Save Centre Crest: A Public Nursing Home and Long-Term Care Facility

Here in Centre County, we have a county-run nursing home facility.  It is located in the county seat of Bellefonte, PA.  Centre Crest Nursing Home in Bellefonte has been county-owned and operated for 73 years. On June 18, Commissioners Steve Dershem (R) and Chris Exarchos (R) called for a surprise and unannounced vote (which may have violated Pennsylvania’s Sunshine Law) to transfer the facility to a private organization to be run as a non-profit.  If the transfer goes through:

  • We, citizens of Centre Co., will lose our say in the operation and funding of Centre Crest;
  • Our tax investments could be subsidizing a private company through a rent-free agreement, yet we’d have no say in how Centre Crest would be run;
  • Current Centre Crest employees will have their benefits and pensions cut;
  • The Bellefonte community would lose over $1 million when employees lose benefits and when jobs involving payroll, purchasing, and benefit administration services are outsourced to a private company based in outside of Centre County; and
  • We expect that costs will rise for the residents, most of who are lower-income and cannot afford any of the very expensive private nursing home care that is elsewhere available in the county.

Most of the citizens in the county are opposed to this transfer.  Some oppose the transfer because of the inability for citizens to have a continued say in how the nursing home should be run.  Some oppose the transfer for fear that their loved ones will no longer be able to afford the care and will be forced to move.  Some oppose the transfer because of the expected loss of benefits, including a defined pension plan, should the nursing home be turned into either a non-profit or for-profit nursing home. And some oppose the transfer due to the costs involved.

In 2012, the cost to the average household (not taxpayer, but household) to operate Centre Crest was $25 (5.6% of the county taxes) and it was less than that in each of the four years before that.  The third commissioner, Commissioner Michael Pipe (D) spent several months doing a cost-benefit analysis of either keeping Centre Crest as a fully county-run facility or selling it off.  The cost of Commissioners Pipe’s proposal to upgrade facilities at Centre Crest is less than $11.50 for the average household.  The cost of a suggested subsidy to the county to turn it into a nonprofit is $3 million.  In addition, the proposed plan involves this non-profit receiving the current and proposed new site rent free.  Should the facility be moved, the county could incur an additional cost of $700,000 to $900,000 to acquire the suggested new location (Bellefonte Armory) with no reimbursement from the non-profit.

The current set up, according to Commissioner Pike is a win-win for the county and for seniors.  As he argued before the vote, keeping Centre Crest as an upgraded county-run facility is both an “excellent use of our investments (taxes)” and “provides a home and medical care to our most vulnerable citizens–our seniors.”

The transfer is NOT A DONE DEAL.  Although the initial vote was taken to transfer the home, none of the legal paperwork has yet to be signed and there are some legal actions that are being considered to stop what has happened so far.

There is a better alternative.  Commissioner Pipe presented a plan to keep Centre Crest county owned and upgrade the facility for only $11.50 per year for the average household.

Together we can make this alternative happen.

If you live in Centre County, PA; have family in Centre County; or are concerned about the idea of profit over compassionate care for vulnerable seniors, then you can help stop this decision from coming to fruition.

  1. If you live in Centre County, attend the County Commissioners’ meetings.  They occur at 10:00 am every Tuesday morning. Voice your objection to the transfer during the public comment session at the beginning of each meeting;
  2. No matter where you live, you can donate $5 or $50 to “Centre County Citizens for Fiscal Responsibility.” Mail to: 148 Thornton Rd., State College. PA  16801;
  3. Write a letter to the editor. The local papers include the Centre Daily Times, Voices of Central PA, the Lock Haven Express, the Progress News, and the Centre County Gazette;
  4. Contact the Commissioners directly:
    • Via Letter*: Commissioners Steve Dershem, Chris Exarchos, and Michael Pipe, 420 Holmes St., Bellefonte, PA  16823
    • Email*:  BOC@centrecountypa.gov
    • Phone*:  814-355-6700
  5. Go to http://saveCentreCrest.org, click on “petition,” download, print and then sign it.  You can then, if you desire, you can gather more signatures.  Once your petition is complete, mail it to: Save Centre Crest, P.O. Box 262, Bellefonte, PA  16823

You can also obtain more information and background on Centre Crest, what’s happening, and what you can do by visiting the Save Centre Crest website.

War on Women in Pennsylvania: At Least a 20-Year Happening

Last week, Governor Tom “Just Close Your Eyes” Corbett signed into law Act 13 of 2013, also known as HB 818.  This newest attack in the War on Women denies women the ability to use THEIR OWN FUNDS to purchase coverage for an abortion within the new healthcare exchange that Corbett decided to fob off onto the federal government.  Although the state couldn’t be “bothered” with running this exchange, they have no problem in denying women the ability to purchase coverage for an abortion even in cases in which her life is endangered.

At the time of final passage of the bill I sent out an email to several friends listservs. Here are some of the comments I received back:

What is going on in PA?  It’s beginning to sound more & more like a North Dakota or a Kansas [or a Mississippi or an Arizona or a Wisconsin or a Texas or any other state that’s been taken over by misogynists and racists].  Terrible!!

If women aren’t allowed to spend money on their healthcare the way they deem medically necessary, then it’s time to face the fact that we’re not even citizens in our own states.

I agree with all of these sentiments.  Yet, these types of legislative actions have been going on in Pennsylvania for a long time, despite Pennsylvania having an ERA in our state Constitution and having already ratified the national ERA.

Bit of history of the War on Women in Pennsylvania.  We’ve been battling this War for over two decades in our legislature.  The battles started with attacks on reproductive justice and have now spread to other areas of women’s lives.

Reproductive Justice Battles

The Pennsylvania General Assembly has basically been co-opted by the radical right-wing on both sides of the aisle.  The Democrats do have more pro-choice people than the Republicans.  The Senate is a bit better than the House of Representatives.  And this has basically been true since the late 1980’s.

  1. Which is why Governor Bob Casey, Sr. (D) pushed through Pennsylvania’s Abortion Control Act that initially mandated parental consent, spousal consent, a 24-hour waiting period, and a state-mandated script about the “detriments” to health in abortion procedures.  Planned Parenthood contested the law that went all the way to the US Supreme Court in a case called Planned Parenthood of Southeastern Pennsylvania v. Casey. Decided on June 29, 1992, the Court threw out spousal consent as an “undue burden,” but upheld the rest of the law. This was one of the first battles partially won by the emerging War on women.  That was 21 years ago this week.
  2. Which is why Title X and state Family Planning monies are split 50/50 each year in the state budget between crisis pregnancy centers and legitimate family planning clinics.  And this has been happening for over a decade now. And in 2012, Rep. Daryl Metcalfe (R) proposed eliminating ALL funding for family planning for Planned Parenthood or any other clinic that provides abortion services.
  3. Which is why we are losing stand-alone abortion providers due to the TRAP (Targeted Regulations on Abortion Providers) law passed in December 2011 following “Dr.” Gosnell’s arrest and guilty verdict for murdering 9 live-born infants and one woman in a filthy, rat-infested facility that the state had not inspected despite complaints from legitimate providers for about 10 years.
  4. Which is why we almost had a transvaginal ultrasound law last year.  And for Governor Corbett’s “Just close your eyes” statement (Corbett’s comments on the ultrasound bill start at 14:28).  The main reasons I think it ultimately died in committee is thanks to the activists in VA who created the uproar there and because so many people, including doctors were outraged by the invasiveness of this bill and for Corbett’s insensitive statement (of which he is becoming more or more well-known for – he’s his own worst enemy).

Other Battles in the War on Women in Pennsylvania

And on other issues – similar actions have occurred.

Increasing Conservatism in the Legislature and Governorship

In 2010, the Tea Party and the radical right swept into office an even more anti-woman legislature and governor here in Pennsylvania.  The War on Women went into full swing.  Both houses of the General Assembly became even more heavily conservative, with the House switching from a Democratic- to a Republican-controlled majority and the state elected an anti-choice, anti-woman, and in my opinion, racist governor – Governor Tom Corbett (R).

To highlight how conservative the Pennsylvania General Assembly has become, just look at the 2012 ratings of legislators by the American Conservative Union.  They indicated that 51% of members in the combined Assembly are solid conservatives; 105 or 42% are given a score of 100 and an additional 22 or 9% are rated at 63 or higher.  The entire leadership of the majority party in both houses and thus those with the power to deny women, people of color, people with disabilities and people living in poverty their basic rights are listed in their report as so-called “Defenders of Liberty” or “Conservatives” because of their rating of, respectively, either 100 (13 of the 16 leaders) or 80 (the remaining 3 leaders).

Attack on Hate Crimes Protections

An updated hate crimes bill was initially passed in 2002 that added gender, gender identity, national origin, disability, and sexual orientation.  Because the radical right didn’t want to vote against adding sexual orientation coupled with disability and gender and thereby anger multiple constituencies within their district, a member of the House, proposed a late-night, end of session amendment in the 2001-2002 legislative session that substituted the hate crimes bill for an agricultural crimes bill.  The vote was overwhelmingly in favor, mostly because the legislators didn’t want to appear to be supporting hate crimes via a no vote (prior to this the then Republican majority had refused to bring up the bill for a committee vote). The radical right-wing appealed saying that this substitution violated the state’s constitutional mandate that any amendment has to be germane to the original intent of the bill.

The Pennsylvania Supreme Court agreed in July 23, 2008 that this procedure (but not the underlying intent) was unconstitutional and threw out the law.  It has been reintroduced every session since then with no hearing or vote in any committee in either house.

Attacks on Marriage Equality

In addition to having a state-based mini-DOMA (a state-level Defense of Marriage Act) on the books, Pennsylvania has had several attempts at adding this form of discrimination to our state constitution introduced every session for the last decade.  The major reasons they have not passed is that the House is even more conservative than the Senate and the two houses can’t agree on how extreme to make it.  There is another one that has been introduced in the General Assembly this year, but due to increasing support by the public for civil unions and marriage equality (almost 2/3 support throughout the state), they haven’t yet held any hearings.

Budgetary Attacks

One of the spears attacking women, families, and people of color since the takeover of our legislative and executive branches of government here in the state is the budget.

We have had severe cutbacks in state funding for education, health care, and human services since 2011.  According to the Pennsylvania Budget and Policy Center, spending on these three areas in the final budget for 2012-2013 that ends this week was either flat-lined (“welfare” programs) or reduced by 0.3% (for public school education), 15.9% (for higher education), and 37% to 45% (for Medical Assistance inpatient and outpatient care).

The proposed budget plan for 2013-2014 continues these cuts. Here are a couple of examples of this budgetary war:

Attacks to Eliminate Equality for All

In the very first budget introduced by Governor Corbett, every advocacy Commission in the Executive branch was eliminated in the 2011-2012 budget – this includes the Pennsylvania Commission for Women (which I served on until it was abolished), Latino Affairs, Asian-American Affairs, and African-American Affairs.  As you will see from the links to these commissions, there is no public information on who the commissioners are nor is the any information on the services any of these commissions provide.  Prior to the elimination of these commissions in 2011, the Commission for Women, for example, had an extensive web presence which included our mission (the only thing that now remains), hotline contact information, copies of reports written by the Commission, information on the advocacy being conducted by the Commission, and links to programs and services to broadly assist women.  Transparency has disappeared; this is another spear in the attacks with the War on Women here in Pennsylvania.

Like every other state, Pennsylvania has a commission that monitors, reviews and adjudicates alleged acts of discrimination; here in Pennsylvania that is the Pennsylvania Human Relations Commission (PHRC). Severe budgetary cut-backs have occurred in the funding for the PHRC in every budgetary cycle since 2011.  An individual who works within the PHRC told me last month that as a result of these cuts, they are down 50% in staffing and that long-time civil rights advocates in the agency have either retired (some early) or left for other work.  And it’s not getting any better. The PHRC is flat-lined in this year’s budget.  We don’t yet know if this will still be true once the budget is passed, which theoretically must be done this week since our state constitution requires passage by June 30 of each year.

Gerrymandering

Gerrymandering is part of the War on Women due to its impact on legislation directly affecting women’s lives. Gerrymandering here in Pennsylvania, aka the “Gerrymander of the Decade,” has entrenched the right-wing Republicans in both the General Assembly and the Pennsylvania Congressional delegation.  This, despite the fact that there are many more registered Democrats than Republicans in the state.

Being a Democratic legislator, as we all know doesn’t guarantee concern for women’s rights (think Senator Bob Casey, Jr. and his father, former Governor Bob Casey, Sr.). But in these days and times, it’s less likely to cause a problem for us than do the Tea-Party dominated Republicans.

The most recent vote in the General Assembly is a clear example of what gerrymandering has done to the legislature.

Gerrymandering, combined with the elections resulted in the passage of HB 818/Act 13 this month. Tea Party Republican conservatives won many of their races in 2010 and 2012, taking control and leadership of both houses in 2011.  In the House there are 111 Republicans and 92 Democrats.  On April 24, 2013, all but 2 Republicans (98%) voted against and all but 32 Democrats (65%) voted for women’s reproductive justice. In the Senate there are 28 Republicans and 22 Democrats. On June 5, 2013, all but 2 Republicans (93%) voted against and all but 5 Democrats (77%) voted for women’s reproductive justice.

State and Federal ERA

Another comment that was made when I sent out my email was about passing the federal Equal Rights Amendment (ERA). The person said,

This is the reason we need to be included in the Constitution of the United States!  One of main ways to stop bills like this is to pass the ERA and thus be admitted as full-fledged citizens of the US.

Before the War on Women started, Pennsylvania passed a state-based ERA that was voted on by the electorate and placed into Section I of the Pennsylvania Constitution in 1971.

Yet even with this state-based ERA, the War on Women is being raged here in Pennsylvania.  Sometimes the state ERA works and sometimes it doesn’t.  It worked back in the 1980’s when Pat and Twiss Butler worked with Pennsylvania NOW to get gender-based auto insurance rates eliminated.  But it didn’t work in 2008 when a woman sued her employer using the state ERA based on sexually offensive comments made by her supervisor but not stopped by the company.

Many people, in frustration have made statements or created nicknames to replace the official monikers of “City or State of Brotherly Love” and the “Cradle of Independence.”  A couple of the pejoratives include “Pennsyltuky” and “Philadelphia and Pittsburgh with Alabama in the middle” (this latter one is attributed to James Carville)  The progressive parts of the state (for the citizenry, but not necessarily the full legislature) are currently Philadelphia and SE PA, the capital Harrisburg (to some minor extent) and Centre County where I live.  Pittsburgh is still itself progressive, but Allegheny County (where Pittsburgh is located) has become very, very conservative and thus more like the “T” (the term used to describe the rural part of the state outside of the Pittsburgh and Philadelphia regions).

Yes, it is frustrating.  But as a “cock-eyed optimist” (something I’ve often been called), I continue to push back and sometimes we get things that are a bit better than they would have been otherwise.  Much of our work is being done in coalition these days.  I won’t stop my push-back against this War on Women.  I will continue my multi-decade work and will continue to shout from the mountain top whenever and wherever needed.  As will others (see for example, an article in Politico about the War on Women battle for the Pennsylvania governorship gearing up here in Pennsylvania).

Be a “cock-eyed” optimist.  Get the ERA passed and stop this state and national War on Women. As Margaret Mead said,

Never doubt that a small group of thoughtful, committed citizens can change the world. Indeed, it is the only thing that ever has.

Civil Rights Denied: PA’s Proposed Constitutional Same-Sex Marriage Ban

Logo of Freedomt to Marry, Inc.

“working to win the freedom to marry in more states, grow the national majority for marriage, and end federal marriage discrimination. ” http://www.freedomtomarry.org/pages/about-us

A couple of days ago I posted a blog about the dueling marriage equality and same-sex marriage ban bills recently introduced into the Pennsylvania General Assembly.  Today I thought I give a more detailed argument as to how discriminatory the same-sex marriage ban is to gays and straights alike.

As previously stated, on May 7, Pennsylvania State Representative Daryl Metcalfe (R-12 Butler County) introduced his legislation (HB 1349) to create a constitutional amendment defining marriage OR its “substantial equivalent” solely as a union between a man and a woman.  That bill would amend Article I of the Pennsylvania state Constitution – the Declaration of Rights section – to take rights away from unmarried couples in Pennsylvania, whether they are same-sex or heterosexual couples.  Here’s the constitutional amendment as written in HB 1349:

“Marriage is the legal union of only one man and one woman as husband and wife and no other legal union that is treated as marriage or the substantial equivalent thereof shall be valid or recognized.”

Until the spring of 2012, 31 states across the country had created constitutional amendments to outlaw marriage or anything that looks like marriage between same-sex couples. The last successful attempt at this form of discrimination occurred by referendum in North Carolina in the spring of 2012; all other attempts since then to deny marriage equality have failed.

Marriage equality however has had many successes since then. Three states – Delaware, Rhode Island, and Washington – either passed a referendum OR legislation legalizing marriage equality following North Carolina’s referendum. One state – Minnesota—is expected to pass their marriage equality bill today; note, this is only 6 months after the voters in Minnesota by referendum killed their proposed same-sex marriage ban.  And one state – Colorado – passed legislation recognizing civil unions even though they have a constitutional ban on same-sex marriage.

Instead of moving forward, right-wing legislators would like to have Pennsylvania join the 31 other states that constitutionally ban-same sex marriages and/or other legal forms of relationships such as domestic partnerships and civil unions.  These Pennsylvanian legislators are making their fourth attack on same-sex couples and on unmarried people – gay or straight.  If HB 1349 passes, Pennsylvania for the first time in its history would enshrine and mandate discrimination into the state Constitution.

This amendment would take rights away from unmarried couples in Pennsylvania, whether they are same-sex or heterosexual couples.  The way this amendment is written would affect all unmarried couples, victims of domestic violence if they are not married to their abuser, and could threaten Pennsylvania’s anti-discrimination laws

Effect on All Unmarried Couples – Gay or Straight

Currently, Pennsylvania statute recognizes only marriages between one man and one woman.

Pennsylvania does not recognize either (1) same-sex marriages or (2) civil unions, domestic partnerships, or any other coupled-household status—whether entered into by same-sex or opposite-sex couples.  Those affected by this amendment would therefore, for example, include senior citizens who live together but are not married because of economic considerations, couples who believe they have a “common law marriage” (which is no longer recognized in Pennsylvania), and gay or straight couples who have any type of intimate relationship.

It could also threaten the lives of unmarried domestic violence victims and allow unmarried individuals to be discriminated against in housing, employment, and public accommodations.

Effect on Domestic Violence Victims

In 2004, Ohio passed their discriminatory anti-marriage constitutional amendment, which was quickly and unexpectedly used to deny protections to unmarried victims of domestic violence.  Here’s what happened.  Almost immediately, unmarried batterers argued that since they were not married, Ohio could not enforce their domestic violence law because that was treating their relationship with their partner as “equivalent to marriage.” The 2nd District Court of Appeals in Ohio agreed and ruled that the Ohio domestic violence law runs afoul of the “Defense of Marriage” amendment, passed by voters in 2004, and does not apply to “a person living as a spouse.”  As a result, unmarried defendants, who could have faced felony domestic violence charges, only faced misdemeanor assault charges.    It took several years for the Ohio Supreme Court to reverse this ruling.  In the interim, unmarried women were at the mercy of their batterers in several counties in Ohio.

The Ohio amendment is very similar to that of the one proposed for Pennsylvania.   In Ohio, by providing protection to persons living as spouses,” the domestic violence statutes created a legal status for cohabiting relationships that is “equivalent to a marriage,” according to the appeals court. The appeals court decision in Ohio then denied protection from abuse to unmarried individuals – gay or straight – because the domestic violence law gave legal standing to an unconstitutional relationship – that of an unmarried couple. The courts argument overturning these domestic violence protections utilized similar language found in Pennsylvania’s HB 1439, which states that no other legal union… or the substantial equivalent thereof shall be valid or recognized.

We have no way of knowing how the courts would rule on a similar argument should this amendment pass and become part of Pennsylvania’s Constitution.  Who knows if Pennsylvania’s Supreme Court would protect the victim or allow batterers to circumvent Pennsylvania’s Protection From Abuse (PFA) law?  We need to protect all people from domestic violence and sexual assault.  Passage of this amendment could deny the protection offered by Pennsylvania’s domestic violence and protection from abuse laws; it could even risk the very lives of unmarried people–gay or straight–because this constitutional amendment denies the rights, privileges, and protections of law to people who are not legally married or who have a relationship that is “functionally equivalent” to traditional marriage.

Effects on Employment, Education, Housing, and Public Accommodations

It also looks like current and proposed employment, education, housing, and public accommodations anti-discrimination laws at both the state and local levels might be jeopardized for unmarried individuals.  Discrimination based on marital status and family responsibilities is unlawful under a variety of existing laws. With a few exceptions, under current state and federal law, people who experience this form of discrimination must fit their claims into an appropriate legal theory—as discrimination based on gender, a violation of family and medical leave laws, or another legal theory.  In addition, many municipalities throughout Pennsylvania have passed or are considering ordinances that would make it illegal to discriminate in employment, housing, and in some cases, public accommodations specifically based on sexual orientation, gender identity and marital status.   Will the state courts, the PA Human Relations Commission, or local Human Relations Commissions be able to enforce these laws if Pennsylvania’s constitution has been amended to require unmarried couples to be treated differently from married couples?  We do not know.  Passage of HB 1439 as a constitutional amendment could put all of these protections at risk since any person, company, or school could argue that their business is mandated to deny employment, hiring, and benefits to any person who is not married.

Civil Rights Denied, Reiterated

Last, but not least, exclusion, discrimination and inequality are not the principles this state was founded upon. This discriminatory “Marriage Protection Amendment” denies unmarried heterosexual, lesbian, gay, bisexual and transgender families the protections and fairness they deserve. Heterosexual married couples and their families are afforded more than 1,000 legal protections and economic benefits provided through state and federal law, benefits and protections that are currently inaccessible to unmarried couples.  Passage of this amendment would therefore subject same-sex couples and their families to exclusion, discrimination and inequality.

The proposed amendment could also take away existing legal protections for committed long-term couples and their children, such as second parent adoptions, cohabitation agreements, co-parenting agreements, wills, living wills, powers of attorney, etc., regardless of their sexual orientation.

Gay and lesbian Pennsylvanians are our neighbors, co-workers, friends, and family member.  They pay taxes.  LGBT people should not be bullied.  They deserve the same rights, protections, and responsibilities that all residents desire and have.

Let’s all work to stop this bill now!  So I’m once again recommending that you keep up-to-date on this horrible bill as well as other LGBTQ legislation at  Equality Pennsylvania’s website.

Call for Paycheck Fairness Act Co-Sponsorship

The wage gap shows that women, particularly women of color are paid significantly less than white men.

The Wage Gap: Lack of Equal Pay

On April 9, I did a blog on Equal Pay Day discussing the lack of equity in pay between men and women’s work.  In that blog, I discussed the need to pass the federal Paycheck Fairness Act.

Part of the process of obtaining passage of a bill is to get as many legislators as possible to sign on as a co-sponsor of the bill you are interested in.  In the US House of Representatives, there are currently 206 co-sponsors of the House version of the bill – H.R. 377. In the US Senate, there are currently 46 co-sponsors of the Senate version, S. 84.

The main coalition pushing for paycheck fairness and pay equity is the National Committee on Pay Equity.  This morning, I opened up an email from a listserv I’m on regarding the Paycheck Fairness Act. Michele Leber, Chair of the National Committee on Pay Equity sent out the following message, asking everyone to spread the word to their friends and colleagues in Virginia. Here’s what she said:

“We learned yesterday [April 24] from the office of Rosa DeLauro, our pay equity champion in the House of Representatives, that every Democrat in the House is now a PFA cosponsor! To reach that goal in the Senate, we need just a few more Democrats, among them Mark Warner of Virginia.

At a meeting yesterday in Warner’s office, his legislative aide said the best way to get Warner’s cosponsorship was to send the senator messages of support for the bill. So please rally any contacts, groups, or chapters that you have in Virginia, asking persons to contact Sen. Warner’s office by phone at 202-224-2023 and/or by e-mail at http://www.warner.senate.gov/public//index.cfm?p=ContactPage, asking him to cosponsor the Paycheck Fairness Act, S.84.

With the 50th anniversary of the signing of the Equal Pay Act coming up on June 10, this is particularly important now.”

So…

If you live in Virginia and are a constituent, please follow Michelle’s request and contact Senator Warner regarding co-sponsorship.

If you don’t live in Virginia, you can find out where your US legislators stand on the Paycheck Fairness Act by going to http://thomas.loc.gov/home/thomas.php. In the search box in the middle of the page, type in “Paycheck Fairness Act” and click search.  On the next page, two bills will show up—S. 84 and H.R. 377.  This page provides several links to information about both of these bills—text, bill history, co-sponsors, etc. If you click on “cosponsors” for each bill, you can determine if your representatives are publicly supporting the bill or not. If they are a sponsor, thank them and then ask them to call for a hearing and vote on the bill.  If they are not, ask them to sign on.

Thanks.

What is Equal Pay Day and Why Should I Care?

For the last three years, my local NOW chapter—Ni-Ta-Nee NOW—has organized community education events surrounding Equal Pay Day and paycheck fairness.

A frequent question we have is, “What’s Equal Pay Day and why should I care?”  To help answer that question, we have done op-eds and interviews with the local press (See here and here).  We also create a flyer that we update each year.  As President of Pennsylvania NOW, I wrote another blog on this issue in 2011. And elsewhere on my blog site, I have commented on the need for fairness in pay.

Today, we will once again be distributing Equal Pay Day flyers in front of the gates of The Pennsylvania State University over the dinner hour today.

Why today? Because Equal Pay Day moves from year to year. For 2013, that day is April 9.

The following is a web-based version of this flyer.  The hard-copy version focuses on Pennsylvania.  I have kept that information here; I’ve also added commentary and links for information and contacts in other states.

TUESDAY APRIL 9TH 2013

EQUAL PAY DAY

IT’S THE DAY ON WHICH WOMEN’S WAGES CATCH UP WITH MEN’S WAGES FROM THE PREVIOUS YEAR.

Equal Pay Day symbolizes how far into the year a woman must work full-time, on average, to earn as much as a man earned the previous year.  In 2013, it took 2 days MORE than in 2011 and 8 days LESS than in 2012 for a woman to earn as much as a man earned in the entire year.

THE WAGE GAP

National Perspective

The wage gap shows that women, particularly women of color are paid significantly less than white men.

The Wage Gap: Lack of Equal Pay

The wage gap is the ratio of women’s to men’s median annual earnings for full-time, full-year workers. Based on these earnings, women earned just 82% of what men earned (US Bureau of Labor Statistics, 2013).

Nationally, Asian American women have the smallest wage gap, earning 88% of what the average white man earned in 2012. White women are next, earning approximately 81% of white men’s average income. African-American women (68%) and Hispanic women (59%) have the largest wage gaps compared to white men (Institute for Women’s Policy Research, March 2013).

A typical woman earns $431,000 less in pay over 40 years due to this wage gap. (Center for American Progress, 2012)

At the current rate of progress, the Institute for Women’s Policy Research estimates that it will be 2057 before women’s wages reach parity and Equal Pay Day will finally be on December 31 rather than somewhere in April of the following year!

Pennsylvania Perspective

The wage gap is just as bad, if not worse, in our state. When ranked among the other 50 states, the District of Columbia, and Puerto Rico, Pennsylvania’s wage gap placed it 34th (Women’s Law Center calculation based on American Community Survey Briefs, April 2013).  You can look up your state’s pay equity ranking at this site as well if you don’t live in Pennsylvania.

The median annual income for a woman working full-time, year round in Pennsylvania in 2011 was $37,089, compared to men’s $47,956. This is a wage gap of 77% (Women’s Law Center calculation based on American Community Survey Briefs, April 2013). A typical woman in PA earns $459,000 less in pay over 40 years due to this wage gap. This gap rises to $722,000 for women who have earned college degrees. (Center for American Progress, 2010)

WHAT CAN I DO??

If You are an Employer

If you are an employer, you can get help in examining pay practices by conducting an equal pay self-audit using the guidelines from the US Department of Labor (available at www.pay-equity.org/cando-audit.html).

If You Believe You Are Experiencing Wage-Based Discrimination

Tell your employer if you are being paid less than your male co-workers. Click here for some tips on negotiating for pay equity.

If there’s a union, ask for their help.

If discrimination persists: There are three places to file complaints – at the federal level, at the state level, and at the local level.

At the Federal Level

You can file under federal law with the Equal Employment Opportunity Commission (EEOC). Go to this link and follow the instructions.

At the State Level

You can find your state’s anti-discrimination agency website and contact information in a pdf file created by Legal Momentum starting on page 28.  Most of the agencies have a website address that you can copy and paste into your browser.  All of the agencies have a phone number that you can call for assistance.

If you live in Pennsylvania, you can file a complaint with the Pennsylvania Human Relations Commission in Harrisburg.  Contact information is available by region.  Just go to their website and look for your county’s name.  The phone number and address for your regional office is listed directly above the names of the counties served by each office.

At the Local Level

There are a few communities throughout the country that have created local ordinances that include the state-based anti-discrimination protections and have also expanded coverage to other areas (such as protections based on sexual orientation, family status, and/or family responsibilities across the life-span).

You should therefore check to see if your local county, city, or community has an ordinance providing similar protections for wage-based discrimination. If so, you can more conveniently file a wage-based complaint at the local level.  Check with your state’s anti-discrimination agency (see info above under “At the State Level”) to see if there is a local ordinance in your community.

In Pennsylvania, there are about 30 communities with such an ordinance. Your regional office of the Pennsylvania Human Relations Commission can give you this information, along with whom to contact.

One of these 30 communities in Pennsylvania is State College, PA, where the main campus of The Pennsylvania State University is located. Their ordinance covers wage-based discrimination based on sex as well as color (race), religion, ancestry, national origin, sexual orientation, gender identity or expression, familial status, marital status, age, mental or physical disability, use of guide or support animals and/or mechanical aids.  If you work within the State College, PA borough, you can file a complaint with them under their Employment Anti-Discrimination Ordinance at 814.234.7110 (Side note: I was one of the people instrumental in crafting this ordinance).

Supporting and Advocating for Paycheck Fairness

Ask your Congressional representatives to co-sponsor the Paycheck Fairness Act – HR 377 in the US House of Representatives and S 84 in the US Senate).  The Paycheck Fairness Act updates and strengthens the Equal Pay Act of 1963. It gives women the tools they need to challenge the wage gap itself.

You can find out where your representatives stand on the Paycheck Fairness Act by going to http://thomas.loc.gov/home/thomas.php. In the search box in the middle of the page, type in “Paycheck Fairness Act” and click search.  On the next page, two bills will show up—SR 84 and HR 377.  This page provides several links to information about both of these bills—text, bill history, co-sponsors, etc. If you click on “cosponsors” for each bill, you can determine if your representatives are publicly supporting the bill or not. If they are a sponsor, thank them and then ask them to call for a hearing on vote on the bill.  If they are not, ask them to sign on.

And For More Information

Visit http://www.pay-equity.org – the website created by the National Committee on Pay Equity (NCPE).  NCPE is a coalition of women’s and civil rights organizations; labor unions; religious, professional, legal, and educational associations, commissions on women, state and local pay equity coalitions and individuals.”  They are dedicated to ending wage-based discrimination and achieving pay equity. If you like what they are doing, you can join and become a member.

This blog today by Erin Matson focuses, like my blog today, on pay equity and the Paycheck Fairness Act.  These are just some of the several issues we are both passionate about. In addition to providing another perspective on paycheck fairness, she also goes into some detail about introducing yourself to and talking to members of Congress. As this is part of my recommendations in the blog I just wrote and posted, I decided to reblog her so that you have more information to help successfully advocate for pay equity and civil rights for all.

erintothemax's avatarErin Matson

This is the first in what will be a regular series, Your Activism Guide, designed to make feminist activism more accessible and help you take the power you deserve. 

Purpose: Introduce yourself to your members of Congress.

Process: Set up meetings now to drop by local offices (even if you don’t have a specific request, even if the legislator tends to vote against your interests).

Payoff: Existing relationships can bring the most unexpected of benefits.

A few days ago, the American Association of University Women and National Women’s Law Center hosted a Tweet Chat to commemorate the fourth anniversary of the Lilly Ledbetter Fair Pay Act, which reversed a Supreme Court decision that had effectively gutted the ability to sue for wage discrimination under Title VII of the Civil Rights Act. Joining the conversation to answer questions was Lilly Ledbetter herself.

This is a topic that gets me all hot…

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Paycheck Fairness Act and the ERA

Yesterday, a reporter from the local newspaper contacted me regarding a press conference that was held by Senator Robert Casey, Jr. (D-PA). During that press conference, Senator Casey discussed a report highlighting the fact that women in Pennsylvania earn 18.3 percent less than their male peers.

This earning differential is known as the Pay or Wage Gap.  The commonly used measure to determine the wage gap is the ratio of women’s to men’s median annual earnings for full-time, full-year workers.  Nationally, in 2011, women earned just 77 percent of what men earned.  That’s a national wage gap of 23 percent.  Although Pennsylvania appears to be doing better than the nation on pay equity, we are still being short-changed.

For women of color, the wage gap is even worse.  According to the Institute for Women’s Policy Research, Asian American women have the smallest wage gap, earning 91 percent of what the average white man earned in 2010. White women are next, earning approximately 81 percent of white men’s average income. African-American women (70 percent) and Hispanic women (60 percent) have the largest wage gaps as compared to white men.

So why did Jessica VanderKolk call me for a comment about Senator Casey’s press conference? The message she left on the phone was that she was interested in what I thought of Casey’s stance on pay inequity, partly as a follow-up to an article she did on this issue in May 2012, where I was also quoted.  She wanted to know why I thought there had been almost no change in wage gap in the last year and what I thought needed to happen in order to eliminate this problem.

My first statement to her was that pay inequity is unfair and unjust.  She quoted me in the news article this morning,

“It takes just as much to feed a woman’s family as a man’s family and put a roof over your head,” Tosti-Vasey said. “Gender should have no basis [in determining] your salary.”

We then went on to discuss the main point of Senator Casey’s press conference: his support and co-sponsorship of the Paycheck Fairness Act.  This bill was introduced again for the fourth time on January 23, 2013 (Casey signed on as a co-sponsor on January 30, 2013 right after announcing his support of S.R. 84).

The Paycheck Fairness Act updates and strengthens the Equal Pay Act of 1963. It gives women the tools they need to challenge the wage gap itself.  According to the ACLU, both S.R. 84 and H.R. 377 include the following remedies and programs to help remove pay inequity:

  • Require employers to demonstrate that wage differentials between men and women holding the same position and doing the same work stem from factors other than sex.
  • Prohibit retaliation against workers who inquire about their employers’ wage practices or disclose their own wages.
  • Permit reasonable comparisons between employees within clearly defined geographical areas to determine fair wages.
  • Strengthen penalties for equal pay violations. The bill’s measured approach levels the playing field by ensuring that women can obtain the same remedies as those subject to discrimination on the basis of race or national origin.
  • Encourage proactive enforcement of equal pay laws by re-instating the collection of wage-related data and providing for training for the workers who enforce our equal pay laws.
  • Modernize the Equal Pay Act to make it more in line with the class action procedures available under Title VII. It would not extend class action protections beyond what is available under other anti-discrimination laws.
  • provide important safeguards for businesses, including:
    • providing an exemption for small businesses;
    • instituting a six months waiting period from the time of enactment and requiring the Department of Labor to assist small businesses with compliance; and
    • Recognizing employers for excellence in their pay practices and strengthening federal outreach and assistance to all businesses to help improve equal pay practices.

Yet if people in general understand that paying someone less for doing the same job is unfair, why is this bill now in its fourth iteration? I was asked this question by Jessica Vandervolk during our phone call.  She paraphrased my comment, stating that Senator Casey and I agree on this issue:

[Tosti-Vasey] said the lack of action so far may have to do with the conservative climate, and Casey added that he hopes the 2012 election makes a difference.

The paraphrase is accurate, but somewhat incomplete.  I said that I believed that the lack of passage was mostly due to conservative legislators.  I continued by stating that this is particularly true in the US House of Representatives but also occurs among conservatives in the US Senate.  Why?  Just follow the campaign money.  These legislators listen to lobbyists and business honchos who want full control over how much they pay others. If employers can get away with paying less and discriminating against one segment of their workforce, then they will lobby and work to defeat any effort to change this scenario.  When elected officials’ campaign war-chests depend upon funds from uncaring, well-financed business owners and lobbyists, they vote no.

So I agree with Casey.  We have a slightly more caring House and Senate as a result of the November election and maybe we can get the Paycheck Fairness Act to become law during this session of Congress.  As constituents, let all of your legislators–both Senators and your US Representative—know that you want them to cosponsor (if they are not already a sponsor) and vote for the Paycheck Fairness Act as soon as possible.

You can find out where your representatives stand on the Paycheck Fairness Act by going to http://thomas.loc.gov/home/thomas.php. In the search box in the middle of the page, type in “Paycheck Fairness Act” and click search.  On the next page, 2 bills will show up—SR 84 and HR 377.  If you then click on “cosponsors” for each bill, you can determine if your representatives are publicly supporting the bill or not.

Meanwhile this might never have come up as an issue to fight in Congress OVER and OVER and OVER again if the Equal Rights Amendment (ERA) had been ratified by 38 states and was now part of the US Constitution.  I recently blogged about why having an ERA is important, so check that out as well.  Once you have done that, go to the White House petition site and tell President Obama that you want him to work with Congress to finally get the ERA ratified.

The Washington State Economic Opportunity Institute is absolutely correct. The United States of America needs to join much of the rest of the world and create paid family leave for all employees – both men and women. The current, unpaid family and medical leave guaranteed under the federal Family and Medical Leave Act for employees who work essentially full-time for a minimum of one year for companies with 50 or more employees is untenable.

The current system in the US allows for time off from work when you have a family medical emergency or the birth or adoption of a child. BUT it’s unpaid. For full-time employees only. And only if you work for a large-size company.

For the majority of working people, this is either unworkable (you live pay-check to paycheck and have no backup income if you take unpaid leave) and or is unavailable.

We need to have full income protection for all employees, not just the 11 percent of private sector workers and the 17 percent of public sector workers in the US who do get paid leave.

Let your Congressional delegation know that you want paid medical leave legislation introduced and enacted into law. This law should provide at least partial income replacement when you need time off from work to take care of a child, spouse, or other family member throughout the lifespan.

EOI's avatarWashington Policy Watch

By Lisa Belkin, from the Huffington Post

maternity and paternity leaveAs of this week, a new father in Finland may take 54 days of paid leave to spend with his child. In Australia, a similar law gives new Dads two weeks off to bond.

These are but the two newest countries to provide paternity leave, with pay. All over the world — in places as diverse as Sweden (480 days; yes you read that right), Germany (365), Italy (90), Kenya (14), Switzerland (3) and Indonesia (2) — legislators have realized that time with a child, without worry over a lost paycheck, is a right, not a frill.

And in the US?

You know the answer to that.

As Zach Rosenberg has been highlighting on 8BitDad, companies aren’t required to offer paternity leave here. That is hardly surprising because while other countries are expanding their policies to include Dads, we are essentially the…

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