ST. PAUL, MN – On May 7, 2014, the Minnesota House of Representatives passed the Women’s Economic Security Act (WESA) conference committee report with broad bipartisan support by a vote of 104-24.
The bill now awaits a final vote in the Senate before it can be signed into law by Governor Dayton.
WESA includes a provision authored by State Representative Phyllis Kahn (DFL – Minneapolis) that expands unpaid leave for both moms and dads under the Minnesota Parental Leave Act from 6 to 12 weeks and allows use of leave under the Parental Leave Act for pregnancy-related needs. In addition, Kahn’s bill requires employers to provide reasonable accommodations to an employee for health conditions related to pregnancy or childbirth if she so requests, such as more frequent restroom, food and water breaks, seating and limits to heavy lifting.
“This is a historic piece of legislation that will help put women on a level playing field in the workplace,” said Kahn. “It shows that Minnesota values the contributions that working women make every day while strengthening our economy overall. I’m very pleased this bill is one step closer to being signed into law.”
Women living in Minnesota face disproportionate barriers to economic security. For example:
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Women earn on average $0.80 for every dollar men earn doing similar work. In Greater Minnesota, women earn even less.
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Women make up 50% of Minnesota’s workforce but 58% of workers who are paid $9.50 or less.
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Workplace segregation is one reason behind the gender pay gap. Minnesota women disproportionately work in less secure sales and service occupations which tend to be lower paid with fewer benefits.
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Women remain underrepresented in the field of computer science. Only 17% of computer science bachelor’s degrees earned in Minnesota went to women and only 20% of computer/information sciences degrees from Minnesota technical colleges were earned by women.
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Minnesota ranks 39th in the country in percentage growth in women-owned firms and 32nd in revenue growth. In 2012, Minnesota’s unincorporated, full-time self-employed women had the highest pay gap.
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In 2011, Minnesota Courts handled nearly 28,000 domestic violence cases, or which nearly 11,000 were for orders of protection.
The WESA conference committee report takes the following steps to break down those kinds of barriers:
Allows mothers to stay in the workforce by expanding family leave and providing reasonable accommodations for pregnant and nursing employees
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Expands unpaid leave under the Minnesota Parental Leave Act from 6 to 12 weeks and allows use of leave under the Parental Leave Act for pregnancy-related needs. (authored by Rep. Kahn)
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Requires employers to provide reasonable accommodations to an employee for health conditions related to pregnancy or childbirth if she so requests, with the advice of her licensed health care provider or certified doula, unless the employer demonstrates that the accommodation would impose an undue hardship on the operation of the employer's business. (authored by Rep. Kahn)
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Requires employers to provide reasonable unpaid break time each day to an employee who needs to express breast milk for her infant child. The break time must, if possible, run concurrently with any break time already provided to the employee. An employer is not required to provide break time if it would unduly disrupt the operations of the employer.
Decreases the gender pay gap through the participation of women in high-wage, high-demand occupations in fields such as science, technology, engineering, and math (STEM)
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Expands support for employers; workforce organizations; and others to recruit, prepare, place and retain women in nontraditional occupations and apprenticeships, especially low income and older women.
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Supports the development of high economic impact women-owned businesses in nontraditional industries.
Reduces the gender pay gap through increased enforcement of equal pay laws for state contractors and by allowing employees to discuss pay inequities
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Requires private sector businesses with 40 or more employees seeking state contracts over $500,000 to certify no pay gaps exist between employee classes as defined in the EEO-1 Report (formally known as the "Employer Information Report"), a government form requiring many employers to provide a count of their employees by job category and then by ethnicity, race and gender.
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Allows employees to voluntarily discuss their compensation without fear of retaliation from their employers.
Decreases the gender pay gap by reducing the “motherhood penalty”
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Requires equal employment treatment regardless of “familial status” (Pregnant women and parents and legal guardians of children under 18 who live with them).
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Allows grandparents to use existing earned sick leave to care for an ill or injured grandchild.
Addresses negative economic consequences of domestic violence, stalking, and sexual assault
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Expands unemployment insurance eligibility currently available to victims of domestic violence to include victims of stalking and sexual assault.
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Allows employees to use existing earned sick leave to recover from sexual assault, domestic violence, or stalking.
Enhances retirement security by considering a state retirement savings plan for those without an employer-provided option
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Requires a report from Minnesota Management and Budget (MMB) on the potential for a state-administered plan for workers without access to workplace retirement savings plans; along with other alternative private sector options.
Rep. Kahn encourages her constituents to contact her with any questions, comments or other feedback. She can be reached by phone at (651) 296-4257, by email at rep.phyllis.kahn@house.mn, or by postal mail at 365 State Office Building, 100 Rev. Dr. Martin Luther King Jr. Blvd., Saint Paul, MN 55155.