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It is with heavy hearts but joyful memories that we say goodbye to our dear colleague and friend Lenora Lapidus. Lenora was the leader of the ACLU Women’s Rights Project, and one of the original founders of the Equal Pay Today! Campaign, chaired by Equal Rights Advocates. She passed away May 5 after a long, brave battle with cancer. Thank you for remembering Lenora with us.

To learn more about Lenora’s inspirational life and powerful legacy, read her obituary in the New York Times

Tributes from the Equal Pay Today Campaign Family
  • Noreen Farrell, Executive Director, Equal Rights Advocates / Chair, Equal Pay Today Campaign

“The entire team at Equal Rights Advocates and broader network of the Equal Pay Today! Campaign joins the country in mourning the loss of Lenora Lapidus. Lenora was the inspirational leader of the ACLU Women’s Project, a treasured partner, and wonderful friend. Five years ago, I sat in a room with Lenora Lapidus to think big. We joined leaders of women’s rights organizations from across the country to build something stronger than the sum of our parts to get women the pay they deserve, finally. From that big thinking came the Equal Pay Today! Campaign, a collaborative effort of over 30 organizations to close the gender and race wage gap. It was my honor to serve with Lenora on the Campaign’s Steering Committee. Her tireless enthusiasm and vision helped build Equal Pay Today and such outstanding work at the ACLU. I have relied on both in working alongside her for over a decade in our fight for gender justice. Lenora was also unfailingly warm and funny, a true friend to many of us. She sparkled, and not just because she had enviable jewelry pizzazz. It is because she understood the need to live life to the fullest, every day. It is very difficult to grapple with the loss of such a fierce sister and one the country’s most gifted gender justice lawyers, but we will take her passion for this work with us in our fights ahead. We send our deepest condolences to her family and other colleagues and friends.”

  • Andrea Johnson, Senior Counsel for State Policy, National Women’s Law Center

“I was very fortunate to get to work with Lenora from the beginning of my time at NWLC as a legal fellow, mostly through our work with Equal Pay Today. She was always so welcoming and right away made me feel like an equal colleague with worthwhile contributions who should be at the table—even as I was still very much learning the ropes. She always gave me a hug when I saw her at work events and would share wonderful stories about her family that made you feel like a close friend. As a newer attorney in constant awe of women’s rights giants like Lenora, Lenora’s welcoming approach gave me a confidence boost and set an example for how I should grow as an advocate.  Lenora was a fierce advocate for all and an example for empowering younger advocates. She will be so very missed.”

  • Sara Alcid, MomsRising, Campaign Director

“The MomsRising team is extremely saddened by the loss of Lenora Lapidus, a visionary leader for gender justice in all its forms. It was Lenora’s passion and hard work that helped form Equal Pay Today and we’ll miss her wisdom, leadership, and true kindness. We send our condolences to her family, the entire staff at ACLU, and the many movement friends she made. We will honor her memory by continuing the fight for gender equity.”

  • Terry Fromson, Women’s Law Project, Managing Attorney

“While my path may have crossed Lenora’s periodically early in my days at the Women’s Law Project, it was Equal Pay Today! where I had the real opportunity to get to know and work with Lenora. Lenora dedicated her life to being a tireless advocate for equality and accomplished more than I can describe. She was generous with her time and friendship and will be remembered for her outstanding leadership and dedication to equality. I admired her thoughtful and creative approach to her work, her positive spirit, and her unlimited support of her colleagues. She leaves a legacy that will inspire those who follow.  I am grateful to have known Lenora and will miss her.”

If you would like to contribute a memory of Lenora to this post, please email Jess Eagle at jeagle@equalrights.org

The post In Memoriam: Lenora Lapidus appeared first on Equal Rights Advocates.

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FOR IMMEDIATE RELEASE
May 13, 2019

MEDIA CONTACT
Jess Eagle, Communications Coordinator
Equal Rights Advocates
jeagle@equalrights.org
(415) 575-2380

Women’s & Workers’ Rights Groups Launch Stronger California Legislative Agenda
2019 bills address sexual harassment, pay discrimination, deep childhood poverty & more

SACRAMENTO — Today a network of more than 50 California nonprofits and advocacy groups launched a bold legislative agenda to address sexual harassment, lack of affordable child care, forced arbitration, and other issues faced by working women and families across California.

Known as the Stronger California Advocates Network, the groups work in partnership with members of the California Legislative Women’s Caucus every year to support policies that advance economic security for working women and families. The 2019 agenda tackles multiple barriers that converge to hold women back from professional success and keep families in poverty. The bills include:

  • Assembly Bill 9 (Reyes, Friedman, Waldron): Would extend the filing deadline for harassment and other discrimination claims from one year to three years. The current one year limit is significantly less time than other civil claims.
  • Assembly Bill 51 (Gonzalez): Would prohibit employers from forcing workers to sign arbitration agreements or other waivers of their rights as a condition of employment, and would prohibit retaliation against workers who decline to sign. These agreements are used to silence victims of sexual harassment, wage theft, and other workplace violations and keep them from seeking justice in court.
  • Senate Bill 171 (Jackson): Would require employers with 100+ employees to submit annual pay data reports to the Dept. of Fair Employment and Housing broken down by gender, race, ethnicity, and job category to ensure workers are being paid fairly.
  • Assembly Bill 516 (Chiu): Would eliminate “poverty tows”— the practice of towing cars as a debt collection tool.
  • Senate Bill 321 (Mitchell): Would help low-income families on CalWORKS maintain reliable, affordable, quality child care, by aligning infrastructure and technology to eliminate gaps in child care that often occur when families transition between the three CalWORKS child care stages.
  • Budget Request: Domestic Worker Rights Education & Outreach Program – Domestic workers experience very high rates of sexual assault, harassment, and other violations on the job. This bill would fund an education, outreach and training program for domestic workers and employers on rights, protections, and the complaint process.
  • Assembly Bill 24 (Burke): Would establish a Targeted Child Tax Credit for families with children with incomes below half of the supplemental poverty level. If passed, the TCTC would better account for the actual cost-of-living by deducting family expenses from wages and support through social safety net programs—helping families get out of deep poverty.

Senate Bill 135 (Jackson) would expand access to Paid Family Leave, and Assembly Bill 142 (Wiener) would expand workplace lactation accommodations. Read the full agenda.

Quotes from Advocates

“The 2019 Stronger California Women’s Economic Security Agenda is a justice agenda for everyone. It tells the story of what workers, families, and people across genders need to live economically secure lives. This Stronger California community power has driven 24 major policy and budget wins over the past four years, helping millions of Californians and influencing similar change in states across the country.”

  • Noreen Farrell, Chair, Stronger California Advocates Network; Executive Director, Equal Rights Advocates

“The best Mother’s Day gift is access to quality, affordable child care that is stable, flexible, and uninterrupted. One of our members experienced 11 authorizations in 16 months. That type of stress is unnecessary and keeps working mothers from focusing on their employment and educational goals. We look forward to working with the Governor and Legislature to also expand access to affordable child care for families on the waiting list who do not have the luxury to wait.”

  • Mary Ignatius, Statewide Organizer, Parent Voices

“Being able to take the time you need to bond with a new child or care for a loved one is everything — it’s a crucial to the health and well-being of our families and to our peace of mind at work. The California Work & Family Coalition is focused on passing SB 135 (Jackson) because it will help more California workers and their families benefit from Paid Family Leave by simplifying and expanding the California Family Rights Act (CFRA) so that more workers have job protection when they take the time they need to care for family or bond with a new child. We’re especially excited that this bill expands the definition of family to embrace the fact that many of us care for or are cared for by chosen family or someone not related by blood.”

  • Jenya Cassidy, Director, California Work & Family Coalition

“Women policy makers have never been more united in ensuring that California’s laws not only accommodate us, but that they empower us. Stronger California is working toward a future where every woman and girl, regardless of her race or her income, is valued and her future is as golden as our state motto. California is only as strong as its women are empowered.”

  • Jessica Bartholow, Policy Advocate, Western Center on Poverty & Law

 “Breastfeeding is one of the best preventative health measures for both babies and breastfeeding parents and a key strategy to improve public health. Yet, widespread discrimination against breastfeeding workers and inadequate supports often force working parents to either stop breastfeeding or lose their job. Workplace lactation laws, like SB 142, increase breastfeeding rates, empower breastfeeding workers to ask for and receive the lactation accommodations they need, and ensure every parent can feed their child how they choose without risking their livelihood.”

  • Jenna Gerry, Senior Staff Attorney, Legal Aid at Work

The post Release: Women’s & Workers’ Rights Groups Launch Stronger California Legislative Agenda appeared first on Equal Rights Advocates.

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TITLE: Equal Rights Advocates Digital Hub – Project Manager
ISSUING AGENCY: Equal Rights Advocates Services Required

Equal Rights Advocates seeks a savvy, results-oriented project manager to help us meet specific deliverables for a new philanthropic partnership. Our goal is to launch a digital resource ‘hub’ for policy advocates within the year so that advocates in other states can share information, model legislation, and make strategic decisions without reinventing the policy wheel. This hands on project entails herding many cats but in the end, it will help other states pass legislation to boost women’s economic thriving – so it’s worth it.

Overview

For over 40 years, Equal Rights Advocates has been a champion for gender justice. Through impact litigation, public policy, and public education we have defended the civil rights of people experiencing sex and gender based discrimination in workplaces and in education. We work on behalf of people from all walks of life and in all industries, from professors to farm workers to young girls in public schools.

We are the only gender driven legal organization that tackles gender injustice at every possible juncture, from our Legal Advice/Counseling program to trial to Supreme Court appeals. Because we know our unjust systems work disproportionately against low paid, black and brown women, and LGBT women on the margins, we center their experiences first (i.e., our lens is intersectional.)

Over the past five years we have advanced a women’s economic policy agenda in California that has made California stronger and:

  • Ensured Fair Pay, Job Opportunities, & Workplace Justice;
  • Expanded Access to Affordable, Quality Early Childhood Care & Education;
  • Built Economic Security by Addressing Poverty; and
  • Supported Family-Friendly Workplaces.

With five years of success in California, we want to take our winning strategy to states in the southeastern region of the U.S, where economic conditions for working women are among the least favorable. Our digital resource hub will be key to achieving the same success there as in California.

An equitable future is possible for working women and their families – and we have a vision for getting there.

Project Challenge: Keep us on track.

Equal Rights Advocates is requesting proposals from qualified parties interested in being our project manager. This project manager (PM) will be our project anchor, connecting Team ERA with the website development team and project stakeholders. The PM will coordinate schedules, team communications, and facilitate decision making, ensuring milestones are achieved and deadlines met. The PM will also work with our internal team member to coordinate the migration of content onto the new digital hub. The PM will be integral to collecting & sharing feedback with stakeholders at every stage of the project.

This project will involve stakeholders in other locations so comfort teleworking is key. Using communication tools that enable the engagement of others across time zones is also key. This project will also require steady communication and oversight of another consultant team. The PM’s main point of contact on the client side will be Delia Coleman and Noreen Farrell.

Outcomes of this project include:

  • Policy and advocacy content that is easy to find and use by advocates around the country
  • A process that is collaborative yet focused
  • An effective digital resource that meets user needs
  • Deadlines are met without blowing our budget
  • Development and Client teams are in shared agreement on scope and results

The successful PM is responsible for the following deliverables:

  • A completed resource hub brought in on budget – and on time
  • A kick off meeting and feedback meeting before the hub goes ‘live’
  • Regular meetings/calls with client to keep them informed of progress
  • Content is successfully migrated to the hub
Consultant Team Competencies/Characteristics

The characteristics of the consultant team, critical to the success of this initiative include:

  • Experience in and an understanding of nonprofit website development similar in scope to this initiative, both in process and content
  • Some experience working with public policy organizations
  • A proven ability to coordinate projects focused on stakeholder engagement
  • Strong competency in project management (and project management tools), consultant management, and group facilitation
  • An ability to translate developer needs in terms the client can understand and help make recommendations to move things along
  • The patience of Job but the focus of Batman
Timeframe and Fee Range
  • By May 21, 2019 please email Delia Coleman at dcoleman@equalrights.org with your resume, 2-3 references, and a brief cover letter with your proposed bid.
  • Work will begin immediately upon execution of the contract with the successful bidder
  • This is a 3-4 month engagement
  • The entire consulting agreement will not exceed costs of $20,000
To Submit a Proposal

Interested consultants are invited to submit a resume, 2-3 references, and a brief cover letter with your proposed bid that outlines how your amazing project management skills are in alignment with this proposed scope of work, as well as your hourly rate and number of hours anticipated for this project.

Your experience should reflect the following:

Experience in and an understanding of nonprofit website development similar in scope to this initiative, both in process and content

  • Some experience working with public policy organizations
  • A proven ability to coordinate projects focused on stakeholder engagement
  • Strong competency in project management (and project management tools), consultant management, and facilitative leadership
  • An ability to translate developer needs in terms the client can understand and help make recommendations to move things along
Contact

The official contact for the Equal Rights Advocates Digital Hub – Project Manager project is:
Delia Coleman
Deputy Director
Phone: 415.575.2396
dcoleman@equalrights.org
@DeliaChristina

The post Request for Proposals: Digital Hub – Project Manager appeared first on Equal Rights Advocates.

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The Stronger Califrnia Advocates Network brings together a diverse group of over 50 nonprofit and advocacy organizations from across the state that work on issues that deeply impact the lives of California’s working women and families.

From sexual harassment and pay discrimination, to childhood poverty and lack of affordable child care, to the lack of women on corporate boards, these issues do not appear separately in our lives. They often overlap and intersect to create even larger barriers to economic security and professional success. That’s why the Stronger California Advocates Network tackles them together. In partnership with the California Women’s Caucus, we combine the power, expertise, and on-the-ground knowledge of our organizations to propose and promote innovative bills and policies that get to the heart of these intersecting issues. 

Our 2019 agenda builds on the success and momentum of the past few years to introduce our most innovative, comprehensive legislation yet, including:

Ensuring Fair Pay, Job Opportunities, & Workplace Justice
  • Extend Filing Deadline for Harassment & Discrimination Claims (AB 9 – Assemb. Reyes, Friedman & Waldron)
    Under current law, a worker who has experienced sexual harassment or other forms of discrimination at work has only one year to file a claim with the Department of Fair Employment and Housing. This is significantly shorter than the time allowed for filing other civil claims. This bill would extend the filing deadline to three years, ensuring that workers have the necessary time to process what happened to them, learn about their options, and seek justice.
  • Ban Retaliatory “No Rehire” Clauses in Settlement Agreements (AB 749 – Assemb. Stone, Gonzalez & Reyes)
    AB 749 would prohibit the use of “no rehire” clauses in settlement agreements that broadly restrict future employment opportunities for workers settling a sexual harassment or other employment dispute. More about this bill.
  • Pay Data Reporting to Close the Wage Gap (SB 171 – Sen. Jackson)
    This bill would require California employers with 100 employees or more to submit an annual pay data report to the Department of Industrial Relations outlining the compensation and hours worked of its employees by gender, race, ethnicity, and job category. This would allow state agencies to more efficiently identify patterns of wage disparities and encourage employers to analyze their own pay practices to ensure they are fair and lawful.
  • Stop Forced Waivers of Workers’ Rights (AB 51 – Assemb. Gonzalez)
    This bill will prohibit employers from requiring workers to sign forced arbitration agreements, or other waivers of rights, as a condition of employment and would prohibit retaliation against workers who decline to sign. These agreements are used to trap victims of sexual harassment, wage theft, and other workplace violations in the employer’s private arbitration system and prevent workers from seeking justice in court.
  • Budget Request: Domestic Worker Rights Education and Outreach Program
    A request of $5 million to fund the establishment of a Domestic Worker Rights Education & Outreach Program within the CA Division of Labor Standards Enforcement. The program would provide education, outreach and training to domestic work employees and employers on minimum wage, overtime, sick leave, record-keeping, retaliation, and the DLSE adjudication and retaliation process. This program would promote fair and dignified labor standards across the industry.
  Expand Access to Affordable, Quality Early Childhood Care and Education
  • A Strong Start for CalWORKs Families (SB 321 – Sen. Mitchell)
    This bill seeks to fulfill the promise made when the CalWORKS program was created 20 years ago: that families would have affordable child care and would experience no break in child care services as they transitioned between CalWORKs child care stages. By aligning the technology, systems and infrastructure of our programs, this bill will give all children a strong start and their working parents the viable chance to attain economic security. 
  • Building a Better Early Care and Education Act (AB 378 – Assemb. Limón)
    This bill gives family child care providers the right to collectively bargain with the state so they can negotiate for improvements that impact the work they do and the families they serve.
  • Budget Request: Child Care
    $1 billion over three years to expand flexible, affordable child care and the necessary funds to implement 12 months of continuous child care in the CalWORKs Stage 1 child care program.
  • Family Leave for a 21st Century California ( SB 135 – Sen. Jackson)
    SB 135 will ensure that nearly all Californians who pay into the Paid Family Leave Program can use it without losing their job; that more newborns can receive individual care; and that CA’s leave laws reflect the state’s diverse, multigenerational families and care-giving needs.
  • Workplace Lactation Accommodations (SB 142 – Sen. Wiener)
    If passed, this bill will be the most comprehensive lactation accommodation law in the nation. The bill addresses the barriers that working parents face that make it difficult to maintain breastfeeding after returning to work. It would require employers to have a written lactation policy and to provide employees with a safe and comfortable lactation space that meets minimum requirements. It also requires newly constructed or renovated buildings of a certain size and classification to include lactation spaces.
  • Eliminating Poverty Tows (AB 516 – Assemb. Chiu)
    This bill ends the practice of towing cars as a debt collection tool and makes sure low-income drivers can continue using their cars for basic needs such as getting to work, taking children to school, or going to medical appointments.

See the full agenda.

Learn more about Stronger Califrnia. 

The post Stronger CA Advocates Network Releases 2019 Agenda appeared first on Equal Rights Advocates.

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For Immediate Release: Thursday, May 2, 2019

MEDIA CONTACTS
Jasmin Tuffaha
California Employment Lawyers Association
310.710.5357
jasmin@cela.org

Jess Eagle
Equal Rights Advocates
415.575.2380
jeagle@equalrights.org

State Assembly Votes to Ban Retaliatory “No Rehire” Clauses that Lock Out Sexual Harassment Victims

AB 749 is Second #MeToo Bill of the Session to Pass Floor Vote Sacramento  – The California State Assembly today approved important legislation that would protect victims of sexual harassment and other workplace rights violations from losing their careers after settling a legal claim.

Co-sponsored by the California Employment Lawyers Association (CELA) and Equal Rights Advocates (ERA), AB 749 would fix an absurd and increasingly common trend of including “no rehire” clauses in settlements for sexual harassment and other employment disputes. Such provisions can bar victims from not only returning to their same employer, but also from any workplace affiliated with their employer. This can impose a substantial burden on the employee’s ability to practice a chosen occupation, sometimes requiring a worker to pursue a different career altogether. To make matters worse, the harassing perpetrators often remain on the job.

“I don’t know how we can expect victims to come forward when this is the price they pay,” argues Mariko Yoshihara, Policy Director for CELA.

Lawmakers on the Assembly Judiciary Committee heard from a woman who had worked for the California Highway Patrol (CHP) where her supervisor repeatedly touched her against her will – even forcibly kissing her. Even though the harasser admitted to the conduct, CHP conditioned the settlement agreement on the victim giving up her job, while the harassing supervisor continued working there.

In another case at California State University (CSU) Fresno, a campus police officer was sexually harassed by her supervisor. She not only had to give up her job at Fresno, but the settlement also prevented her from applying to work at any CSU campus.

“The #MeToo movement is not over, and pushing women out of work is not justice,” explains Jessica Stender, Senior Counsel for Workplace Justice & Public Policy at ERA. “We need to make sure we are supporting survivors to speak out without retaliation. This bill ensures a woman’s ability to continue working in her field.”

AB 749 (Stone, Gonzalez, and Reyes) is specifically tailored to protect survivors of harassment and workers involved in other employment disputes. It prohibits any provision in a settlement agreement that prohibits, prevents, or otherwise restricts an “aggrieved person” from working for the employer (or affiliated employers). It does not stop an employer from refusing to employ employees who engage in unlawful or egregious conduct, including sexual harassment.

The bill now goes to the Senate.

###

About California Employment Lawyers Association (CELA):  CELA exists to protect and expand the legal rights and opportunities of all California workers and to strengthen the community of lawyers who represent them.

About Equal Rights Advocates (ERA): Equal Rights Advocates is a national civil rights organization dedicated to protecting and expanding economic and educational access and opportunities for women and girls.

The post Press Release: CA Assembly Votes to Ban Retaliatory “No Rehire” Clauses that Lock Out Sexual Harassment Victims appeared first on Equal Rights Advocates.

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After Judge Reverses Trump Admin Attempt to Dismiss Case, Groups Press Legal Challenge to DeVos’s Rollback of Survivor Protections

FOR IMMEDIATE RELEASE

Thursday, April 18, 2019

Washington, DC — Today, Democracy Forward, the National Center for Youth Law, and the National Women’s Law Center, on behalf of plaintiffs Equal Rights Advocates, SurvJustice, and Victim Rights Law Center, amended their lawsuit challenging Department of Education Secretary Betsy DeVos’s unlawful reversal to Title IX protections for student survivors of sexual violence. On March 29, 2019, a federal court reconsidered its earlier dismissal of the case, allowing plaintiffs’ to proceed to the merits. Today’s new filing details how Secretary DeVos violated the Administrative Procedure Act to eliminate protections that prevent a discriminatory educational environment.

Secretary DeVos’s ill-considered changes to the Department’s Title IX policy significantly reduce protections that schools must provide to sexual violence survivors. This policy change violates the Administrative Procedure Act because the Administration provided no reasoned explanation for it and did not adequately consider its harmful effects on students.  Among its harmful effects, DeVos’s unlawful policy change:

  • Removes protections for sexual harassment victims, allowing schools to resolve complaints through mediation between the parties, even in cases of alleged sexual assault, where the pressure to agree to mediation can be coercive.
  • Discourages interim measures aimed at protecting the safety of students who complain of sexual harassment. Where needed, such measures often allow schools to provide a revised class schedule or a new housing assignment.

“The Trump administration broke the law in pursuit of an agenda that harms survivors of sexual violence,” said Anne Harkavy, Executive Director of Democracy Forward. “Secretary DeVos and the administration tried to silence us in our fight against this unlawful action, but we will not be deterred. ”

In January 2018, SurvJustice, Equal Rights Advocates, and Victim Rights Law Center filed suit against Secretary DeVos’s harmful Title IX policy. A second amended complaint was filed in October 2018. After the court reconsidered its ruling on the administration’s attempt to dismiss the case, the plaintiffs filed this amended complaint today in the United States District Court for the Northern District of California.

###

Equal Rights Advocates (ERA) is a national civil rights organization dedicated to protecting and expanding economic and educational access and opportunities for women and girls.

Democracy Forward is a nonprofit legal organization that scrutinizes Executive Branch activity across policy areas, represents clients in litigation to challenge unlawful actions, and educates the public when the White House or federal agencies break the law.

SurvJustice is a survivor-led national not-for-profit organization that increases the prospect of justice for all survivors of sexual violence through effective legal assistance, policy advocacy, and institutional training.

Victim Rights Law Center is the first nonprofit law center in the country solely focused on the legal needs of sexual assault victims.

The National Women’s Law Center has worked for more than 40 years to protect and promote equality and opportunity for women and families. We champion policies and laws that help women and girls achieve their potential at every stage of their lives — at school, at work, at home, and in retirement. Our staff are committed advocates who take on the toughest challenges, especially for the most vulnerable women.

The National Center for Youth Law is a non-profit law firm that helps low-income children achieve their potential by transforming the public agencies that serve them.

The post New Filing Details DeVos’s Unlawful Actions in Title IX Rollbacks appeared first on Equal Rights Advocates.

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It’s 2019, and somehow millions of U.S. workers still are not protected from sexual harassment or discrimination under our civil rights laws. Service industry employees, domestic workers, and other low-wage workers experience some of the highest rates of sexual harassment — and even sexual assault — at work. Yet they’re currently excluded and practically unprotected by federal law.
 
It’s time to close these senseless loopholes and gaps in our laws that leave so many workers without recourse following harassment or discrimination. That’s where the BeHEARD Act comes in.
 
Tell your legislators: Everyone is entitled to safety and dignity at work!
Tell your lawmakers: Support the BeHEARD Act
Introduced this week by Congress, BeHEARD is the first comprehensive federal legislation to address workplace harassment in the wake of #MeToo. It will:
  • Extend protections to include low-wage and part-time workers, interns, contractors, and those working with fewer than 15 people
  • Protect LGBTQI workers from employment discrimination
  • Ban forced arbitration agreements and limit non disclosure agreements — both common ways employers silence victims
  • Increase transparency and accountability by requiring employers to regularly report on pervasiveness of harassment in their workplaces
  • Eliminate the federal sub-minimum wage for tipped workers ($2.13/hour), which makes service industry workers more vulnerable to harassment because they heavily rely on customer tips
  • Provide training to all workers on what constitutes harassment and their rights if they’re harassed
  • Extend the filing deadline for those who want to sue
  • Authorize grants for low-income workers to get affordable legal help if they are harassed
An innovative, comprehensive bill like this will face a lot of opposition and an uphill battle. That’s why we need all hands on deck. 
Join us in speaking out today. Together, we can create workplaces where sexual harassment and discrimination are a thing of the past.
 
Join the Equal Rights Action Team!
Keep up with the latest gender justice news. Action Team members get just one email per with quick, easy actions like this one. Sign up now.
 
Ready for more action? See all Current Actions.
 

The post #BeHEARD Act: The sexual harassment superbill we’ve been waiting for appeared first on Equal Rights Advocates.

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Job Description

Position: Director of Finance and Operations

Reports to: Executive Director

Classification: Full-Time; Salaried; Exempt

Compensation: ERA offers salaries that are competitive in the San Francisco Bay Area public interest/non-profit legal community. The range is between $105,000 – $115,000, depending on experience. ERA also offers a work environment that values work/life balance and a competitive benefits package that includes medical and dental coverage for staff and dependents; FSA plan; generous vacation and paid sick leave; 13 paid holidays per year; and an optional 403b retirement plan, with potential employer match incentives after one year of employment.

Position Overview

Equal Rights Advocates (ERA), a national civil rights organization dedicated to protecting and expanding economic and educational access and opportunities for women and girls, is seeking a strategic Director of Finance & Operations. The Director of Finance & Operations is a member of the Executive Leadership Team. This Director’s primary duties includes oversight of Finance while serving as a senior organizational leader. With primary responsibility for ERA’s hands-on, day-to-day financial planning, management and analysis, the Director develops and oversees policies and procedures, monthly, quarterly and year-end close and reporting and annual budget and audit.

In partnership with the Executive Director, this  Director regularly makes independent, critical decisions on behalf of ERA. This Director sets the financial strategy and demonstrates thought leadership and passion for nonprofit financial management. ERA’s annual operating budget is $2.9 million. This Director will also manage certain components of human resource and operations in partnership with the Deputy Director.

Primary Duties and Responsibilities

General responsibilities will include, but are not limited to:

Financial Management (75%)

  • Develop and implement financial policies and guidelines to ensure ERA’s assets are protected, utilized effectively, internal controls are appropriate and investment returns optimized in compliance with the Investment Guidelines.
  • Supervise the Finance and Operations Coordinator and manage the consulting relationship with offsite Accounting team.
  • Oversee and manage the daily financial operations of ERA, including accounts payable and receivable, payroll administration, reporting, reconciliation, third party contracts and all regulatory filings in accordance with Generally Accepted Accounting Principles and IRS regulations for nonprofit organizations.
  • Create and present monthly financial package with metrics and analytics for Leadership Team and Finance Committee of the Board of Directors.
  • Ensure on-time delivery of complete and accurate monthly financial reports to staff program leads.
  • Develop, measure and evaluate short- and long-range measurable financial goals and objectives, including an annual workplan and key performance indicators, ensuring appropriate integration with those of other ERA departments (Development, Communications and Programs).
  • Manage ERA’s annual budgeting process and monthly financial tracking; produce budget presentation materials for the ERA’s Finance Committee and Board of Directors.
  • Manage and track cash flow in order to maintain positive cash position, monitor various accounts and project cash needs; adhere to the ERA’s Operating Reserve Guidelines.
  • Manage the annual audit, including preparation of schedules, compliance and response to management letter; Support the Audit Committee of the Board of Directors.
  • Partner with the ERA’s Development team to calculate administrative overhead expenses for funding proposals; track, release and report on funding expenditures; and provide analysis on program sustainability.
  • Partner with the ERA’s Program Team to track grant revenue and releases and ensure fulfillment of the ERA related funding obligations.
  • Perform ad hoc analyses and create special reports as requested.

Human Resources/Benefits (10%)

  • Serves as the lead point person on benefits and benefits administration, ensuring new staff benefits enrollment and annual all-staff open enrollment, fielding questions from staff and serving as primary liaison to ERA’s benefits broker.
  • Ensures compliance with applicable laws and regulations regarding employment issues such as pay, time-keeping, equal opportunity, privacy and health and safety
  • Oversees payroll and benefits process of the team’s Finance Coordinator.

Operations, in collaboration with Deputy Director (15%)

  • Negotiate and executes contracts with vendors, landlords and independent contractors/consultants.
  • Ensure accuracy and timely submission of quarterly lobbying and campaign activity reports to the California Secretary of State.
  • Ensure that the operations area develops and maintains written policies and procedures for all aspects of ERA’s operations, including office management, convening support and technology functions.
  • Evaluate and oversee information technology systems, ensuring that IT systems are effective and consistently function to support the work of team members onsite and remotely.
  • Manage special projects, such as research and implementation of constituent management systems and databases.
  • Ensure the ERA’s maintenance of and compliance with safety and emergency policies and procedures. Oversee the implementation of ERA document and file retention policies and procedures to ensure that information is retained and accessible, including both hard copy and electronic systems; oversees any off-site storage and retention systems.
Qualifications
  • Commitment to, and passion for, social justice and gender equity.
  • Demonstrated experience with and commitment to social justice, legal non-profits, and/or women’s rights programs (five years preferred).
  • Minimum of a four-year degree; Graduate degree in nonprofit management, business administration, finance, accounting or a comparable field is highly desirable.
  • Minimum four to 10+ years of experience with a comparable non-profit organization in finance (including fund accounting and budgeting); 5+ years in a leadership role. At least two years of experience in office administration and human resources.
  • Extensive knowledge of computer applications and systems including Microsoft Office Suite.
  • Dedicated team player with a commitment to the highest level of client (external and internal) service and collaboration.
  • Ability to problem-solve, demonstrates sound judgment and maintains confidentiality.
  • Ability to interact professionally and effectively with co-workers, board members, volunteers, clients, members of the legal community, and organization donors and guests.
  • Excellent written and verbal communications skills.
  • Ability to complete assignments and responsibilities accurately and in a timely manner, often with strict and/or conflicting deadlines.
  • Excellent sense of humor and ability to thrive with a small team of feisty feminist lawyers and other professionals fighting for civil rights.
How to Apply

Are you ready to join our team at ERA? Please submit 3 professional references, your current resume, and a cover letter describing your interest in this particular position, connection to ERA’s mission, and where you found the job posting to jobapplicants@equalrights.org. Please list “2019 Director of Finance Application” in the subject line of your e-mail message. Incomplete applications will not be considered. The position is open until filled.

About ERA

We are a small and dedicated team of advocates, legal and otherwise. We are intersectional in our feminist practice and we lead with our values: Inclusion, Integrity, Shared Leadership. We have a highly entrepreneurial environment and encourage our team members to be problem-solvers. You can check us out on Instagram (@EqualRightsAdv) and Twitter (@EqualRightsAdv).

An Equal Opportunity Employer with a Commitment to Diversity

Equal Rights Advocates (ERA) is proud to be an equal opportunity employer that is dedicated to the diversity of our staff. We will consider applicants equally without regard to sex, gender, race, age, ethnicity, national origin, disability, marital or veteran status, medical condition, religion, gender identity, sexual orientation, or any other characteristic protected by federal, state, or local law. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. We reasonably accommodate staff members and applicants with disabilities, provided they are otherwise able to perform the essential functions of the job. Individuals who need assistance or accommodation due to a disability may contact us at jobapplicants@equalrights.org.

The post Director of Finance & Operations appeared first on Equal Rights Advocates.

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Job Description

Position: Executive Team Assistant
Reports to: Executive Director & Deputy Director
Classification: Full-Time; Hourly; non-exempt

Compensation: This position is based in San Francisco, with a starting salary range of $48-55K, depending on experience. ERA offers a work environment that values work/life balance and a competitive benefits package that includes medical and dental coverage for staff and dependents; FSA plan; generous vacation and paid sick leave; 13 paid holidays per year; and an optional a 403b retirement plan, with potential employer matching opportunity after one year of employment (based on organizational budget and discretion of the Executive Director.)

The Position

Equal Rights Advocates (ERA), a national civil rights organization dedicated to protecting and expanding economic and educational access and opportunities for women and girls, is seeking an administrative badass with tons of energy, discretion, and experience to be an executive assistant who will basically run the desks of both the Executive Director and the Deputy Director.

This position’s duties primarily revolve around being the control hub for two women leaders who need a whip smart, detail-oriented, and communicative person to handle the quotidian things (like expenses, scheduling, and admin for more than one person) and the sensitive things (like handling Board and donor relations). The person in this role has strong admin skills, sees the value of that role, and enjoys being in contact with interesting leaders from across industries and delivering polished customer service so that an important feminist mission is well-represented.

This role also includes being the main point of contact for our dedicated Board of Directors and select committees; it will also lend some office support to our amazing legal team and help them out with admin details that shouldn’t distract them from winning justice for the women and girls we serve!

Who You’ll Work With

The Executive Director (50%)
She has really busy days and could use some support for:

  • Board relations: keeping track of Board meetings, preparing for them, taking notes at them, and following up; tracking and managing Board committees; tracking and managing Board statistics and data; maintaining communications with Board members who are Bay area professionals and supporters of the organization.
  • Donor relations: helping maintain a line of communications with high level donors; preparing for and following up appropriately after donor meetings (also, scheduling them); helping position ERA and our vision for donors; partner heavily with the Development team where necessary.
  • Thought leadership: partnering with the Communications team to help position the Executive Director for speaking engagements across the country; preparing for presentations, handling logistics, being the point of contact for event staff; maintaining lines of communication.
  • Daily administrative support: making sure the ED can manage her day efficiently and effectively; clearing the clutter, paying attention to details, and smoothing the way so the more strategic things can happen. Helping the ED leverage the tools we have so she’s in the loop and can manage her time effectively.

The Deputy Director (40%)
She also runs the Strategic Communications team but you don’t have to worry about that. (Unless you want to…)

  • She needs an administrative partner to help her focus on special internal projects related to talent management and retention; organizational culture change; Diversity, Equity, and Inclusion; strategic planning; and ongoing leadership development of staff. This support could be in the form of note taking, doing research, scheduling meetings, or helping with the problem solving.
  • She needs someone to manage her rapidly filling calendar; manage her light travel and monthly expenses.

The Legal Team (10%)

  • They are a busy team of 6 attorneys who need occasional help with their travel and expense receipts. They may also need some assistance with correspondence for cases or preparation for conferences. (They already have a couple Program Coordinators and law clerks for most of their programmatic and case-related needs.)
Basic Qualifications
  • 1-4 years of relevant work experience of relevant experience
  • You have a commitment to, and passion for, social justice and gender equity
  • When people describe you they say “We don’t know where we’d be without [you].”
  • You have a demonstrated customer-service and teamwork orientation with the ability to work in a compassionate and collaborative manner, and effectively communicate with co-workers, clients, and others from diverse backgrounds, perspectives, and communities
  • Demonstrated strong verbal and written communication skills
  • Mastery of Microsoft Office programs (e.g., Outlook, Word, Excel, PowerPoint)
  • Facility with other technology platforms for project management and communications such as such as Google Docs/Drive, Dropbox, Basecamp, Box, and Slack
  • Excellent sense of humor and ability to thrive with a small team of feisty feminist lawyers and other kickass feminists fighting for civil rights.
Other Considerations

This is an office-based job performed during regular business hours, Monday through Friday, with occasional out-of-office travel and evening work required. This job is performed under general office conditions and is not subject to any strenuous physical demands or dangerous conditions.

How to Apply

Are you ready to join our team at ERA? Please submit 3 professional references, your current resume, and a cover letter describing your interest in this particular position, connection to ERA’s mission, and where you found the job posting to jobapplicants@equalrights.org. Please list “2019 Executive Team Assistant Application” in the subject line of your email message. Incomplete applications will not be considered. The position is open until filled.

About ERA

We are a small and dedicated team of advocates, legal and otherwise. We are intersectional in our feminist practice and we lead with our values: Inclusion, Integrity, Shared Leadership. We have a highly entrepreneurial environment and encourage our team members to be problem-solvers. You can check us out on Instagram (@EqualRightsAdv) and Twitter (@EqualRightsAdv).

An Equal Opportunity Employer with a Commitment to Diversity

Equal Rights Advocates (ERA) is proud to be an equal opportunity employer that is dedicated to the diversity of our staff. We will consider applicants equally without regard to sex, gender, race, age, ethnicity, national origin, disability, marital or veteran status, medical condition, religion, gender identity, sexual orientation, or any other characteristic protected by federal, state, or local law. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. We reasonably accommodate staff members and applicants with disabilities, provided they are otherwise able to perform the essential functions of the job. Individuals who need assistance or accommodation due to a disability may contact us at jobapplicants@equalrights.org.

The post Executive Team Assistant appeared first on Equal Rights Advocates.

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As we raise awareness about the gender wage gap this week for Equal Pay Day 2019, I’ve been thinking about what a difference a few years make in the fight for fair pay. Women workers calling out pay disparities based on gender and race, like Lilly Ledbetter and Aileen Rizo, have reached rock star status on the covers of mainstream magazines. And joining them as partners is a new crop of fair pay advocates from Corporate America.

This week, 13 California corporations — including Salesforce, Apple, and Square —pledged to adopt practices to address gender biases in hiring, promotions, and salaries. Rather than waiting for the law to tell them how to be ethical employers, they’re proactively using their positions of power, privilege, and influence to set an example for others.

Ultimately, the best way to encourage Corporate America to use its privilege for good is to set an example by spending privilege in our own lives.

ERA is helping them do just that. On Tuesday, we joined First Partner Jennifer Siebel Newsom, the California Commission on the Status of Women, and Time’s Up to share new guides with concrete fair pay best practices, authored by the Pay Equity Task Force, which includes ERA’s Legal Director Jennifer Reisch, other worker advocates, and employers.

Next up? We ask California employers to join the fair pay movement by passing Senate Bill 171, introduced this month as part of the Stronger California Women’s Economic Security Agenda.

TAKE ACTION: Email your legislators SB 171

Ultimately, the best way to encourage Corporate America to use its privilege for good is to set an example by spending privilege in our own lives. We must be not just allies, but accomplices and co-conspirators with our trans and nonbinary co-workers, co-workers with disabilities, the women of color we work with, and those in the lowest paid positions at our workplaces.

We must put our privilege on the line, because, as the brilliant Brittany Packnett says, “Marginalized people live risk daily by their very existence. If you possess privilege of any kind, it is your responsibility to spend that privilege. Put it up at risk to protect the very people who are suffering most.”

The post When it comes to fair pay, “don’t just be an ally. Be a co-conspirator.” appeared first on Equal Rights Advocates.

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