WP_Query Object ( [query_vars] => Array ( [post_type] => post [paged] => 6 [cat] => 39 [category__and] => Array ( [0] => 39 ) [error] => [m] => 0 [p] => 0 [post_parent] => [subpost] => [subpost_id] => [attachment] => [attachment_id] => 0 [name] => [static] => [pagename] => [page_id] => 0 [second] => [minute] => [hour] => [day] => 0 [monthnum] => 0 [year] => 0 [w] => 0 [category_name] => blog [tag] => [tag_id] => [author_name] => [feed] => [tb] => [comments_popup] => [meta_key] => [meta_value] => [preview] => [s] => [sentence] => [fields] => [menu_order] => [category__in] => Array ( ) [category__not_in] => Array ( [0] => 6 [1] => 0 ) [post__in] => Array ( ) [post__not_in] => Array ( ) [tag__in] => Array ( ) [tag__not_in] => Array ( ) [tag__and] => Array ( ) [tag_slug__in] => Array ( ) [tag_slug__and] => Array ( ) [ignore_sticky_posts] => [suppress_filters] => [cache_results] => 1 [update_post_term_cache] => 1 [update_post_meta_cache] => 1 [posts_per_page] => 4 [nopaging] => [comments_per_page] => 50 [no_found_rows] => [order] => DESC ) [tax_query] => WP_Tax_Query Object ( [queries] => Array ( [0] => Array ( [taxonomy] => category [terms] => Array ( [0] => 6 [1] => 0 ) [include_children] => [field] => term_id [operator] => NOT IN ) [1] => Array ( [taxonomy] => category [terms] => Array ( [0] => 39 ) [include_children] => [field] => term_id [operator] => AND ) ) [relation] => AND ) [meta_query] => WP_Meta_Query Object ( [queries] => Array ( ) [relation] => ) [post_count] => 4 [current_post] => -1 [in_the_loop] => [comment_count] => 0 [current_comment] => -1 [found_posts] => 62 [max_num_pages] => 16 [max_num_comment_pages] => 0 [is_single] => [is_preview] => [is_page] => [is_archive] => 1 [is_date] => [is_year] => [is_month] => [is_day] => [is_time] => [is_author] => [is_category] => 1 [is_tag] => [is_tax] => [is_search] => [is_feed] => [is_comment_feed] => [is_trackback] => [is_home] => [is_404] => [is_comments_popup] => [is_paged] => 1 [is_admin] => [is_attachment] => [is_singular] => [is_robots] => [is_posts_page] => [is_post_type_archive] => [query_vars_hash] => 8df1190ed75d7042bc831f47e7ff4c43 [query_vars_changed] => [thumbnails_cached] => [query] => Array ( [post_type] => post [paged] => 6 [cat] => -6, [category__and] => 39 ) [request] => SELECT SQL_CALC_FOUND_ROWS wp_posts.ID FROM wp_posts WHERE 1=1 AND ( wp_posts.ID NOT IN ( SELECT object_id FROM wp_term_relationships WHERE term_taxonomy_id IN (6) ) AND ( SELECT COUNT(1) FROM wp_term_relationships WHERE term_taxonomy_id IN (41) AND object_id = wp_posts.ID ) = 1 ) AND wp_posts.post_type = 'post' AND (wp_posts.post_status = 'publish') GROUP BY wp_posts.ID ORDER BY wp_posts.post_date DESC LIMIT 20, 4 [posts] => Array ( [0] => WP_Post Object ( [ID] => 1845 [post_author] => 1 [post_date] => 2013-04-17 18:17:33 [post_date_gmt] => 2013-04-17 18:17:33 [post_content] => On behalf of a proposed group of over 150,000 California Wal-Mart workers, Equal Rights Advocates and its co-counsel, led by Hadsell Stormer Richardson & Renick and Cohen Milstein Sellers & Toll, filed a motion to certify a new class of plaintiffs in Dukes v Wal-Mart. The new proposed class includes women at California Wal-Mart and Sam's Club stores who allege that company managers discriminated against them because of their gender, denying them pay increases and promotions offered to male employees. The new motion was filed in the Northern District court in San Francisco, where over 12 years ago ERA and co-counsel first filed the original Dukes case -- a nationwide suit on behalf over over 1 million Wal-Mart employees. Previously, District Judge Charles Breyer denied Wal-Mart's motion to dismiss the new iteration of the case. To learn more about the new motion, click here for a press release. To support ERA's continued efforts to combat pay discrimination, check out our Close the Gap campaign. Judge Breyer is expected to hear the plaintiffs' motion for class certification in July. [post_title] => ERA and Co-counsel File for Class Certification in Dukes [post_excerpt] => [post_status] => publish [comment_status] => open [ping_status] => open [post_password] => [post_name] => era-and-co-counsel-file-for-class-certification-in-dukes [to_ping] => [pinged] => http://www.equalrights.org/dukes-v-wal-mart-renewed/ http://www.equalrights.org/era-launches-close-the-gap-campaign-for-equal-pay/ http://www.equalrights.org/california-wal-mart-women-file-for-class-certification-in-federal-court/ [post_modified] => 2013-05-17 20:01:21 [post_modified_gmt] => 2013-05-17 20:01:21 [post_content_filtered] => [post_parent] => 0 [guid] => http://www.equalrights.org/?p=1845 [menu_order] => 0 [post_type] => post [post_mime_type] => [comment_count] => 0 [filter] => raw ) [1] => WP_Post Object ( [ID] => 1814 [post_author] => 12 [post_date] => 2013-04-09 23:10:04 [post_date_gmt] => 2013-04-09 23:10:04 [post_content] => UPDATE: ERA is now seeking video footage to complement the photos you all submitted, to be featured in a short Equal Pay video that will be screened at our annual luncheon. Shoot a 5-10 second video on your smartphone, web cam or tablet on why equal pay is important to you and submit it to cfoster@equalrights.org. A sample response might go something like this:

“I fight for equal pay because I work just as hard as he does.”

“I’m a waitress, and if my wages were boosted 13% to match the average waiter’s wages, I’d be able to save more money for college.”

“Equal pay matters to me because my mom, sisters and wife deserve a fair share.”

“Your average working woman will lose around half a million dollars to the gender wage gap in her career. With that money, I could buy a home, care for a sick relative, or send my child to a university.”

“Your average woman working full-time who has graduated from college will lose over $1 million to the gender wage gap. With that money, I could retire comfortably after 40 years of hard work."

"The average woman loses a million dollars over her career to the gender wage gap. With that money, I could buy a home, care for a sick relative, or give back to my community."

If you need further inspiration for your video, check out this very important report by the Institute for Women's Policy Research. Some other startling equal pay facts, which could make for great video segments as well:

It took 44 years (since the passage of the Equal Pay Act) for the wage gap to close just 19 cents. That’s a rate of less than half a penny a year.

If equal pay for women were instituted immediately, across the board, it would result in an annual $319 billion gain nationally for women and their families.

One year after graduating college, women are paid on average only 80 percent of their male counterparts' wages, and during the next 10 years, women's wages fall even further behind, dropping to only 69 percent of men's earnings ten years after college.

 

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In furtherance of Equal Rights Advocates' mission to end pay discrimination, we've launched a unique social media campaign to highlight pay inequities profession by profession. According to data from the Department of Labor, women earn less than men for similar work in nearly all common professions. Some of the pay gaps are startling in their size -- women chief executive officers, for example, earn 31 percent less than their male counterparts, on average.

You, ERA supporter, can help us Close the Gap and end pay discrimination by joining those who have already held a sign to protest the gap in one of a variety of professions. Snap a photo with your phone, webcam or camera of you holding the sign, and you'll have helped us raise awareness about this inequity faced by your mothers, sisters, friends and daughters. Men are welcome to hold signs, too! To see more photos, and to find out more, visit our Close the Gap Facebook photo album.

And while you're at it, show your support for the national Paycheck Fairness Act, which will close loopholes in the Equal Pay Act (now in its 50th year) and bar retaliation against those who disclose their wages to coworkers. Write your local representative or senator and tell them "I Support the PFA!" A sample letter you can use can be downloaded here. You can find contact information for your local congresswoman or congressman here and here. You won't be alone -- check out this letter, co-signed by a wide range of organizations including ERA, in support of the PFA. 5/10 UPDATE: Today, President Barack Obama issued an executive order requiring the federal government examine possible instances of pay inequity within its own workforce. You can read the order here.   [post_title] => ERA Launches Close the Gap Campaign for Equal Pay [post_excerpt] => [post_status] => publish [comment_status] => open [ping_status] => open [post_password] => [post_name] => era-launches-close-the-gap-campaign-for-equal-pay [to_ping] => [pinged] => [post_modified] => 2013-05-22 21:02:11 [post_modified_gmt] => 2013-05-22 21:02:11 [post_content_filtered] => [post_parent] => 0 [guid] => http://www.equalrights.org/?p=1814 [menu_order] => 0 [post_type] => post [post_mime_type] => [comment_count] => 0 [filter] => raw ) [2] => WP_Post Object ( [ID] => 1645 [post_author] => 1 [post_date] => 2013-04-05 18:51:03 [post_date_gmt] => 2013-04-05 18:51:03 [post_content] => In late 2012, ERA launched an investigation of Bay Area elementary, middle and high schools to determine whether the schools are complying with Title IX’s mandate to prevent and remedy sex discrimination in schools.  The investigation is being watched closely by advocates and educators across the country. Learn more:

• Press release
• NBC's troubling report which prompted ERA’s investigation
• NBC's follow-up interview with ERA Executive Director Noreen Farrell
• NBC's second interview with Noreen, about a related lawsuit detailing sexual abuse of female elementary school students by a teacher

[post_title] => More on ERA's Investigation of 116 Bay Area Schools Following Troubling Report of Ignorance of Title IX [post_excerpt] => [post_status] => publish [comment_status] => open [ping_status] => open [post_password] => [post_name] => more-on-eras-investigation-of116-bay-area-schools-following-troubling-report-of-ignorance-of-title-ix [to_ping] => [pinged] => http://www.equalrights.org/?p=15 [post_modified] => 2013-04-23 05:00:47 [post_modified_gmt] => 2013-04-23 05:00:47 [post_content_filtered] => [post_parent] => 0 [guid] => http://www.equalrights.org/?p=1645 [menu_order] => 0 [post_type] => post [post_mime_type] => [comment_count] => 0 [filter] => raw ) [3] => WP_Post Object ( [ID] => 1640 [post_author] => 2 [post_date] => 2013-03-20 17:18:15 [post_date_gmt] => 2013-03-20 17:18:15 [post_content] => Exciting news!  On Wednesday, March 20^th, Senator Tom Harkin (D-IA) and Representative Rosa DeLauro (D-CT) re-introduced the Healthy Families Act  in Congress, along with 95 House sponsors and 18 Senate sponsors. The Healthy Families Act would help America’s workers to meet the real health needs of themselves and their families by giving them the right to earn paid sick days at work. Specifics: The bill would allow employees who work for employers with 15 or more employees to earn up to seven paid sick days each year (earning one hour for every 30 hours worked) to:

• Care for themselves when they are ill, or access preventative care
• Care for themselves and seek assistance when they have been a victim of domestic violence or sexual assault
• Care for a sick family member

So important:  Too many Americans are forced to choose between keeping themselves or a family member healthy  and their paycheck.  Forty percent of the private sector workforce in the United States is excluded from the opportunity to earn paid sick days at work.  Even more cannot get paid time off to care for a sick family member.  Almost a quarter of American adults are threatened with job loss for taking time off from work to care for themselves or a sick family member.  Women are particularly impacted by the inability to earn paid sick time, as they disproportionately assume caregiving responsibilities for children.  The Healthy Families Act would provide American working families with the financial security they need to take time off to attend to their health needs. Policies work:  California’s experience with paid family leave and sick leave demonstrate that providing workers with access to such leave is not only important to workers, but is also important for public health, and that such laws do not hurt businesses.  A comprehensive study demonstrated that San Francisco’s sick leave ordinance has improved outcomes for all players.  A second study demonstrated the same for California’s Paid Family Leave Program. To support the Healthy Families Act, contact your local congressperson. For information on efforts to increase protections for working families in California, visit the California Work & California's website. The Healthy Families Act was originally introduced in Congress in 2011 by Senator Harkin and Representative DeLaura.  The National Partnership for Women and Working Families and a coalition of women’s rights organizations support the bill. [post_title] => Healthy Families Act Introduced in Congress [post_excerpt] => [post_status] => publish [comment_status] => open [ping_status] => open [post_password] => [post_name] => healthy-families-act-introduced-in-congress [to_ping] => [pinged] => [post_modified] => 2013-04-18 18:06:49 [post_modified_gmt] => 2013-04-18 18:06:49 [post_content_filtered] => [post_parent] => 0 [guid] => http://www.equalrights.org/?p=1640 [menu_order] => 0 [post_type] => post [post_mime_type] => [comment_count] => 0 [filter] => raw ) ) [post] => WP_Post Object ( [ID] => 1845 [post_author] => 1 [post_date] => 2013-04-17 18:17:33 [post_date_gmt] => 2013-04-17 18:17:33 [post_content] => On behalf of a proposed group of over 150,000 California Wal-Mart workers, Equal Rights Advocates and its co-counsel, led by Hadsell Stormer Richardson & Renick and Cohen Milstein Sellers & Toll, filed a motion to certify a new class of plaintiffs in Dukes v Wal-Mart. The new proposed class includes women at California Wal-Mart and Sam's Club stores who allege that company managers discriminated against them because of their gender, denying them pay increases and promotions offered to male employees. The new motion was filed in the Northern District court in San Francisco, where over 12 years ago ERA and co-counsel first filed the original Dukes case -- a nationwide suit on behalf over over 1 million Wal-Mart employees. Previously, District Judge Charles Breyer denied Wal-Mart's motion to dismiss the new iteration of the case. To learn more about the new motion, click here for a press release. To support ERA's continued efforts to combat pay discrimination, check out our Close the Gap campaign. Judge Breyer is expected to hear the plaintiffs' motion for class certification in July. [post_title] => ERA and Co-counsel File for Class Certification in Dukes [post_excerpt] => [post_status] => publish [comment_status] => open [ping_status] => open [post_password] => [post_name] => era-and-co-counsel-file-for-class-certification-in-dukes [to_ping] => [pinged] => http://www.equalrights.org/dukes-v-wal-mart-renewed/ http://www.equalrights.org/era-launches-close-the-gap-campaign-for-equal-pay/ http://www.equalrights.org/california-wal-mart-women-file-for-class-certification-in-federal-court/ [post_modified] => 2013-05-17 20:01:21 [post_modified_gmt] => 2013-05-17 20:01:21 [post_content_filtered] => [post_parent] => 0 [guid] => http://www.equalrights.org/?p=1845 [menu_order] => 0 [post_type] => post [post_mime_type] => [comment_count] => 0 [filter] => raw ) )