Pass the Paycheck Fairness Act

Pass the Paycheck Fairness Act Now!

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Women across the country continue to be paid less than men — and are at a higher risk of poverty as a result. Pay discrimination is one reason why. The Paycheck Fairness Act is a vital piece of legislation that will help fix this by updating and strengthening the Equal Pay Act of 1963 and offering further protections against pay discrimination.The House of Representatives will vote on the bill this week — they need to hear from you now!

Urge Your Representative to Vote YES on the Paycheck Fairness Act

Tell your lawmaker to support equal pay by passing the Paycheck Fairness Act without any weakening amendments.

 

 

TAKE ACTION

 

The Paycheck Fairness Act updates protections for workers experiencing sex-based pay discrimination by:

  • Closing loopholes that have allowed employers to pay women less than men for the same work for decades,
  • Prohibiting employers from relying on salary history to set pay when hiring,
  • Ensuring women can receive the same remedies for sex-based pay discrimination as are available for race- or ethnicity-based discrimination,
  • Promoting pay transparency by protecting workers from retaliation for discussing or disclosing their wages,
  • And requiring employers to report pay data to the EEOC.

Tell your representative it’s time to show up for equal pay for women.

We need stronger laws to help root out pay discrimination and close the wage gap. The Paycheck Fairness Act is a great place to start.

Sincerely,
Maya Raghu
Director of Workplace Equality & Senior Counsel
National Women’s Law Center

 

DONATE

 

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National Women’s Law Center
11 Dupont Circle NW, Suite 800
Washington, DC 20036
United States

 

 

‘Victory for equal pay’: Judge rules Trump administration must require companies to report pay by gender, race

The Obama-era pay data collection requirement aims to tackle employer discrimination against women and minorities.

Source: ‘Victory for equal pay’: Judge rules Trump administration must require companies to report pay by gender, race – The Washington Post

Note: Companies forced to report this information have more equal pay. A study looking at a British survey found that making pay practices transparent raised all employees’ wages. And gender wage gaps are far smaller in both unionized workplaces and the public sector, where pay scales are usually available to anyone.

Equal Pay Day is April 2, 2019.  https://www.pay-equity.org/day.html 

Announcing the Release of the GIIN’s Navigating Impact Gender Lens Theme and Live Demo 

January 2019

Announcing the Release of the GIIN’s Navigating Impact Gender Lens Theme and Live Demo 

Criterion Institute has partnered with the Global Impact Investing Network (GIIN) to develop the Navigating Impact Gender Lens theme, now live on the GIIN’s website.

The field of gender lens investing is growing rapidly and generating exciting momentum, yet questions abound about the emerging field: How can my investments go beyond counting the number of women in leadership positions to meet the needs of those most marginalized by current power dynamics? What tools are out there to guide me in collecting meaningful data and implementing what seem like daunting changes to my investment processes? What process metrics do I need to have in place in order to mitigate risk and increase the chances of achieving my desired impact?

The Gender Lens theme addresses these questions and more, drawing on the insight and experience of more than 80 investors and gender experts. It consists of various strategies that illustrate different approaches an investor may take to framing goals and measuring progress related to gender in both developed and emerging markets.

Each strategy addresses the Five Dimensions of Impact, highlights examples of illustrative investments, and includes a set of metrics and resources to guide investors in collecting meaningful data and putting the strategies into action.

Investors may choose to apply one or a combination of strategies to meet their impact objectives.

Five of the strategies in the Gender Lens theme can be applied to investments in any sector:

An additional five strategies apply a gender lens to other Navigating Impact themes, namely Affordable Housing, Health, Clean Energy, Smallholder Agriculture, and Financial Inclusion: 

The Navigating Impact Gender Lens theme is directly influencing how the GIIN is thinking about gender as it upgrades its IRIS catalog of generally accepted social and environmental performance metrics used by the majority of impact investors.

To learn more, please contact Criterion’s Director of Engagement, Christina Madden, or join us for a live demo with the GIIN’s Impact Measurement and Management Team on Thursday, February 14 from 9:30-10:30am EST. For more details or to register for the live demo, please click here.

 
 
 
 
 

Criterion Institute is the leading think tank using finance as a tool for social change.

We work with social changemakers to demystify finance and broaden their perspective on how to engage with and shift financial systems. We do this through a methodology and set of practices that move leaders beyond understanding finance to believing in their own ability to use financial systems to advance the social change we seek. Our research, training and institutional engagement allow leaders to be more effective agents of change, fueled by new hope that the change they seek is possible. Visit www.CriterionInstitute.org to find out more.

 

 

Join the conversation: Facebook / Twitter / LinkedIN

Email us: info@criterioninstitute.org

Nursing Scholarships Available

Source: So you want to be a nurse???….. – News Lincoln County

So you want to be a nurse?

Nursing Scholarships Available!

Applications are now being accepted for the Gribler Loving Trust Nursing Scholarship, administered by the Pacific Communities Health District (PCHD) Foundation. Recipients must be residents of Lincoln County and enrolled in accredited nursing programs. Scholarships of up to $3,000 will be awarded for tuition and books.

Eligibility requirements include completing prerequisite courses and enrolling in an accredited nursing program the year of the award. The recipient must also sign an agreement to work within Samaritan Pacific Health Services for up to two years upon graduation if a position is available and offered. Additional consideration will be given for experience in the medical field, such as Emergency Medical Technician, Certified Nursing Assistant or Licensed Practical Nurse.

Former Newport residents Bill and Olga Gribler exhibited their love and generosity for the local community by establishing this scholarship to address the ongoing need for quality nurses in this rural area. Bill Gribler taught music and entertained throughout the community on the piano, violin and accordion. Olga Gribler worked for a telephone company and later the Bank of Newport.

Applications are due on July 31. Application packets are available at samhealth.org/pchdf. For additional information, contact the PCHD Foundation office at (541) 574-4745.

Oregon’s New Equal Pay Act: What Everyone Needs to Know – July 24 – 6pm

The 2017 Oregon Legislature passed a landmark Equal Pay Act, putting Oregon at the forefront toward equalizing pay between women and men. Trish Garner, Public Policy Chair of the American Association of University Women (AAUW) of Oregon, will lead a discussion of this important legislation at the Tuesday, July 24 meeting of the Central Oregon Coast Chapter of the National Organization for Women (NOW). The discussion will take place at 6 pm in the McEntee Meeting Room, Newport Public Library, 35 NW Nye Street, Newport. The public is invited.

OREGON’s new FAIR PAY ACT specifies that: (1) an employer cannot pay an employee less because of their sex, race, color, religion, sexual orientation, national origin, marital status, age, disability or veteran status; (2) an employer can’t pay an employee’s coworker more for a comparable job unless the entire pay gap is based on one or more of these conditions: seniority, merit, quality or quantity of production, education, training, experience, workplace location or travel; (3) an employer cannot screen job applicants based on current or previous compensation or determine salary on that basis; (4) an employer cannot ask a potential new hire how much he or she is currently paid or has been paid in the past until after making a job offer that includes compensation; and (5) an employer cannot cut an employee’s pay to follow this law or retaliate against the employee for asking for equal pay.