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Trustee Archive
A working parent is one who is both employed in the workforce and performs duties as a childcare provider. Women now make up about half our workforce and more than 70% of these workers are mothers of children under the age of 18. In addition to earning substantially less than women who are childless, working mothers face additional challenges. Some must explain to employers their reasons for being absent, late or working from home when their child is sick or has a snow-day. Some say that although mothers have flourished in work environments, women still feel pressure from stereotypical gender assumptions of being the prime care-takers of children. If true, this pressure is manifested in the time schedules of most working moms, for whom personal time and space are rare luxuries. Most would agree it is very difficult balancing the demands of a job with those of a family. Job requirements, work-related events, and travel often conflict with the demands of maintaining a household, helping with homework, nursing an ill child, or attending school, sports and family activities. Advocates say flexible working hours make a big difference to working moms.
Proposed legislation: Reintroduction of S.247 - Working Families Flexibility Act of 2021
Prospective Sponsor: Sen. Mike Lee (UT) |
- I oppose reforming current working moms policy and wish to donate resources to the campaign committee of Leader Charles Schumer (NY).
- I support amending the Fair Labor Standards Act of 1938 by:
1.) Authorizing private employers to provide compensatory time off to private employees at a rate of 1 1/2 hours per hour of employment for which overtime compensation is required. Authorizing an employer to provide compensatory time only if it is in accordance with an applicable collective bargaining agreement or, in the absence of such an agreement, an agreement between the employer and employee.
2.) Prohibiting an employee from accruing more than 160 hours of compensatory time. Requires an employee's employer to provide monetary compensation, after the end of a calendar year, for any unused compensatory time off accrued during the preceding year.
3.) Requiring an employer to give employees 30-day notice before discontinuing compensatory time off.
4.) Prohibiting an employer from intimidating, threatening, or coercing an employee in order to: (a.) interfere with the employee's right to request or not to request compensatory time off in lieu of payment of monetary overtime compensation, or (b.) require an employee to use such compensatory time.
5.) Making an employer who violates such requirements liable to the affected employee in the amount of the compensation rate for each hour of compensatory time accrued, plus an additional equal amount as liquidated damages, reduced for each hour of compensatory time used.
And wish to donate resources to the campaign committee of Sen. Mike Lee (UT) and/or to an advocate group currently working with this issue.
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| Winning Option
»» No issues were voted |
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I support amending the Fair Labor Standards Act of 1938 by:
1.) Authorizing private employers to provide compensatory time off to private employees at a rate of 1 1/2 hours per hour of employment for which overtime compensation is required. Authorizing an employer to provide compensatory time only if it is in accordance with an applicable collective bargaining agreement or, in the absence of such an agreement, an agreement between the employer and employee.
2.) Prohibiting an employee from accruing more than 160 hours of compensatory time. Requires an employee's employer to provide monetary compensation, after the end of a calendar year, for any unused compensatory time off accrued during the preceding year.
3.) Requiring an employer to give employees 30-day notice before discontinuing compensatory time off.
4.) Prohibiting an employer from intimidating, threatening, or coercing an employee in order to: (a.) interfere with the employee's right to request or not to request compensatory time off in lieu of payment of monetary overtime compensation, or (b.) require an employee to use such compensatory time.
5.) Making an employer who violates such requirements liable to the affected employee in the amount of the compensation rate for each hour of compensatory time accrued, plus an additional equal amount as liquidated damages, reduced for each hour of compensatory time used.
And wish to donate resources to the campaign committee of Sen. Mike Lee (UT) and/or to an advocate group currently working with this issue.
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- Senator
If elected as a trustee, the campaign committee of Sen. Mike Lee (UT) will be unconditionally awarded the funds pledged to this issue along with a letter requesting him to favorably consider either reintroducing S.247 - Working Families Flexibility Act of 2021, or a similar version thereof.
- Legal Momentum
If elected as a trustee, Legal Momentum will be awarded the funds pledged to this issue along with a letter requesting these funds be used to advocate on behalf of working mothers, promote flexible working hours and paid leave to attend to family matters.
Our mission is to ensure economic and personal security for all women and girls by advancing equity in education, the workplace, and the courts. We provide an expert legal voice to seek justice for women in law and government policy. Legal Momentum is a national nonprofit organization that leads action for the legal rights of women. Our targeted litigation, education, policy advocacy, and research help to shape the laws and policies that affect gender equality and ensure that they are properly implemented and enforced. Successful initiatives include judicial education programs on the realities of sexual assault and domestic violence; successful advocacy for the Violence Against Women Act; and representing women who have been subjected to workplace discrimination with precedent-setting litigation.
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- No trustee votes received.
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| Poll Opening Date |
June 19, 2023 |
| Poll Closing Date |
June 25, 2023 |
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