Women’s Health Homework
· Students please go to http://www.womenshealthmatters.ca/
1. Smokers who want to quit at http://www.womenshealthmatters.ca/resources/show_res.cfm?ID=44036
2. Sleep apnea at http://www.womenshealthmatters.ca/resources/show_res.cfm?ID=44030
3. Mindful eating at http://www.womenshealthmatters.ca/resources/show_res.cfm?ID=44028
4. Polycystic Ovary Syndrome at http://www.womenshealthmatters.ca/resources/show_res.cfm?ID=44027
5. High Blood Pressure at http://www.womenshealthmatters.ca/resources/show_res.cfm?ID=44024
6. Heart Disease at http://www.womenshealthmatters.ca/resources/show_res.cfm?ID=44023
7. Menopause at http://www.womenshealthmatters.ca/resources/show_res.cfm?ID=44018
8. Promoting Pap Tests for Queer Women and Trans Men at http://www.womenshealthmatters.ca/resources/show_res.cfm?id=44012
9. Domestic Abuse look out at http://www.womenshealthmatters.ca/resources/show_res.cfm?ID=44006
10. Why men matter preventing abuse against women at http://www.womenshealthmatters.ca/resources/show_res.cfm?ID=44001
Instructions-
· Please read one feature article from the above list.
· Discuss main points
· Discuss any possible recommendations or solutions given in the article
· Share the information with someone you think needs to hear this message: Give name, age and relationship to you.
· Discuss your observations about sharing this information-
· This exercise should take one page
· Post your assignment on our blog
Wednesday, June 16, 2010
Sunday, June 13, 2010
Gender-based wage disparities
In seeking to rectify gender-based wage disparities, faculty rely mainly on two federal laws: the Equal Pay Act (EPA) and Title VII of the Civil Rights Act. Executive Order 11246, which President Lyndon Johnson issued in 1965, also prohibits discrimination by federal contractors, which includes many colleges and universities. In addition, many states and some localities have antidiscrimination laws and "baby" EPAs.
The EPA bars gender discrimination in wages, requiring equal pay for equal or "substantially similar" work in public and private institutions. To establish a claim, a professor must prove that a university or college pays a higher salary to a colleague of the opposite sex for performing work that is, as the U.S. Supreme Court has explained, equal in "skill, effort, and responsibility, and which [is] performed under similar working conditions." At the same time, the law allows for salary differences between women and men based on a number of "affirmative defenses," including merit, seniority, and factors "other than sex."
Title VII protects individuals from discrimination by an employer, including most colleges and universities, on the basis of sex, race, color, national origin, or religion. The law specifically prohibits discrimination "against any individual with respect to his compensation . . . because of such individual’s . . . sex." The U.S. Supreme Court has explained that Title VII bars "not only overt discrimination, but also practices that are fair in form, but discriminatory in operation." The Bennett Amendment to Title VII incorporates the EPA’s affirmative defenses into Title VII’s prohibition against wage discrimination based on gender.
Recent litigation brought under these laws has highlighted the challenges involved in achieving salary equity in higher education. To whom, for example, is an allegedly underpaid female professor to compare herself? What is the proper role of market forces in setting salaries? Can merit-pay and promotion systems be "infected" with gender discrimination? Are public colleges and universities "immune" from claims by individual professors under federal antidiscrimination laws? When might "reverse discrimination" claims by male professors lead to salary-equity adjustments?
The EPA bars gender discrimination in wages, requiring equal pay for equal or "substantially similar" work in public and private institutions. To establish a claim, a professor must prove that a university or college pays a higher salary to a colleague of the opposite sex for performing work that is, as the U.S. Supreme Court has explained, equal in "skill, effort, and responsibility, and which [is] performed under similar working conditions." At the same time, the law allows for salary differences between women and men based on a number of "affirmative defenses," including merit, seniority, and factors "other than sex."
Title VII protects individuals from discrimination by an employer, including most colleges and universities, on the basis of sex, race, color, national origin, or religion. The law specifically prohibits discrimination "against any individual with respect to his compensation . . . because of such individual’s . . . sex." The U.S. Supreme Court has explained that Title VII bars "not only overt discrimination, but also practices that are fair in form, but discriminatory in operation." The Bennett Amendment to Title VII incorporates the EPA’s affirmative defenses into Title VII’s prohibition against wage discrimination based on gender.
Recent litigation brought under these laws has highlighted the challenges involved in achieving salary equity in higher education. To whom, for example, is an allegedly underpaid female professor to compare herself? What is the proper role of market forces in setting salaries? Can merit-pay and promotion systems be "infected" with gender discrimination? Are public colleges and universities "immune" from claims by individual professors under federal antidiscrimination laws? When might "reverse discrimination" claims by male professors lead to salary-equity adjustments?
Wednesday, June 9, 2010
READING for Equal Opportunity Guest Speaker
Class,
Please read this Ms. magazine article dealing with the Health Care Bill.
Tuesday, June 8, 2010
Alternative News Analysis for the week of May 27
Please post here if you did not send me an email. Thanks.
MASTER plan google document link
Here is the link to the new MASTER plan document.
https://docs.google.com/document/edit?id=14WEH1aZiiFR3XQEJqLM6yFDrsV_ZRvvZVv-cb0B_8Fo&hl=en
https://docs.google.com/document/edit?id=14WEH1aZiiFR3XQEJqLM6yFDrsV_ZRvvZVv-cb0B_8Fo&hl=en
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