Lilly Ledbetter

Ordinary Americans Not Getting a Fair Shake from Justice Samuel Alito -- And They Know It

Samuel Alito being on the Supreme Court is proving to be a bonanza for various far-right interests on a growing list of issues.
PFAW

Debate Exposes Importance of Supreme Court to Working Women

The discussion of Lilly Ledbetter highlights the threat to working women that Mitt Romney's Supreme Court would pose.
PFAW

PFAW continues push for Paycheck Fairness Act

Together, we’re sending the message that it’s time to make real progress on fair pay.
PFAW

Tell the Senate: We need the Paycheck Fairness Act!

With a vote expected in the coming weeks, your Senators need to hear from you now. Today and tomorrow, May 22 and 23, we want to jam the phones to send a clear message of support for the Paycheck Fairness Act. Call 888-876-9527.
PFAW

Hundreds of Lilly Ledbetters

Yes, the Supreme Court is important, but so are the lower federal courts.
PFAW

PFAW urges you to contact Congress tomorrow on Equal Pay Day

Equal pay in America needed to be put back on track after the devastating Ledbetter ruling, and the Lilly Ledbetter Fair Pay Act answered that call – but it wasn’t the last word. The Paycheck Fairness Act would move us even further forward by providing the tools necessary to enforce equity in the workplace and prevent further disturbing incidents like the one that befell Lilly Ledbetter. It strengthens the remedy, enforcement, and exception provisions of the existing Equal Pay Act. It engages the Equal Employment Opportunity Commission (EEOC) and the Department of Labor in a number areas including technical assistance, data collection and review of existing data, and the provision of wage discrimination training to government employees and individuals seeking their assistance. It supports negotiation skills training for women and girls and general public awareness regarding the means available to eliminate pay discrimination.

Representative Rosa DeLauro (D-CT3) and Senator Barbara Mikulski (D-MD) are expected to reintroduce the Paycheck Fairness Act tomorrow in honor of Equal Pay Day. Ask your Representative and Senators to support this important legislation. Be sure to thank them if they’re already cosponsors.

According to the National Committee on Pay Equity, tomorrow:

[S]ymbolizes how far into 2011 women must work to earn what men earned in 2010.

Equal Pay Day was originated by the National Committee on Pay Equity (NCPE) in 1996 as a public awareness event to illustrate the gap between men's and women's wages.

Since Census statistics showing the latest wage figures will not be available until late August or September, NCPE leadership decided years ago to select a Tuesday in April as Equal Pay Day. (Tuesday was selected to represent how far into the work week women must work to earn what men earned the previous week.) The date also is selected to [avoid] religious holidays and other significant events.

Because women earn less, on average, than men, they must work longer for the same amount of pay. The wage gap is even greater for most women of color.

In addition to NCPE, National Women’s Law Center, the American Association of University Women, and the American Civil Liberties Union are among the many good resources for information and action. I would also encourage you to check out MomsRising. Then visit our web site for a fact sheet and letters to the House and Senate.

PFAW

Paycheck Fairness Act alert – the vote is imminent

The Senate is scheduled to take 2 votes today at 11 am. First up – the Paycheck Fairness Act! They’ll consider what’s called a “motion to proceed.” Overcoming this procedural hurdle would allow the bill itself to come to the floor.

You already have our letter and fact sheet, and the action alert from the American Association of University Women. Today I wanted to share with you some words from the White House.

This is the official Statement of Administration Policy.

The Administration strongly supports Senate passage of S. 3772, the Paycheck Fairness Act. The persistent gap between men’s and women’s wages demonstrates the need for legislative change. This bill would address this gap by enhancing enforcement of equal pay laws. Specifically, it would prohibit retaliation against employees who ask about or discuss wage information, and it would provide more effective remedies for women subjected to discriminatory pay practices. S. 3772 would strengthen the Equal Pay Act by closing judicially created loopholes in the law and bringing its class action rules into conformity with the Federal Rules of Civil Procedure. S. 3772 also requires the Equal Employment Opportunity Commission to collect pay data to better enforce laws prohibiting pay discrimination.

And here’s a blog post from Terrell McSweeny, Domestic Policy Advisor to the Vice President

The Importance of Equal Pay For Women

Posted by Terrell McSweeny on November 17, 2010 at 07:00 AM EST

Yesterday I picked up my Wall Street Journal and read an opinion piece “Washington’s Equal Pay Obsession” arguing that the Paycheck Fairness Act is unnecessary because, in a nutshell, women don’t face rampant pay discrimination. Instead, the author asserted, the wage gap exists because women are mothers.

So let’s break this down.

First, there is ample evidence that women – regardless of their parental status - do face pay discrimination.  Yes, part of the wage gap is a result of occupational choices and other factors. No one denies that. Most economists agree, however, that no matter how many variables you control for an unexplained wage gap between men and women persists. For example, Francine Blau and Lawrence Kahn did an excellent breakdown of the wage gap in 2007 and identified that 41% of the wage gap between men and women could not be explained by controlling for variables. Regardless of the precise percentage of the wage gap, we have a responsibility to ensure that no one in this country makes less as a result of his or her gender.

Wage discrimination is real.

Just ask Lilly Ledbetter.  She is a mother.  She didn’t seek a “less stressful work environment” than her male counter parts.  And she was paid roughly 30% less.   If she had been allowed to share information about her pay with her colleagues she would have realized she was being paid less than men with less experience.

But Lilly couldn’t bring that case.  She could have lost her job if she discussed her pay with her colleagues.  The Paycheck Fairness Act would provide that protection. The author is right there are a lot of laws aimed at this problem – but because they don’t provide basic tools like pay transparency, discrimination persists.

Where employees know how their pay compares to that of their peers they are better able to advocate for themselves and ensure discrimination does not occur. For example, the Institute for Women’s Policy Research recently conducted a survey that shows that only 14% of public sector workers feel that discussions of pay are discouraged or prohibited. In the federal government, the wage gap between men and women is only 11%. Conversely, in the private sector, the survey showed that 61% of employees are discouraged or prohibited from talking about salary information. The wage gap in the broader economy is much larger.  It’s common sense that in order to identify and prevent discrimination, employees have to know how their pay compares to that of their peers and that pay would be more equal where workplaces are more open.

Second, lots of women who are parents don’t take time off or seek flexible schedules.  This is particularly true in tough economic times when families increasingly rely on women’s income.  That’s one of reasons why, for the first time, women now make up nearly half of all workers on US payrolls.   In fact, now more than ever women are the primary breadwinners for their families.  As families depend more on women’s wages, eliminating wage discrimination is also critical for middle class economic security - families who are working hard can hardly afford to lose part of a paycheck to discrimination.

Motherhood should not be used as a scapegoat here. BLS reports that in 2009, 64% of women in the workforce were not parents at all. And many still are paid less than their male counter parts.   

Third, “career breaks” do not necessarily equate with loss of skill.  Taking a year or ten off to stay home with kids doesn’t necessarily mean a parent has lost skills.  

The Paycheck Fairness Act gives women more tools to get fair pay in the workplace. For example, the legislation allows employees to inquire about wages or share salary information without fear of reprisals. The Act closes loopholes that make it harder for women to challenge being paid different wages for the same work, and it ensures that women who prove their case are compensated fairly.

Women deserve these protections.

Terrell McSweeny is Domestic Policy Advisor to the Vice President

We’ll continue urging the Senate to pass the Paycheck Fairness Act, but your Senators also need to hear from you. Take a few minutes now to dial 877-667-6650.

It was way back in January 2009 that the House passed the Paycheck Fairness Act. Please join American Association of University Women, American Civil Liberties Union, the National Committee on Pay Equity, National Women’s Law Center, and hundreds of other organizations nationwide in calling on the Senate to do the same and send this important legislation to the President’s desk.

PFAW

Paycheck Fairness Act alert – two days left

The Senate is scheduled to take its first votes of the lame duck session this Wednesday. Number 2 on the list – the Paycheck Fairness Act! They’ll consider what’s called a “motion to proceed.” Overcoming this procedural hurdle would allow the bill itself to come to the floor.

In addition to our recent fact sheet, PFAW has just sent its letter to the Senate urging the bill’s passage.

November 15, 2010

United States Senate
Washington, DC 20510

Dear Senator:

President Obama’s signing of the Lilly Ledbetter Fair Pay Act formed a strong foundation for pay equity in this country. Now that fair access to the courts has been restored, it is time to build on that foundation. On behalf of the hundreds of thousands of members of People For the American Way, we urge you to support the Paycheck Fairness Act (S. 3772) as a clean bill with no amendments.

The Ledbetter v. Goodyear decision was a clear step backward for ending employment discrimination in the workplace, when the Supreme Court held that employees could not challenge ongoing compensation discrimination if the employer’s original discriminatory decision occurred more than 180 days before filing of the claim. The Lilly Ledbetter Fair Pay Act was meant to correct this misinterpretation of the nation’s civil rights laws. It reiterates Congress’ intent to hold employers accountable for discrimination and allows employees a fair chance to fight back.

But they still need the tools to do so. S. 3772 strengthens the remedy, enforcement, and exception provisions of the existing Equal Pay Act. It engages the Equal Employment Opportunity Commission (EEOC) and the Department of Labor in a number areas including technical assistance, data collection and review of existing data, and the provision of wage discrimination training to government employees and individuals seeking their assistance. It supports negotiation skills training for women and girls and general public awareness regarding the means available to eliminate pay discrimination.

S. 3772 sends a clear message: The wage gap is real. No employer should benefit from discriminating against employees like Lilly Ledbetter. Retaliating against employees who fight for equal pay is unacceptable. Pay equity should be the rule, not the exception. What S. 3772 does not do is also clear: It does not eviscerate employers’ legal rights. It does not take away their right to set their own business practices or constrain them in terms of job applicants. It does not create unfair comparisons between jobs performed or where they’re performed. It does not hurt small businesses, and it certainly does not negatively impact women.

In fact, S. 3772 is good for families who are facing daily struggles in this unsteady economy. The last thing they should be worrying about is whether the women who work so hard to support them are being treated fairly in the workplace. Americans know this to be true. According to a June 2010 National Partnership for Women and Families/Lake Research Partners poll(1) regarding the Paycheck Fairness Act, 84% said they supported “a new law that would provide women more tools to get fair pay in the workplace.” 72% expressed strong support. This message resonated with men (81% support/69% strong) and women (87% support/74% strong) and among Democrats (91% support/83% strong), Republicans (77% support/61% strong), and Independents (87% support/70% strong). It also holds up among racial and ethnic groups and across geographic regions.

For these reasons and more, we strongly urge you to support the Paycheck Fairness Act (S. 3772) as a clean bill with no amendments.

Sincerely,

Michael B. Keegan
President

Marge Baker
Executive Vice President for Policy and Program

(1) A press release announcing the poll results is available at http://www.nationalpartnership.org/site/News2?page=NewsArticle&id=24776&security=2141&news_iv_ctrl=1741. Visit http://www.nationalpartnership.org/site/DocServer/5-2010_Poll_Data_One_Pager.pdf?docID=6681 for additional information.

We’ll continue urging the Senate to pass the Paycheck Fairness Act, but your Senators also need to hear from you. Save a few minutes on the national call-in day to dial 877-667-6650. That’s tomorrow – the day before the vote.

It was way back in January 2009 that the House passed the Paycheck Fairness Act. Please join American Association of University Women, American Civil Liberties Union, the National Committee on Pay Equity, National Women’s Law Center, and hundreds of other organizations nationwide in calling on the Senate to do the same and send this important legislation to the President’s desk.

PFAW

Paycheck Fairness Act alert – mark your calendars

The Senate is scheduled to take its first votes of the lame duck session on Wednesday, November 17. Number 2 on the list – the Paycheck Fairness Act! They’ll consider what’s called a “motion to proceed.” Overcoming this procedural hurdle would allow the bill itself to come to the floor.

So that you’re prepared for next week, we have updated our fact sheet on the bill. Here’s a sample of our talking points.

The Paycheck Fairness Act sends a clear message. The wage gap is real. No employer should benefit from discriminating against employees like Lilly Ledbetter. Retaliating against employees who fight for equal pay is unacceptable. Pay equity should be the rule, not the exception.

What the Paycheck Fairness Act does not do is also clear. It does not eviscerate employers’ legal rights. It does not take away their right to set their own business practices or constrain them in terms of job applicants. It does not create unfair comparisons between jobs performed or where they’re performed. It does not hurt small businesses, and it certainly does not negatively impact women.

We’ll continue urging the Senate to pass the Paycheck Fairness Act, but your Senators also need to hear from you. Save a few minutes on the national call-in day to dial 877-667-6650. That’s Tuesday, November 16 – the day before the vote.

It was way back in January 2009 that the House passed the Paycheck Fairness Act. Please join American Association of University Women, American Civil Liberties Union, the National Committee on Pay Equity, National Women’s Law Center, and hundreds of other organizations nationwide in calling on the Senate to do the same and send this important legislation to the President’s desk.

PFAW

Women Are Not WorthLess

With time running short in the 111th Congress, National Women’s Law Center wants the Senate to know that Women Are Not WorthLess.

National Women’s Law Center produced this new video as part of their ongoing efforts to pass the Paycheck Fairness Act, which People For the American Way supports, along with American Association of University Women, American Civil Liberties Union, National Committee on Pay Equity, and hundreds of other organizations and countless advocates nationwide.

Equal pay in America needed to be put back on track after the Supreme Court’s devastating Ledbetter v. Goodyear ruling, and the Lilly Ledbetter Fair Pay Act answered that call – as the first major milestone of the Obama Administration. Still, this new law cannot on its own do the job of eliminating the wage gap. Additional tools are necessary to bring equality to the workplace and prevent further disturbing incidents like the one that befell Lilly Ledbetter. Especially in this unsteady economy, people who are struggling to pay their bills shouldn’t have to worry about whether they are being discriminated against in the workplace. We need the Paycheck Fairness Act.

It was way back in January 2009 that the House passed the Paycheck Fairness Act. Please join National Women’s Law Center and Women Are Not WorthLess in calling on the Senate to do the same and send this important legislation to the President’s desk.

PFAW

Lilly Ledbetter Recounts Her Fight

Lilly Ledbetter just appeared in front of the Senate Judiciary Committee to speak about the damage that can be done by a Supreme Court that’s not grounded in the realities of life for average Americans.

When Ledbetter found out that she’d been discriminated against, it would have been easy for her to just walk away—after all, it’s not in any way easy to pursue a discrimination claim—but Ledbetter was used to tough jobs. She stood up and demanded that Goodyear be held accountable for its actions. She fought hard, she pursued her case for many years, and she won.

But when the case made it to the Supreme Court, it decided that Goodyear couldn’t be held accountable for its actions. Because the company hid the discrimination for long enough, they were free to discriminate for as long as they wanted.

In 2007, when the Court denied her compensation for decades of pay discrimination, Ledbetter sat down with us to talk about her fight for fair pay for herself and others like her:

After the Supreme Court stopped her from collecting the pay she had earned, she led the fight to make sure it wouldn’t happen to anybody else—and she’s still fighting to make sure that the Supreme Court gives a fair hearing to people like her when they go up against big corporations like Goodyear.

She told the Judiciary Committee:

Since my case, I’ve talked to a lot of people around the country. Most can’t believe what happened to me and want to make sure that something like it doesn’t happen again. They don’t care if the Justices are Democrats or Republicans, or which President appointed them, or which Senators voted for them. They want a Supreme Court that makes decisions that make sense.

That’s why the hearings here are so important. We need Justices who understand that law must serve regular people who are just trying to work hard, do right, and make a good life for their families. And when the law isn’t clear, Justices need to use some common sense and keep in mind that the people who write laws are usually trying to make a law that’s fair and sensible. This isn’t a game. Real people’s lives are at stake. We need Supreme Court justices who understand that.
 

PFAW

Joining the Club

Yesterday, Sen. Amy Klobuchar shot down her colleague Tom Coburn’s assertion that the American people are less free now than we were 30 years ago, offering up some powerful illustrations of the progress women have made since 1980. “I think about whether people were more free in 1980,” she said, “it's all in the eyes of the beholder.”

Kagan, who if confirmed would be the fourth female Justice in the history of the Supreme Court, responded, “I think that there's no question that women have greater opportunities now, although they could be made greater still.”

Today, the Pew Research Center released a survey of attitudes toward working women throughout the world. One finding stood out:

Indeed, the United States and Germany reported an especially strong gap between the sexes on whether enough has been done to give women equality. Of those who believe in equal rights, many more American and German men believe their nations have made the right amount of changes for women, while many more women than men in those countries think more action is required.

“When you’re left out of the club, you know it,” said Prof. Jacqui True, an expert in gender relations and senior lecturer at the University of Auckland. “When you’re in the club, you don’t see what the problem is.”

This disparity in the perception of progress brings to mind Justice Ruth Bader Ginsburg’s fiery dissent to the Supreme Court’s ruling in Ledbetter v. Goodyear. In that ruling, the Court’s majority ruled that Lilly Ledbetter couldn’t collect her fair share after decades of pay discrimination because, they said, she would have had to report the discrimination before she even knew that it was taking place. At the time, Ginsburg was the only female member of the Supreme Court, and she knew what it was like to be “left out of the club.”

Introducing her dissenting opinion, Ginsburg said, “In our view, the Court does not comprehend, or is indifferent to, the insidious way in which women can be victims of pay discrimination.”

This isn’t to say that those who haven’t experienced discrimination can’t understand it. But it’s a powerful reminder of why it’s so important to have a diversity of voices, coming from a diversity of experiences, in positions of power.
 

PFAW

Give the gift of equal pay on Mother’s Day

As we mark Mother’s Day this Sunday, think about taking action to support women’s rights. Ask your Senators to support the Paycheck Fairness Act. Be sure to thank them if they’re already cosponsors.

Equal pay in America needed to be put back on track after the devastating Ledbetter ruling, and the Lilly Ledbetter Fair Pay Act answered that call – but it wasn’t the last word. The Paycheck Fairness Act would move us even further forward by providing the tools necessary to enforce equity in the workplace and prevent further disturbing incidents like the one that befell Lilly Ledbetter. It ensures that employers would not have the incentive to continue to discriminate against workers like Lilly Ledbetter, and in doing so actually increases employer incentives for pay equity. It would also prohibit retaliation against workers who ask about employers’ wage practices and increase educational outreach to employers and employees about proper pay practices.

National Women’s Law Center, the American Association of University Women, and the American Civil Liberties Union are among the many good resources for information and action. I would also encourage you to check out the National Committee on Pay Equity.

PFAW

Correcting the Court is nothing new

On January 29, 2009, President Obama signed the Lilly Ledbetter Fair Pay Act into law, restoring the rights taken away by the Supreme Court in Ledbetter v. Goodyear Tire & Rubber Company. One year to the day, a new movement is afoot to correct the Court.

Title VII of the Civil Rights Act of 1964 was enacted to protect individuals from discrimination they face in the workplace.  In Ledbetter, the Supreme Court undermined that protection by holding that employees who are subjected to pay discrimination must bring a complaint within 180 days of the discriminatory compensation decision and that each paycheck that is lower because of such discrimination does not restart the clock.  Advocates fought hard for a law that would reiterate Congress’ intent to hold employers accountable for their discriminatory practices and to allow employees a fair chance to challenge unlawful pay discrimination.

Advocates are now calling for another Court correction, this time in response to the Citizens United ruling, which prohibits Congress from limiting the influence of corporations in elections for public office. Not only is this a radical departure from longstanding precedent, it defies common sense: it argues that corporations and American citizens have identical free speech rights under the Constitution. As Justice Stevens pointed out in his dissent, corporations are not people. They cannot vote, they cannot hold office, and they should not be allowed to pour billions of dollars into our system of government.

Unfortunately the fix we found in for the Ledbetter decision is not enough to fix Citizens United. Legislation, while important and critically needed to mitigate the effects of the decision, may ultimately prove to be inadequate against the unfettered influx of corporate election spending. Only a constitutional amendment can restore the American people’s authority to regulate corporate influence in our elections and restore our democracy.

People For the American Way is calling for just such an amendment. Click here for more information and to sign our petition.

PFAW

Don’t Believe the Right’s Propaganda on the Supreme Court

With everyone talking about the retirement of Justice David Souter, the Radical Right’s propaganda machine is set to max.

Right Wing Watch is reporting on the Right’s reaction.  One of the more laughable claims comes from Wendy Long of the Judicial Confirmation Network:

The current Supreme Court is a liberal, judicial activist court.  Obama could make it even more of a far-left judicial activist court, for a long time to come …

Calling the current Court liberal is like calling Mitt Romney consistent – you can’t say it with a straight face.  In fact, no less an authority than Justice John Paul Stevens has pointed out that “every judge who’s been appointed to the court since Lewis Powell has been more conservative than his or her predecessor,” with the possible exception of Justice Ginsburg.

But, for the sake of argument, let’s review some of the highlights of the current “liberal” Supreme Court.

In order to achieve their desired ideological results, the Far Right justices have recklessly toppled precedents, or even ignored them while pretending not to, with alarming frequency.  For example, the restrictive federal abortion ban upheld by the Roberts Court was essentially identical to one the Court had struck down before Roberts and Alito joined the bench.  Unfortunately, extreme Right Wing ideology trumped the rule of law.

Voting rights have also come under attack.  The Roberts Court upheld the constitutionality of the most restrictive voter ID law in the country, an Indiana law requiring people to present a currently valid, government-issued photo ID in order to vote.  This imposes a substantial burden on the elderly who don’t drive, college students, and the poor who don’t own cars.  Indiana was unable to identify a single case of in-person voter fraud occurring in its history.  That didn’t stop the Roberts Court from upholding a restriction that kept many Americans from being able to go to the polls on Election Day and cast a vote.

Even our very access to the courts has come under attack from the “liberal” Supreme Court.

Lilly Ledbetter was a victim of sex discrimination effectively barred from the courthouse.  Late in her career, she learned that she had, over the years, been subjected to salary discrimination on the basis of her sex, and she sued.  A jury found that she had been illegally discriminated against.  Yet a 5-4 Right Wing majority held that she should have sued within 180 days of the initial discriminatory conduct—even though she didn’t learn that she was being discriminated against for more than a decade.

The Court also closed the courthouse door in Riegel v. Medtronic, holding that patients injured by a defective medical device cannot sue for damages for violations of state common law if it was approved for marketing by the Food and Drug Administration and made to the agency’s specifications.  To reach this result, the Court had to interpret a federal law in a manner directly contrary to how its Senate sponsor said it was intended.

Keith Bowles was yet another victim denied his day in court.  After Bowles was denied relief in federal district court, the judge informed him that he had 17 days to file an appeal.  Unbeknownst to him, the rules really gave him only 14 days.  So when Bowles, relying on the federal judge, filed on day 16, a narrow 5-4 Supreme Court majority said that he had filed too late.  In so doing, the Court majority overruled clear and principled precedent that protected people in his situation.  In dissent, Justice Souter correctly wrote that “it is intolerable for the judicial system to treat people this way, and there is not even a technical justification for this bait and switch.”

The danger from right-wing justices was clear in Boumediene v. Bush, a case related to the then-President’s claim of virtually unlimited executive powers to conduct the war on terror.  The case involved the constitutionality of the Military Commissions Act of 2006, which eliminated federal court jurisdiction over habeas corpus claims by certain foreign detainees.  The Court rebuked President Bush’s vision of the presidency as an office of limitless power and declared that the president of a free nation cannot simply lock people up and throw away the key like some third-world dictator.  Chillingly, with Chief Justice Roberts and Justices Alito, Scalia, and Thomas dissenting, the case was decided by a single vote, 5-4.  One more hard-right justice on the Court, and the decision would likely have gone the other way.

That’s why it’s crucial to have justices who are committed to our core constitutional values of justice and equality under the law.

It is of the utmost importance that Justice Souter be replaced by a powerful advocate for our Constitution—a justice in the mold of great jurists like Thurgood Marshall and William Brennan.  Our nation cannot afford anything less.

PFAW

Executive privilege for Rove?

This was an exciting week. Our efforts to prevent the Right from building Senate opposition against Attorney General-nominee Eric Holder paid off and his nomination was approved by a 17-2 vote in the Senate Judiciary Committee. And yesterday President Obama signed into law the Lilly Ledbetter Fair Pay Act. I was at the bill signing ceremony and it was amazing to see the leaders of our government, up to the President of the United States, so invested in enacting a law to protect civil rights.

We are not "the opposition" anymore, but we still have a vital role in passing progressive policy and making the change we need as a country happen. Many progressives have differing opinions on how best to move forward. The Bush administration was a common enemy. Its every move was predictable, motivated by its allegiance to a set of radical ideologies and ideologues. Now we are faced with the challenge of cleaning up the past administration's messes and moving our country forward. A legitimate question to ask is, how much of that effort should include holding Bush administration officials accountable for their trespasses against the Constitution and our nation's values?

Rep. John Conyers, Chair of the House Judiciary Committee, has subpoenaed Karl Rove to testify before the Committee on Monday about his role in the firing of nine U.S. attorneys and some other matters like the prosecution of former Alabama Gov. Don Siegelman. Rove along with other Bush administration officials had hidden behind "executive privilege," evading testimony by essentially ignoring congressional subpoenas. And now, even with the Bush administration out of office, it looks like he's at it again!

Through his lawyers, four days before his term was up, former President Bush informed Rove that he was continuing to assert executive privilege over any testimony by Rove -- even after he leaves office -- and instructed him not to cooperate with congressional inquiries.

People For the American Way was a leader in the fight for Bush administration accountability, helping to get Congress to pass contempt citations against other Bush officials who hid behind executive privilege. Even though a new administration has taken over, if the law was broken, if the Constitution was violated, those who are guilty should be held accountable in order to preserve the rule of law and send the message to future generations and presidents that violating the law and people's rights will not go unanswered.

Getting to the bottom of the U.S. Attorney scandal and the politicization of the DOJ's Civil Rights Division is essential to cleaning up the Justice Department and putting it back to work for the American people. And I know we would all rather see Rove squirming in a congressional hot seat than as a talking head on cable news networks.

People For the American Way will not take this affront to justice sitting down. Expect us to be out front with a strong response if Rove chooses to be a no show on Monday. We'll also let you know what you can do to weigh in and make sure Rove and others in the Bush administration are held accountable and justice is served.

PFAW

Energized and ready to pave the way

In President Obama's first few days in office, he has already undone some serious damage from the previous administration with the stroke of a pen. He signed orders to close Guantanamo and the CIA's network of secret foreign prisons. And he repealed the global gag rule prohibiting U.S. dollars and contraceptive supplies from going to any international family planning program that provides abortions or counsels women about their reproductive health options. He's nominated stellar candidates to run the government, many of whom have been confirmed and started their work.

Great start!

President Obama's inauguration this week was enthusiastically celebrated by Americans of all political stripes. Even many former Bush supporters have embraced President Obama and agree that the country needs to move beyond partisanship and division. President Obama's high approval ratings are a clear indication that Americans are willing and ready to do what's needed to heal our economy, restore our good standing in the world and meet the enormous challenges we face.

Unfortunately, it seems that not quite everyone is ready to move forward with us. On Wednesday, led by Sens. Arlen Specter and John Cornyn, Republicans on the Senate Judiciary Committee delayed a committee vote on Attorney General-nominee Eric Holder. Blocking confirmation of this historic nominee is exactly what Americans don't need or want. Whatever political assurances they may be seeking from Holder before he takes the reins at the DOJ, as attorney general, Holder's only commitments should be to the Constitution, the law and the American people (commitments he has already demonstrated that he will honor).

Some of these same Senate Republicans even tried to play partisan games with the Lilly Ledbetter Fair Pay Act, using their ability to offer amendments to slow the legislation. But I am happy to report that last night the Senate passed it! Thank you to all of you who took action over the last few years in support of the bill -- this is a tremendous victory. Next up: the Paycheck Fairness Act! Stay tuned for more on that as we keep up the pressure to get that through the Senate.

Eric Holder's confirmation. The Lilly Ledbetter Fair Pay Act. These are things worth fighting for. We can't count on any party or branch of government to always to do the right thing, but when they do, we need to be there to block for them -- to make sure we're countering the opposition who would deter progress and the restoration of constitutional values to our government.

PFAW

Breaking News: Two Pay Equity Bills Pass the House

 

Workers seeking to bring pay discrimination lawsuits against corporations scored a huge victory today as the House of Representatives passed two key pay equity bills: the Ledbetter Fair Pay Act and Paycheck Fairness Act. 
 
Lilly Ledbetter received an anonymous tip late in her career with Goodyear Tire and Rubber Co. that she had been consistently paid much less than her male coworkers.  Ledbetter sued under Title VII of the Civil Rights Act, which protects workers against pay discrimination, a lawsuit that went all the way to the Supreme Court, which ruled against her 5-4 in Ledbetter v. Goodyear. The Court's ruling, written by right-wing Justice Samuel Alito, said that Lilly should have filed a complaint within 180 days of the time her supervisors gave her discriminatory evaluations that resulted in her being paid less than her male coworkers.  Today’s vote in the House puts works like Lilly Ledbetter one step closer to justice.  Now on to the Senate!
 
Read more on Lilly Ledbetter at People For’s CorrectTheCourt.org

 

PFAW

New Senate Can Deliver Some Quick Victories

A Washington Post article today points out that even not counting the two yet-undecided Senate contests in MN and GA, the Democrats could have the filibuster-proof 60 votes to move several key pieces of legislation by picking up a few Republicans. The article highlights several possible bills - two of which are civil rights bills of particular interest to People For the American Way.

First up: DC Voting Rights. The right of voters to be fully represented in Congress is paramount to the health of our democracy. Shamefully, the institutional disenfranchisement of Americans is probably most egregious in our nation’s capital, where 600,000 taxpayers have a congressional representative with no voting power.

Voting rights in Congress for the District of Columbia is another example. Legislation to expand the House of Representatives from 435 to 437 seats by giving the District and Utah an additional vote each were three votes shy of the 60 needed to end a filibuster in September 2007. Eight Republicans voted with the Democratic majority, which is 51 to 49 and includes two independents.

In addition, the Lilly Ledbetter Fair Pay Act - for which People For the American Way was far out front in leading the fight - could have the support it needs to correct a terrible Supreme Court decision (a decision supported by both of President Bush's right-wing Supreme Court nominees, Chief Justice Roberts and Justice Alito).

In April, 50 Democrats and six Republicans supported legislation that would have amended the 1964 Civil Rights Act by allowing more time for workers to file discrimination complaints. Five new Democrats will be replacing Republicans who opposed the legislation named after Lilly Ledbetter, the female employee who lost her suit against Goodyear Tire and Rubber over discrimination claims. The Supreme Court ruled that Ledbetter should have filed her claim within six months of the alleged incidents.

PFAW