Today the Minnesota House of Representatives passed the Women’s Economic Security Act (WESA), a major milestone toward signing into law new measures to close the gender pay gap, strengthen workplace protections and flexibility for pregnant mothers and expand employment opportunities for women in high-wage, high-demand professions. Rep. Shannon Savick (DFL – Wells) voted in favor of the bill.
“Minnesota’s economy is one of the strongest in the county,” said Savick. “Yet even in Minnesota, women continue to make 80 cents for every dollar men earn. That inequality stems from the issues that still exist in our workplace policy today. Many of these laws were written at a time when women made up a very small percentage of the workforce. With a growing number of women acting as the primary breadwinner in today’s economy, now is the time to address these issues.”
The Women’s Economic Security Act is meant to address those kinds of barriers, helping to fuel Minnesota’s positive economic momentum and make sure more Minnesotans share in the benefits of the recovery.
The omnibus package that passed out of the House today includes bills that would:
Decrease the gender pay gap through the participation of women in high-wage, high-demand nontraditional work
• HF 2291: 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.
• HF 2243: Supports the development of high economic impact women-owned businesses in nontraditional industries.
Reduce the gender pay gap through increased enforcement of equal pay laws for state contractors and by allowing employees to discuss pay inequities
• HF 2373: Requires businesses with more than 50 employees seeking state contracts over $500,000 to ensure compliance with existing equal pay laws. Businesses must state that average compensation for female employees is not consistently below average compensation for male employees within similar major job categories.
• HF 2274: Allows employees to voluntarily discuss their compensation without fear of retaliation from their employers.
Decrease the gender pay gap by providing equal employment opportunities for family caregivers and reducing the “motherhood penalty”
• HF 2300: Requires equal employment treatment regardless of “family caregiver status” or “familial status.”
• HF 2461: Allows grandparents to use existing earned sick leave to care for an ill or injured grandchild.
Allow mothers to stay in the workforce by expanding family leave and providing reasonable accommodations for pregnant and nursing employees
• HF 2371: 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. It also requires employers with more than 21 employees to provide reasonable minor accommodations (seating, limits to heavy lifting) for pregnant workers.
• HF 2259: Provides enforcement of workplace protections for nursing mothers to express breast milk during unpaid break times.
Expand access to high-quality, affordable childcare
• Removes the $5,000 cap on early learning scholarships.
Address economic consequences of domestic violence, stalking, and sexual assault
• HF 2366: Expands unemployment insurance eligibility currently available to victims of domestic violence to include victims of stalking and sexual assault.
• HF 2461: Allows employees to use existing earned sick leave to deal with sexual assault, domestic violence, or stalking.
Enhance retirement security by considering a state retirement savings plan for those without an employer-provided option
• HF 2419 : 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.