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The so-called Working Families Flexibility Act (H.R. 1180/S. 801) is a smoke-and-mirrors bill that would offer working people a pay cut without any guaranteed flexibility or time off.
National Partnership Vice President Vicki Shabo's written statement in opposition to the Working Families Flexibility Act (H.R. 1180) on April 5, 2017, before the U.S. House Committee on Education and the Workforce Subcommittee on Workforce Protections
FACT SHEET | The Working Families Flexibility Act sets up a dangerous false choice between time and money, when working families urgently need both
REPORT | Expecting Better is a comprehensive analysis of state laws and regulations governing paid leave and workplace rights for new parents in the United States.
Submitted to the U.S. House Committee on Education and the Workforce Subcommittee on Workforce Protections Hearing on H.R. 1406, the Working Families Flexibility Act
The Working Families Flexibility Act, to be introduced in the U.S. House of Representatives the week of April 8, 2013 by Martha Roby (R-AL), claims to give working men and women in hourly jobs more time with their families by allowing them, through an agreement with their employer, to choose paid time off as compensation for working more than 40 hours in one week (“comp time”). This proposal is one of the centerpieces of House Majority Leader Eric Cantor’s “make life work” agenda.
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.
The 111th Congress Work and Family Agenda focuses on three areas: 1. Guaranteeing workers paid sick days for short-term, common illnesses; 2. Guaranteeing workers paid family and medical leave to care for longer-term, serious health conditions and to bond with new children; and 3. Correcting and expanding the FMLA to cover more workers.
Every day, working women and men in the United States struggle to meet the dual demands of work and family because their workplaces are without basic family friendly policies. It is long past time for workplaces to reflect the needs of 21st century working families, which for many include the ability to care for children, family members and elderly relatives while also being productive, responsible employees.
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.
Grandparents are the glue that holds many families together—yet our workplace laws don't honor their critical role.
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.
Every year roughly four million women give birth in the United States, and more than 75 percent of them choose to breastfeed. But with two-thirds of today’s working women returning to work within three months of giving birth, a lack of supportive workplace policies and laws is forcing too many nursing mothers to quit breastfeeding (or never start).
Workers should not have to choose between a paycheck, their job, and their own health or the health of their families. Yet, because of the lack of policies that help workers meet their family responsibilities, many workers face this choice every day.
Women's Equality Day commemorates the adoption of the 19th Amendment to U.S. Constitution, which guaranteed women the right to vote. More than 90 years later, the fight for women's equal access and opportunity continues—especially in workplaces across the country.
Some professional workers have successfully negotiated an array of flexible working arrangements, but many face significant barriers in accessing and utilizing the basic flexibility they need. Professional workers are often expected to work long hours and to be available after regular business hours.
Section 4207 of the Patient Protection and Affordable Care Act gives covered women workers the right to reasonable break times and a private location to express milk at work. The statute is intended to ensure that all working mothers covered by the provision have workplace protections that allow them to continue to provide breast milk for their babies for the first year of life, the period recommended by healthcare experts.
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