Liberty is No War on Women – Pages 35-50

by Guest on June 19, 2013 · 0 comments

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By NeW Intern Nicole

In the first section of this reading, I couldn’t help but think how excited I am to be a working adult in a few years. Our economy is growing slowly, the unemployment rate is sky high, and our debt increases every day. As I sit at my desk right now, I share $53,000 of the national debt. And so do you. And your mom, dad, brother, sister, friend, professor… the list goes on. I mean, what young person wouldn’t want to enter a work force with those delightful statistics?!And all of this is a result of big government.

Yet, the current government continues to grow… and grow… and grow… and the next thing you know, you’re being audited for reading this blog.

Lukas and Schaffer point out how the Paycheck Fairness Act, government mandated employment benefits, and the Fair Labor Standards Act (FLSA) stifle not only business success, but women’s success too.

The US has had equal pay for equal work laws under both the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964. So, why do we need more laws and regulations from the Paycheck Fairness Act to muddle sex discrimination lawsuits?

I have noticed that those on the left often like to confuse the uninformed public by falsely titling legislation. One example is the Affordable Care Act, AKA Obamacare, which is actually not so affordable. Another example is the Paycheck Fairness Act. Lukas and Schaeffer also show how the Paycheck Fairness Act does not actually equalize pay between men and women.

The result of the Paycheck Fairness Act primarily causes two things. It

increases litigation and profits for trial lawyers (37)

and as the Washington Post stated, allows

employees and courts to intrude too far into core business decisions. (39)

In class action lawsuits under the Paycheck Fairness Act,

employees are automatically included in the class unless they specifically opt out (39)

instead of first having to agree to be apart of the lawsuit against an employer. This increase in litigation economically hurts businesses, which in returns hurts women’s pay, because businesses have to

rebalance the budgets to find new ways to reduce their exposure to potentially bankrupting litigation. (39)

Every women employee is now considered more of a threat to legal exposure of the business. Government oversight of employee benefits and their pay forces companies to be

 focused on an arbitrary statistic goal causing them to be less efficient, as well as less fair to employees(41).

It also assumes that the bureaucrats in Washington, DC have a better understanding of how much your workers should be paid.

In addition, the outdated Fair Labor Standards Act (FLSA) complicates pay procedures today. With the rise of the ability to work from home, companies face a

difficult challenge in deciding exactly what constitutes ‘work.’ (48)

If employees work from home, the FLSA requires companies to be liable for paying over-time. The FLSA especially hurts women because they make up the majority of telecommuters.

What are your thoughts on our expanding government and outdated legislation? Next week we will touch on Obamacare and how that is drastically hurting women economically and professionally. Have a nice week!

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