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 find secret locations to pump breast milk. Others 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 and 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 flexibility in working hours makes a big difference to working moms.
S.1248 & H.R.2559 – Flexibility for Working Families Act
S.934 & H.R.1941 – Supporting Working Moms Act of 2013
H.R.1406 – Working Families Flexibility Act of 2013
I oppose reforming current working mothers policy and wish to defeat S.1248 & H.R.2559, S.934 & H.R.1941, and H.R.1406
I support authorizing an employee to request from an employer a temporary or permanent change in the terms or conditions of the employee’s employment if the request relates to: the number of hours the employee is required to work, the times when the employee is required to work or be on call for work, where the employee is required to work, or the amount of notification the employee receives of work schedule assignments; making it unlawful for an employer to interfere with any rights provided to an employee under this Act; authorizing an employee to file a complaint with the Secretary of Labor for any violations of such rights; providing for the investigation and assessment of civil penalties or the award of relief for alleged violations, and wish to pass S.1248 & H.R.2559
I support requiring that certain employers provide reasonable break time for an employee to express breast milk for her nursing child, and wish to pass S.934 & H.R.1941
I support authoring private employers to provide compensatory time off to private employees at a rate of 1Â½ 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; prohibiting an employee from accruing more than 160 hours of compensatory time; requiring 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; requiring an employer to give employees 30-day notice before discontinuing compensatory time off; prohibiting an employer from intimidating, threatening, or coercing an employee in order to: interfere with the employee’s right to request or not to request compensatory time off in lieu of payment of monetary overtime compensation, or requiring an employee to use such compensatory time; 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 pass H.R.1406