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POLITICAL BRIEFING

Legislative News for the Week of May 28, 2012

In This Issue
Wisconsin Recalls: Get Involved!
Weekly Talking Points
Paycheck Fairness Act

Rep. Lynn Jenkins (R-KS) Delivers Weekly House Republican Address
Weekly Republican Address 5/26/12: Rep. Lynn Jenkins (R-KS)
Weekly Republican Address 5/26/12: Rep. Lynn Jenkins (R-KS)


National Federation of Republican Women

 

124 N. Alfred Street

Alexandria, VA 22314

 

Phone: (703) 548-9688

Fax: (703) 548-9836

mail@nfrw.org

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 President: Rae Lynne Chornenky    Editor: Valerie Dowling 

 

Wisconsin Recalls: JUNE 5th

 

YOU can make a difference!

  

Join the fight and stand with 

  

 

Governor Scott Walker 

 

 

and Lt. Governor Rebecca Kleefisch 

  

Here is how YOU can help:

  

 

 

2. You will be directed to the Social Victory Center Home Page. Click on Social Victory Center

 

3. Click on "Volunteer" and then "Resources"

 

You will have the option of viewing a brief tutorial video (1 minute) on phone from home or you can go directly to sign up on phone from home. 

 

You can sign up with the phone number you want to make calls from, and then you will be automatically given numbers, scripts, etc.

 

If you live in the Southwest, you will be directed to making calls for the special election in Arizona for Rep. Gabby Gifford's open seat.  

 

You can also visit the WI GOP website to find other ways you can help.

Weekly Talking Points
Latest Polls Show Americans Ready
for New Leadership
 
83% 
Think we're still in a recession (FOX 4/24)
 
82% 
Have not been getting ahead financially [in last 2 years] (CBS/NYT 4/17)
 
78 % v. 69% 
Republicans more enthusiastic than Democrats to vote (GWU/POLITICO-5/7)
 
76% 
Say the economy has not gotten better in the last month
(AP-5/7)
 
73%
Believe the jobs situation in their area is not better off than 4 years ago (FOX 5/15)
 
Courtesy of RNC Research Dept.
 

THE PAYCHECK FAIRNESS ACT

 

Rae Chornenky

 

 

NFRW President

 

 

 

 

The United States Senate, in January of 2009, brought forward the Paycheck Fairness Act which,  ultimately, did not pass the Senate.  The Act would have amended the Fair Labor Standards Act of 1938, also known as the Equal Pay Act, by revising remedies for enforcement of, and exceptions to, gender discrimination in the payment of wages. (Official Summary, Senate Bill 182, IIIth Congress, 2009-2010) Of great significance is the fact that the Act would, in the midst of the huge deficit crisis we were facing, make monetary grants available for entities that train women and girls in negotiation skills.

 

In just a few weeks, Senate Democrats are going to once again introduce the Paycheck Fairness Act.  With women earning only 77 cents for every dollar men earn under the Obama Administration, the measure will expand remedies available to alleged victims of gender-based wage discrimination and require employers to prove that wage discrepancies are based on business or job-related factors rather than on gender.

 

Pursuant to the legislation, employers accused of engaging in gender discrimination in the payment of wages would be required to demonstrate that pay discrepancies occurred due to "bona fide factors."   Once an employee makes a "prima facie" complaint of sex discrimination in compensation, the burden of proof shifts to the employer to prove that the wage difference is the result of a factor other than gender.  (Heritage Foundation, Web Memo, February 22, 2011)                                                                  

Employees who successfully challenge an employer will be able to collect unlimited punitive damages as well as compensatory damages because the Act removes from the Equal Pay Act all limits on damages. Pursuant to the proposed Paycheck Fairness Act, not only could employers be sued by an aggrieved worker, but such worker-brought actions could be brought in the form of large class actions against which a single employer would have to defend his or her business practices.  Since there are no limits on punitive and compensatory damages, the Act will not only facilitate lawsuits and cost jobs but it will expose employers to paying out unlimited damages.

 

The new Act also provides that if an aggrieved employee can find an alternative business practice that does not result in pay disparity, employers must adopt that practice.   Thus, under the Act, government and the courts will dictate employers' practices.

 

Opponents of the Paycheck Fairness Act point out that, pursuant to its dictates, companies will have very little flexibility in addressing new hires' different salary histories, addressing different salary demands of existing employees, and addressing the size of pay raises and/or bonuses.  (Forbes, July 7, 2010).

 

The Heritage Foundation asks of the new legislation, for example, how courts will decide if experience constitutes a "bona fide factor" under the new legislation.  How will the courts decide whether a woman earning less than an experienced man can demand her employer  send her to training and then pay them the same wage?  Clearly, with the government and the courts micromanaging businesses, we will witness reduction of business competitiveness and the loss of jobs.