Wednesday, July 22, 2015
Hillary Clinton was asked during an interview to respond to Mitch McConnell's charge that she plays the "gender card." Her response was apt, it seemed to me:
Clinton’s response — a riposte that the gender card is being played “every time Republicans vote against giving women equal pay, deny families access to affordable child care or family leave, refuse to let women make decisions about their health or have access to free contraception” — was a forthright appeal for women’s votes — and the latest signal that, yes, Clinton’s gender will be front and center in her campaign this time around.
Eight years ago, her first presidential campaign downplayed any focus on running as a woman. But Democrats say gender is not only a plus this time, but also crucial to Clinton’s strategy for winning a general election where she will need to boost the turnout of female voters, who are more likely to vote Democratic.
The campaign followed up on on the Facebook chat Tuesday, releasing a slick video replaying McConnell’s remark and then featuring the records of some of the GOP candidates when it comes to issues that affect women: Sens. Marco Rubio, Rand Paul and Ted Cruz voted against paid sick leave; Gov. Scott Walker repealed an equal pay law in his state; and Jeb Bush made a comment offensive to poor women back in 1994, saying, “women on welfare should get their life together and find a husband.”
“There she goes again with the women’s issues,” Clinton says in a clip featured in the video, pulled from an appearance in Iowa last week. “Well, I’m not going to stop, so get ready for a long campaign.”
Saturday, July 18, 2015
On Thursday, the Equal Employment Opportunity Commission dropped a bombshell: Sexual orientation discrimination in the workplace, the EEOC ruled, is already illegal under Title VII of the Civil Rights Act of 1964. This ruling—which is binding on EEOC conciliations between employers and employees, and is an extremely persuasive authority for courts—has been a long time in the making. In fact, it can be traced back to a unanimous 1997 Supreme Court opinion written by none other than Justice Antonin Scalia.
That case, Oncale v. Sundownerdealt with Title VII’s prohibition of discrimination “because of sex.” Joseph Oncale worked on an oil rig with seven other men, who sexually harassed him physically and verbally. Oncale sued his employer, arguing that he faced discrimination because of his sex. But the court ruled against him, holding that Title VII did not protect men against sex discrimination by male co-workers.
In a terse opinion, Scalia emphatically rejected this reasoning. Male-on-male sexual harassment, Scalia acknowledged, “was assuredly not the principal evil Congress was concerned with when it enacted Title VII.” (The principal evil, of course, was male-on-female workplace discrimination.) Still, Scalia explained: "Statutory prohibitions often go beyond the principal evil to cover reasonably comparable evils, and it is ultimately the provisions of our laws rather than the principal concerns of our legislators by which we are governed."
This passage has formed the bedrock of the EEOC’s expansion of Title VII’s protections to sexual and gender minorities. In a 2012 decision holding that Title VII bars discrimination based on gender identity and transgender status, the EEOC placed Scalia’s “comparable evils” declaration at the center of its analysis. On Thursday, the commission pulled the same maneuver, faithfully quoting Scalia and noting that the text of Title VII does not exclude sexual minorities from the law’s protections. And now, thanks in part to Scalia, LGBT employees in every state are protected from workplace discrimination by federal law.
Thursday, July 16, 2015
Vicki Schultz (Yale), Taking Sex Discrimination Seriously, 91 Denver L. Rev. (2015).
Abstract:The fiftieth anniversary of Title VII’s ban on sex discrimination provides an occasion to reflect on its successes and failures in achieving workplace sex equality. Although considerable progress has occurred, advances have been both uneven and unsteady. This Article shows that the primary limit on legal reform has been attitudinal. Since Title VII’s enactment, both private and public officials have defended sex discrimination and inequality by appealing to naturalized conceptions of sex difference. Persistent stereotypes portray women as more devoted to family roles than work roles, and, consequently, less committed to their jobs than men. Similar stereotypes portray women as primarily interested in female-typed jobs said to reward feminine traits and values. Viewed through the lens of such assumptions, sex-based disparities in employment are not inequalities: They are the inevitable expression of innate and cultural sex differences.
How, then, has progress occurred under Title VII? The answer lay in reformers challenging essentialist claims about sex difference.
During Title VII’s first decade, this Article shows, agencies and courts adopted an expansive reading of Title VII’s first decade only because the leaders of the emerging women’s rights movement pulled activists together to mount a strong, clear, concerted challenge to the existence and relevance of sex difference. Crafting a new conception of equality that captured American women’s growing sense of discontent while promising greater freedom to both women and men, early feminists overcame governmental resistance and achieved genuine legal progress. By the mid-1970s, they secured favorable rulings from the agencies, the Supreme Court, and the lower courts under both Title VII and the Constitution and consolidated these gains in Congress.
Yet progress was not universal and the initial momentum did not last. Rather, this Article argues, in areas of the law where feminist groups failed to establish a significant presence, or where they began to take a divided or less decisive stance as the women’s movement fractured and faded, the activist void and resulting lack of accountability permitted courts to retain or revert back to older views attributing workplace inequality to women’s difference. Two areas of law illustrate these dynamics. In cases raising women’s lack of interest as a defense to sex discrimination, women’s rights groups’ failure to regularly contest this arcane defense in the courts and agencies, coupled with resurfaced internal division that sent mixed signals about the existence and sources of women’s allegedly different work preferences, freed conservative judges to accept this defense and legitimate the underlying stereotypes in a wide swath of cases. Pregnancy discrimination law provides a second example, showing how courts stalled, and later backpedaled, as feminists initially wavered and later split over whether to characterize pregnancy as uniquely female reproductive experience unlike other medical conditions or as a temporary disability comparable to others that may affect an employee’s ability to work. Despite federal laws and agency rulings adopting the latter approach, images of pregnancy as unique and distinct from other disabilities have continued to resurface, limiting the law’s capacity to address this persistent form of discrimination.
Progress under anti-discrimination law is thus difficult to achieve and sustain: It requires committed, cohesive efforts to contest difference as a rationale for inequality and galvanize public support for change. This Article suggests that, going forward, civil rights reformers can make further headway by challenging not only the existence and relevance of such alleged differences, but also their nature and sources. New evidence highlights that many sex, race, and other-group differences typically thought to explain and justify workplace inequalities are actually created and fostered there through employment policies and practices. The hope is that, by coming together to contest and change those practices, reformers can erode both enduring patterns of employment discrimination and the essentialist ideas about difference that have undermined the law’s promise.
Wednesday, July 15, 2015
The Government has today launched a consultation on its commitment to introduce regulations to require private and voluntary sector businesses with at least 250 employees in Great Britain to publish gender pay gap information. A gender pay gap shows the difference between the average earnings of men and women as a percentage of men’s earnings. According to the Office for National Statistics, the current overall UK gender pay gap of 19.1% shows that a woman, on average, earns around 80p for every £1 earned by a man.
The thinking behind the proposal is to achieve greater pay parity through (a) requiring employers to think about the topic and (b) sheer embarrassment. Publishing data showing a whopping gender pay gap will still constitute compliance with the new regulations, the “sting” being in the use which may be made of those statistics in individual and collective equal pay claims and on social media. However, the existence of a reported gender discrepancy in pay across an employer does not of itself mean that there is any pay discrimination – it may instead be a function of who holds the more senior roles, who works part-time, etc. The issue will be where there are material gaps within specific roles or grades, hence the enquiry in the consultation as to whether reporting at that level of detail would be feasible for most employers. That would be a material administrative burden for larger employers but a far more useful measure of progress than the very blunt instrument of flat figures across the whole business.
And the government consultation document is here.
Thursday, June 25, 2015
The U.S. Park Police, in agreeing this week to pay $300,000 to a former detective who sued after she got pregnant and was assigned to clerical work, also threw out a longstanding policy that critics derided as out of touch with the times.
Pregnant officers were required to notify their supervisors as soon as they knew they were pregnant — and provide a doctor’s note authorizing them to keep working. “When the officer’s medical physician determines that she can no longer work, the officer shall be placed on maternity leave,” Sec. F of General Order 33.00 said.
The Park Police tweaked the policy after Renee Abt sued to say that women could notify their bosses in their first trimester of pregnancy. But the department had to throw that one out too.
Saturday, June 20, 2015
Legal History Blog, Woloch's "Class By Herself"
A Class by Herself explores the historical role and influence of protective legislation for American women workers, both as a step toward modern labor standards and as a barrier to equal rights. Spanning the twentieth century, the book tracks the rise and fall of women-only state protective laws—such as maximum hour laws, minimum wage laws, and night work laws—from their roots in progressive reform through the passage of New Deal labor law to the feminist attack on single-sex protective laws in the 1960s and 1970s
Saturday, June 6, 2015
This week a bipartisan group of four senators introduced a bill, dubbed the Pregnant Workers Fairness Act. It borrows language from the Americans With Disabilities Act and seeks to strengthen and clarify the “reasonable accommodations” that employers must make for pregnant employees.
The bill in and of itself it significant. But it's also significant in another sense -- in that it marks a clear and public turn away from decades of feminist thinking about the absolute interchangeability of male and female workers.
Advocates say the bill is built around a series of modern and pragmatic ideas that will directly aid the estimated 250,000 women each year who ask their employers for reasonable pregnancy-related work accommodations connected to their pregnancies -- we’re talking bathroom breaks, time for doctor’s appointments, restrictions on lifting and/or a nearby water bottle to remain hydrated – and see those requests denied. (That quarter-million women each year figure, by the way, comes from a 2014 survey conducted by the National Partnership for Women and Families.) What’s worse, at least some of these women instead wind up losing their jobs and the health insurance benefits that come with them.
Tuesday, June 2, 2015
Rejecting Kleiner's threat to seek $1 million in legal costs from an unsuccessful plaintiff if she appealed.
Here are our past blogs on the case:
Thursday, May 28, 2015
The Professor Brief in the "Most Important Pregnancy Discrimination Case in Nearly a Quarter Century"
Deborah Brake (Pitt) & Joanna Grossman (Hofstra), Introduction to Amici Curiae Brief in Young v. UPS
Abstract:On March 25, 2015, the U.S. Supreme Court issued its decision in Young v. United Parcel Service, Inc., the most important pregnancy discrimination case before the Court in nearly a quarter century. The Court ruled for Peggy Young in a decision that will chart the path of pregnancy discrimination litigation for years to come. Our brief, published here with a short introduction, lays out our theory for why an employer’s refusal to accommodate pregnancy with light-duty assignments on the same terms as other medical conditions similarly affecting work violates Title VII and the Pregnancy Discrimination Act. The brief was filed on Sept. 10, 2014, on behalf of women’s and civil rights organizations and twenty-nine law professors with expertise in pregnancy discrimination. It weaves together insights from recent legal scholarship on pregnancy and maternity to construct a coherent theory of pregnancy discrimination and its centrality to women’s inequality. We hope that the brief will help illuminate the scope of the victory in Young, contributing to a better understanding of the theory behind the PDA.
Tuesday, May 26, 2015
Deborah Brake, On NOT "Having it Both Ways" and Still Losing: Reflections on Fifty Years of Pregnancy Litigation Under Title VII, 95 Boston U L. Rev. 995 (2015)
From the abstract:
This article . . . reflects on the past fifty years of conflict and struggle over how to treat pregnancy discrimination under Title VII. Pregnancy has played a pivotal role in debates among feminist legal scholars and women’s rights advocates about the limitations of both the equal treatment and special treatment anti-discrimination frameworks. The article’s title references the much-discussed Wendy W. Williams cautionary note that if we cannot have it “both ways” we need to decide which way we want to have it - a warning Williams followed with an argument for the equal treatment approach. The Pregnancy Discrimination Act (PDA), which amended Title VII in 1978, largely tracks the equal treatment model, setting a floor tying the treatment of pregnant women to that of other workers with similar health-based work restrictions. The model’s greatest promise was that it would avoid the backlash that would otherwise ensue if Title VII required employers to treat pregnancy more favorably than they treated other medical conditions. Equal treatment proponents framed their preferred approach as taking the long view, ensuring that as the boats of other workers rose, so too would those of pregnant employees. In the intervening years, this cautious optimism has not panned out. This article explores what lies beneath judicial resistance to pregnancy discrimination claims, and considers the future of the PDA after the Supreme Court’s decision (which was issued shortly before this article went to press) in Young v. UPS. It wraps up with a look at the recent pregnancy discrimination scholarship, contending that the rift posited between pro-maternity and anti-stereotyping discourses might be breached by greater attention to fostering egalitarian masculinities in relation to caretaking.
It's what the early 20th century equality feminists feared from social feminism and protective labor laws.
In Chile, a law requires employers to provide working mothers with child care. One result? Women are paid less.
In Spain, a policy to give parents of young children the right to work part-time has led to a decline in full-time, stable jobs available to all women — even those who are not mothers.
Elsewhere in Europe, generous maternity leaves have meant that women are much less likely than men to become managers or achieve other high-powered positions at work.
Family-friendly policies can help parents balance jobs and responsibilities at home, and go a long way toward making it possible for women with children to remain in the work force. But these policies often have unintended consequences.
Tuesday, May 12, 2015
We posted posted about the new decision Mach Mining v. EEOC upholding limited judicial review for the EEOC's conciliation process.
Here's more commentary about the case: WSJ, Legal Experts Weigh in on Supreme Court's EEOC Ruling
Business litigants in recent years have notched a number of victories in cases before Supreme Court. But Wednesday’s high court ruling in a dispute over the government’s handling of discrimination complaints gives employers little to cheer, according to legal experts.
While the Supreme Court handed business a narrow and technical victory – ruling that courts do have limited power to review how the Equal Employment Opportunity Commission handles discrimination complaints before it decides to sue an employer – some lawyers familiar with the issues say that the long-term gain is for employees.
“I think it’s unambiguously a win for the EEOC and complainants,” University of Colorado law professor Melissa Hart, who specializes in civil procedure and employment discrimination, told Law Blog on Wednesday.
Thursday, May 7, 2015
ABA Commission on Women, A Current Glance at Women in the Law (July 2014).
- 34% of the legal profession
- 44.8% of associates
- 17% of equity partners
- 20% of all partners
- 4% of managing partners at BigLaw
- 16% of general counsels
- 47% of law students
- 46% of law review leaders
- 20% of law deans
- 45.7% of associate deans
- 66% of assistant deans
- 24% of the federal judiciary
- 27% of the state judiciary
- and women lawyers make 78.9% of what men make
Thursday, April 30, 2015
That's my takeaway.
Yesterday, the Supreme Court unanimously decided Mach Mining v. EEOC finding a meaningful role of judicial review in Title VII conciliation procedures.
It just strikes me as 180 degrees apart from the long line of arbitration cases in which the Court repeatedly upholds the inability for judicial inquiry into business, employment, civil rights, consumer and all other arbitration cases.
The Court's answer is likely that the federal statutes are different.
And that one is administrative action which is usually reviewable, and one is business action which is not.
And that it is recognizing only a very limited review. But its not. It is requiring notice and an opportunity for the business to prove voluntary compliance. That's due process, right? So the Court is imposing on sex discrimination cases an obligation of fair adjudication that is completely absent in ADR business cases. And seemingly tipping the balance in favor of businesses.
Tuesday, April 28, 2015
Sixth Circuit Holds Employees Cannot be Fired as Retaliation for Complaining to Sexually Harassing Boss
Employees who tell their bosses to stop sexually harassing them are engaging in protected activity and are protected from retaliation, a federal appeals court has ruled.
The decision upheld a $1.5 million award to four employees at New Breed Logistics in Memphis who say they were fired after complaining to the harassing warehouse supervisor. Three of the employees were women who say they were harassed and a fourth was a man who complained on their behalf.
The company had argued it shouldn’t be liable because there was no evidence that company higher-ups were aware of the supervisor’s conduct.
Tuesday, April 14, 2015
A former lawyer at Booz Allen Hamilton Inc. who claimed that women older than 40 faced a “glass ceiling” within the company has lost her discrimination case.
Carla Calobrisi joined Booz Allen’s law department in 2000 at age 44, according to court records. In 2011, she said she was demoted from “principal” to “senior associate” as part of internal restructuring. She resigned shortly after and filed a lawsuit against Booz Allen in 2013.
U.S. District Judge Anthony Trenga in Alexandria, Virginia, sided with Booz Allen last week and dismissed the case. Trenga found that Calobrisi failed to show that Booz Allen’s decision to restructure the law department was a pretext for discrimination.
Tuesday, April 7, 2015
Two deputy district attorneys for Los Angeles County are suing their former supervisor, saying he sexually harassed them and gave out “stale” cases when they rejected him.
According to the Los Angeles Times, Tannaz Mokayef and Beth Silverman’s lawsuit says profanity and sexual favors are commonplace in the major crimes division of the DA’s office, which handles some of the highest-profile crimes in the county.
The accusations are against Gary Hearnsberger, then head deputy of the major crimes division. The lawsuit says he repeatedly subjected the two women to unwanted touching, graphic sexual comments and sexual gestures. Silverman alleged Hearnsberger touched her buttocks at least twice, and followed it up once by saying “You know you like it.” Mokayef says Hearnsberger compared her vibrating phone to a sex toy and repeatedly told her she “smells good.”
The women say that when they rejected his advances, they were penalized—not only with “stale cases” given to Mokayef, but also with profanity and screaming directed at her and humiliating public criticism of Silverman. By contrast, they said female attorneys who cooperated were given opportunities for career advancement.
They also accuse Hearnsberger of other crude behavior at work, including jokes about a transgender attorney’s genitals and showing up to a 2012 costume party for those working in the hardcore gangs division wearing a stuffed sheep stapled to the crotch of his overalls. Photos of this costume were Exhibit 3 to the complaint.
Tuesday, March 31, 2015
Commentary on the Ellen Pao verdict finding no gender discrimination continues
Daily Princetonian, Pao '91 Loses Discrimination Lawsuit (quoting John and I)
Some of the gendered facts continue to leap off the page at me.
- A female associate told in performance reviews to soften, be collaborative, develop consensus-- play nice. While the male associate is told to get more operating experience. One is objective, the other subjective and dependent upon the reactions of the male colleagues. It is the old trope of the good girl.
- The male supervisor documented to the file women's marital status and whether they had children, but made no such notes for men.
- The sexualized environment of men relaying stories of pornography, strip clubs, and viewing female co-workers as sexual prey.
- Jurors reportedly dismissed the sexism as a "generational thing." So the law has an "old white men exemption"? But the sexist behaviors are not dying out, they are being perpetuated through business culture to the next generation.
- Jurors also reportedly didn't like Pao because she didn't remain nice and friendly on the stand. It was hard to like her. The nice girl thing again.
The U.S. Supreme Court recently decided Young v. UPS. By a vote of 6-3, the Court ruled on procedural grounds that summary judgment was inappropriate and Young should have been allowed to try the facts of the case.
Joanna Grossman (Hofstra) & Deborah Brake (Pitt), Forceps Delivery:The Supreme Court Narrowly Saves the Pregnancy Discrimination Act in Young v. UPS, Justia.com
The majority opinion, written by Justice Breyer, split the baby. It rejected the interpretations offered by both parties. With respect to Young’s interpretation, Breyer wrote that pregnant women were not entitled to “most favored nation” status, under which they could demand an accommodation that was offered to any other worker. This, the majority wrote, was too broad a reading of the second clause. (At least Justice Alito, who otherwise took a more narrow approach to clause two, avoided the oddly abstract and impersonal “most favored nation” terminology and instead referred to “most favored employees.”) With respect to UPS’s interpretation, the majority reasoned that such an interpretation would collapse the second clause into the first, in violation of an important principle of statutory construction. And even more damningly, this reading would have allowed the employer’s policy in Gilbert—which covered all sicknesses and accidents—to be upheld despite the incontrovertible fact that the PDA was enacted expressly to overrule that opinion.
The majority, instead, crafted a new approach to applying the Second Clause of the PDA, which, it claims, “minimizes the problems [of the parties’ interpretations], responds directly to Gilbert, and is consistent with longstanding interpretations of Title VII.” The Court’s approach makes use of the so-called McDonnell-Douglas test, which is used to smoke out discriminatory intent by employers accused of unlawful disparate treatment. Under that test, a plaintiff must first make out a prima facie case, demonstrating that she was treated differently from someone similarly situated but outside the protected class.
Liz Morris, & Joan Williams, What Young v. UPS Means for Pregnant Workers and Their Bosses, Harvard Business Review.
The U.S. Supreme Court case decided this week makes it significantly more likely that pregnant women denied workplace accommodations will succeed in their legal claims against the employers who denied them.
The Court’s decision in Young v. UPS holds that there may be some situations in which employers can accommodate some groups of employees, without also accommodating pregnant employees, but then creates a test so strict that it in effect eliminates employers’ ability to do just that
Thursday, March 26, 2015
A Missouri House committee on Monday heard legislation that aims to reduce the pay gap that exists between men and women in Missouri.
The bill, sponsored by Rep. Stephen Webber, D-Columbia, would require the Missouri Department of Labor and Industrial Relations to create guidelines detailing best practices for achieving pay equality for both public and private employees.
“A number of studies here in Missouri and nationally have documented over time, consistently, that women make less than men do,” Webber said. He pointed directly to a study released last month by the Women’s Foundation which showed that a woman in Missouri makes 71 percent of what a man in an equal position, in the same location and with an equal education would make.