[Jim from C-Town]

Still more reasons to never hire a woman.

[Amendment10]

"Paid maternity leave and sick days, a higher minimum wage, and pay equity legislation ..."

With the exception of the federal entities indicated in the Constitution's Clauses 16 & 17 of Section 8 of Article I as examples, entities under the exclusive legislative control of Congress, the states have never delgated to Congress, via the Constitution, the specific power to regulate any of these intrastate issues. The states uniquely have the 10th Amendment-protected power to address these issues.

So it must be an election year, corrupt federal politicians once again dangling the carrot of constitutionally indefensible campain promises in front of low-information voters, voter who have never been taught about the federal government's constitutionally limited powers.

[Vaduz]

Higher taxes to ensue someone has to pay for it.

[JRandomFreeper]

the United States is the only industrialized nation without a federal law providing workers access to paid maternity leave

We're also one of the few nations without a federal law requiring a photo id to vote....

/johnny

[KarlInOhio]

Congress Flirts

Every time Congress flirts with something, we and the Constitution are the ones who get (@(@#*#@(.

[dfwgator]

Don’t have to worry about maternity leave for offshored employees.

[Secret Agent Man]

i guess obama thinks too many women are employed.

[B4Ranch]

What about the existing Family and Medical Leave Act?

Overview

The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:

Twelve workweeks of leave in a 12-month period for:
the birth of a child and to care for the newborn child within one year of birth;
the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
to care for the employee’s spouse, child, or parent who has a serious health condition;
a serious health condition that makes the employee unable to perform the essential functions of his or her job;
any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or

Twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

Key News

The U.S. Department of Labor’s Wage and Hour Division published a Final Rule to implement statutory amendments to the Family and Medical Leave Act of 1993 (FMLA).