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The Women’s Equality Agenda (WEA) will help the women and families of New York by preserving our access to reproductive health care, ensuring fair treatment at work, and helping survivors of violence.  It’s time for an upgrade.  We need laws as strong as New York women.

Securing Equal Pay | Ending Sexual Harassment | Stopping Employment Discrimination | Providing Fair Access to Housing |

Expanding Access to JusticeSupporting Domestic Violence Victims | Fighting Human Trafficking |

Ending Pregnancy Discrimination | Safeguarding Reproductive Health

 

 

Too many loopholes in NY’s fair pay law allow employers to pay women less than their male colleagues. WEA would close those loopholes.

 

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Employers with less than four employees don’t have to comply with sexual harassment laws in New York. WEA would extend prohibitions against sexual harassment to ALL workplaces.

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Employers in New York can discriminate against parents. WEA would make sure parents are treated the same as workers without kids.

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Landlords in New York can deny housing to people receiving Section 8 housing assistance or who are victims of domestic violence. WEA would aim to outlaw this type of discrimination.

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New York is one of only 9 states that don’t allow women who prove discrimination at trial to recover attorney’s fees.  WEA would allow successful litigants to recover attorney’s fees.

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In many parts of New York, it’s hard for a victim of domestic violence to get to a courtroom. WEA would create a pilot project to experiment with remote access to the courtroom for victims seeking protection orders.

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New York has taken a bold stand against human trafficking, but WEA addresses gaps and loopholes by allowing victims to avoid prosecution if they are sold into sex slavery & increasing the accountability of the traffickers and buyers who fuel the industry.

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Pregnant workers sometimes need minor adjustments to their workplace: a place to sit, access to water, more frequent bathroom breaks. But all too often, employers in New York deny those accommodations, jeopardizing women’s health. WEA would require employers to make reasonable accommodations for pregnant workers.

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New York’s abortion law was passed three years before Roe v. Wade and doesn’t adequately protect women’s health as required by federal law. WEA would align New York’s abortion law with federal law and state medical practice, to ensure that women’s health is front and center when a provider delivers care.

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