow workers to meet the dual demands of work and family improves employee productivity, loyalty and retention—creating happier, healthier workplaces, and better bottom lines.
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