Donald Trump has signed a bill revoking the 2014 fair pay and safe workplaces order that was put in place by Obama to ensure equal pay for women, and to guard against sexual harassment in the workplace. Now, companies will once again be able to pay women less and sexually harass them, all why sweeping it under the rug. The new bill will help them keep sexual harassment claims out of the public light. I have to say I didn't expect much less from a man who just grabs women by the pussy whenever he feels like it without asking.
Good to know. I'll be sure to only hire females, so I can pay them less and sexually harass them. Now that it's legal of course.
A couple clarifications: --The revocation of the 2014 executive order actually occurred on March 27th; it's just being brought to light by the media today, because of "equal pay day". --The order that was revoked only applied to the awarding of federal contracts to companies that did or did not comply with laws that already existed. It does not make it legal to discriminate or sexually harass. That said, I don't understand the value of revoking the EO. Makes no sense to me.
Greg Weinstein: [during Seth's orientation] Now there's two rules you have to remember as a trainee, number one, we don't pitch the bitch here. Seth Davis: What? Greg Weinstein: We don't sell stock to women. I don't care who it is, we don't do it. Nancy Sinatra calls, you tell her you're sorry. They're a constant pain in the ass and you're never going to hear the end of it alright? They're going to call you every fucking day wanting to know why the stock is dropping and God forbid the stock should go up, you're going to hear from them every fucking 15 minutes. It's just not worth it, don't pitch the bitch.
Another EO revoked by this champion of working America is one that prohibited federal contracts going to companies that committed wage theft.
http://www.jdsupra.com/legalnews/trump-nixes-so-called-blacklisting-96136/ On Monday, March 27, President Trump issued an Executive Order revoking President Obama’s Executive Order 13673, Fair Pay & Safe Workplaces, a/k/a “Blacklisting” Rule. The bulk of the Rule had already been enjoined by a Texas federal district court on October 24, 2016, just hours before it was slated to go into effect; however, the injunction did not affect the “paycheck transparency” requirements that went into effect January 1, 2017. President Trump also took care of that issue by instructing federal agencies to rescind any rules, regulations, or guidance implementing or enforcing EO 13673, and signed the Congressional Review Act resolution (H.J. Res. 37) invaliding the 2016 FAR provisions implementing EO 13673. The move was not unanticipated, following on the heels of a 49-48 Senate vote earlier this month in favor of H.J. Res. 37. The federal contractor community is relieved by the move - among other things, EO 13673 would have required federal contractors to disclose “administrative merits determinations, arbitral awards or decisions, or civil judgments,” for 14 federal laws and their state equivalents when bidding on a new or renewed contract worth at least $500,000, along with “an opportunity to disclose” corrective actions, including but not limited to non-fault agreements entered into with enforcement agencies. Such disclosures would have to be updated every six months and contractors would also be required to collect such information from qualifying subcontractors. The rule also would have restricted contractors’ ability to require the use of mandatory arbitration agreements for employees and independent contractors concerning Title VII claims and other torts/claims relating to sex discrimination and sexual harassment. Even though the “paycheck transparency” portion of the rule has now been wiped out, contractors are reminded that they continue to have similar “transparency” obligations under the Service Contract Act, plus they remain subject to the “pay transparency” amendments to Executive Order 11246 (relating to affirmative action for minorities and females), that is, federal contractors and subcontractors may not fire or discriminate against employees for discussing, disclosing, or inquiring about their own pay or that of their co-workers. The rule also protects pay discussions by job applicants and requires a mandatory posting. And of course, the NLRB takes the same position with respect to all employers, not just federal contractors.
Federal Court Rules Employers Can't Fire People for Being Gay http://www.lambdalegal.org/blog/201...oyers-cant-discriminate-against-gay-employees
