Background: In 2005 by signing Local Law 129 Mayor Bloomberg sought to level the playing field for minority and women owned business to gain greater access to opportunities to gain contracts with the City by mandating that the City agencies buy more goods and services from firms that certify with the City’s Department of Small Business Services.

Why It Matters:
Women businesses in the NY Metro area represent over 400,000 51% or more women owned firms. In 2006 we generated $60 billion dollars in sales in and employed over 300,000 people. Among the top 50 metro areas, New York City ranks #1 in women-owned firms. In 2006 New York City spent over 11 billion dollars in services, this is an important market place for women and minority businesses and yet we are under represented.

Action:
Work with the NYC Small Business Services and New York State to

• Increase the number of women businesses certified with the City


• Lower contracting barriers for MWBE businesses


• Set goals for MWBE contracts


• Raise the accountability and contracting standards by agencies and prime -contractors


• Monitor the disparity of contracting opportunities for M/WBE businesses

Background:
The 1993 Federal Family and Medical Leave Act provided 12 weeks job-protected unpaid leave. Currently, New York State is seeking to pass the Time To Care Bill that will provide partial pay during family leave for a child or sick family member through minimal expansion of the Temporary Disability Insurance (TDI) annually by $23.40 per worker at the current benefit rate of $170 per week.

Why It Matters:
The federal family leave act has not kept up with the times. Our economic viability requires job retention for single and two family households and new solutions to retain valuable workers during an urgent family crisis is critical to employers and employees. The New York Time To Care Bill addresses potential family and job catastrophe by providing an employee benefit at minimal cost.

Action:

• Get bill passed


• Work with the coalition


• Write our local leaders in support of the legislation


• Communicate the positive goals of the legislation

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Facts: According to the U.S. Census Bureau, almost 44 million Americans do not have health insurance coverage. Employment, business size and cost are key factors:

• The National Women’s Business Council estimates that women-owned firms employ 7.3 million of these uninsured people.


• Cost is the key factor for women and small business owners in deciding whether to purchase health insurance.


• The 2002 annual survey by the Kaiser Family Foundation found that 84% of the small firm employers who do not offer these benefits cited the high cost of premiums as a very important factor in their decision.


• Insurers charge small firms more per employee for health insurance than they charge large firms.


• Health insurance premiums for all businesses increased by 12.7% in 2002. At the same time, however, premiums for firms with between 10 and 500 employees rose 18.1%

Background (from www.pay-equity.org): Two laws protect workers against wage discrimination.

The Equal Pay Act of 1963 prohibits unequal pay for equal or "substantially equal" work performed by men and women. Title VII of the Civil Rights Act of 1964 prohibits wage discrimination on the basis of race, color, sex, religion or national origin. In 1981, the Supreme Court made it clear that Title VII is broader than the Equal Pay Act, and prohibits wage discrimination even when the jobs are not identical. However, wage discrimination laws are poorly enforced and cases are extremely difficult to prove and win. Stronger legislation is needed to ease the burden of filing claims and clarify the right to pay equity.

The Fair Pay Act was introduced by Senator Tom Harkin (D-IA) on April 11, 2007. Delegate Eleanor Holmes Norton (D-DC) will introduce the bill in the House. It seeks to end wage discrimination against those who work in female-dominated or minority-dominated jobs by establishing equal pay for equivalent work. For example, within individual companies, employers could not pay jobs that are held predominately by women less than jobs held predominately by men if those jobs are equivalent in value to the employer. The bill also protects workers on the basis of race or national origin. The Fair Pay Act makes exceptions for different wage rates based on seniority, merit, or quantity or quality of work. It also contains a small business exemption.

The Paycheck Fairness Act (H.R. 1338 and S.766) was introduced March 6, 2007 by Sen. Hillary Clinton and Rep. Rosa DeLauro to strengthen the Equal Pay Act of 1963. The bill expands damages under the Equal Pay Act and amends its very broad fourth affirmative defense. In addition, the Paycheck Fairness Act calls for a study of data collected by the EEOC and proposes voluntary guidelines to show employers how to evaluate jobs with the goal of eliminating unfair disparities.

The Lilly Ledbetter Fair Pay Act was passed by the House of Representatives on July 31, 2007 by a 225 to 199 vote. 
This clarifies that each discriminatory paycheck is in fact another act of discrimination, thus restoring the law to the way in which it was frequently applied before the May Supreme Court decision and ensuring that persons who suffer wage discrimination can have their day in court. On July 27, the White House threatened to veto the bill.

Why it Matters:
Women and people of color have been historically undervalued in the workplace due to discrimination. Above all, fair pay is a matter of justice and human dignity. But it also has severe economic ramifications. One study estimated that women earn $700,000 to $2 million less than men in wages over a lifetime. This significantly undermines their ability to provide for their families today and hurts their retirement security tomorrow. By ensuring fairness in compensation, the Act will provide workers with the respect that comes with a fair paycheck. Discrimination is costly and illegal. As women business owners a level playing field has value to all businesses. Pay equity is simply “good business” and consistent with remaining competitive.

Action:

• Work with partner organizations NYWA to raise awareness on Pay Equity Day April 24


• Call for a City Council Resolution in support of Pay Equity Legislation for New York City