by: the Common Constitutionalist
The hits just keep on coming. By the hits, I mean the hits to our wallets, our privacy and liberty. This time it is the Equal Employment Opportunity Commission (EEOC) who has been charged by president Obama to collect all employers pay data to assure that the “War on Women” does not continue unabated.
I’m not sure that this latest governmental abridgment of our freedom is merely an election year stunt to assist Hillary who has been hammering pay inequality on the campaign trail, or just another step to total government control of the private sector? Maybe it’s both? You know – two birds – one stone.
I don’t mean to make light of this. It is a serious issue – much more than terrorism, our crumbling military, crippling debt, runaway spending, Obamacare, rampant unemployment and illegal immigration.
No, the supposed pay gap between men and women is a serious issue and one that demands the President’s full attention. I mean, first women were denied birth control and now this. When will indentured servitude end?! Thanks to our president – soon.
Through the EEOC, Obama’s White House “wants private companies to submit salary data to the federal government in an effort to further reduce the pay gap between men and women.” Yes, you did read that correctly and you can replace the word “want” with “demand.”
You see, women have been oppressed for far too long. When “The One” took office, women were only paid 77 cents for every dollar that was paid a dude. Now 7 years on, they claim that very little progress has been made. The figure is only up to 79 cents. This is unacceptable.
So on the “seventh anniversary of the Lilly Ledbetter Fair Pay Act, which was the first bill President Obama signed into law in 2009 making it easier for women to bring lawsuits for pay discrimination,” the White House is proposing that “all companies with more than 100 employees would be required to submit summary pay data each year.” Again, you may replace the word “proposing” with “demanding.”
You remember Lilly Ledbetter, the woman who worked for Goodyear Tire & Rubber Company from 1979 to 1998. After she retired she discovered that for years on the job she had suffered from “hidden discrimination.” That’s where one is discriminated against without their knowledge. Huh? Exactly.
Yet in her 1998 discrimination lawsuit she testified that she did know she was being paid less than her male counterparts by 1992, but waited for years to file a suit. By then “the supervisor whose decisions formed the main basis for her pay discrimination claim was dead.” She was beyond the Statute of Limitations for this case, as this “period exists precisely to prevent the injustice inherent in situations where a plaintiff ‘sleeps’ on his or her rights for years.”
It wasn’t until after the proceedings had ended that she changed her story to “hidden discrimination.” And this is the politically advantageous lie that stuck – that she didn’t know until after she had retired. And that’s what the democrats have been running with all these years.
In 2014, feminist hack and Washington Post reporter, Ruth Marcus, once again advanced the Ledbetter lie that by, “company policy banning the sharing of salary information — she did not know she was being paid less than male counterparts; by the time she realized and filed suit, according to the Supreme Court, the statute of limitations was up,” although it’s doubtful Marcus even knows the truth, as she probably did zero research of the case.
I’d like to say, “What right has any employee to know to the pay of another,” but in this day and age, I know that is just an antiquated notion.
So here we are, faced with yet another unconstitutional regulation, presented by an unconstitutional authority, the EEOC, which only “needs to go through a number of administrative hurdles.” One of these “hurdles” is to seek public input on the rule, which they may then wholly disregard. It’s called going through the motions so it appears they care what the little people think.
This new regulation is the next step toward government mandated pay scales, where they will decide what private sector employers pay their employees. Welcome to the USSA.