ST. PAUL, MN – A strong bipartisan majority of state lawmakers in the Minnesota House of Representatives passed the Women’s Economic Security Act (WESA) on May 7, 2014. The bill now awaits a final vote in the Senate before it can be signed into law by Governor Dayton.
The Women’s Economic Security Act helps close the gender pay gap so women earn equal pay for equal work, strengthens protections for pregnant and nursing mothers in the workplace and increases opportunities for women to enter high-wage, high-demand professions like computer science and engineering.
“Women on average earn 80 cents to the dollar that men earn,” said State Representative Linda Slocum (DFL – Richfield). “Women should receive equal pay for equal work. This bill is a winner not only for women, but Minnesota families overall. It’s going to help build on our state’s positive economic momentum and give families greater security.”
Debra Fitzpatrick, Director of the Center on Women and Public Policy at the Humphrey Institute of Public Affairs, says the gender pay gap has been stalled at 20 percent for the past decade, robbing each Minnesota woman and her family of almost a half a million dollars during their career.
“That isn't going to change without a comprehensive, research-based approach like the Women's Economic Security Act," said Fitzpatrick.
“It should not be an economic disadvantage to be born a woman,” added Slocum.
WESA takes the following steps to break down barriers to economic security facing women:
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.
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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, unless the employer demonstrates that the accommodation would impose an undue hardship on the operation of the employer's business.
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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
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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.
“This is legislation to celebrate as we honor our mothers on Mother’s Day,” added Slocum.
Rep. Slocum encourages her constituents to contact her with any questions or comments about the Women’s Economic Security Act. She can be reached by phone at (651) 296-7158, by email at rep.linda.slocum@house.mn or by postal mail at 415 State Office Building, 100 Rev. Dr. Martin Luther King Jr. Blvd., Saint Paul, MN 55155.