Bobby Scott

Mr. SCOTT of Virginia

Mr. SCOTT of Virginia. Mr. Speaker, I thank the gentleman from Illinois for his hard work on this amendment and on the bill itself. He has been a leader on helping older workers avoid discrimination. This amendment offered by the gentleman from Illinois and cosponsored by the gentlewoman from Maine (Ms. Pingree), would provide further information on how many women are adversely affected by age discrimination as a motivating factor in the workplace, as well as provide best practices to combat gender and age discrimination. These practices will help support older women who may face multiple kinds of discrimination. Mr. Speaker, I thank my colleague for offering the amendment, and I also want to thank him for his distinguished leadership on the underlying legislation.

Mr. SCOTT of Virginia

Mr. SCOTT of Virginia. Madam Speaker, I rise to recognize the service of Jordan Barab who served as the senior health and safety advisor to the Education & Labor Committee after serving in senior positions in the Occupational Safety and Health Administration (OSHA) in two different Administrations. When Jordan announced his retirement from the Committee, Members of the Committee expressed deep appreciation for the expertise he imparted to the U.S. House of Representatives, especially when we were confronted with the spread of COVID-19. Jordan's experience working to enhance protections for healthcare workers during the H1N1 flu epidemic--when he led the Occupational Safety and Health Administration as the Acting Assistant Secretary of Labor for Occupational Safety and Health during the Obama Administration--informed his counsel to the Committee and Congress to have OSHA develop an Emergency Temporary Standard to protect workers during the COVID-19 pandemic. That expertise was also helpful to the Commonwealth of Virginia which became the first state to develop its own emergency temporary standard to protect workers from COVID-19. As a result, other states had a model with which to follow suit. Jordan also worked with Representative Joe Courtney (CT) to advance legislation requiring health care and social service employers to implement plans to prevent workplace violence in the House-passed bipartisan Workplace Violence Prevention for Health Care and Social Service Workers Act (H.R. 1195). He made sure that public employees in states without OSHA protections received workplace violence protections through Medicare. He also worked with Representative Judy Chu (CA) on legislation to provide OSHA protections for workers from heat stress. Over the decades, Jordan has been at the forefront of our nation's efforts to make sure workers come home safely from their job every day. He was a key leader in efforts to seek stronger worker protections regarding bloodborne pathogens, tuberculosis, and ergonomic hazards. Jordan also worked for five years to develop safety recommendations to prevent catastrophic chemical accidents at the Chemical Safety and Hazard Investigations Board (CSB), as well as nearly two decades as Assistant Director of Research for Health and Safety with the American Federation of State Municipal and County Employees (AFSCME). In his earlier work with the Committee, under the leadership of Chairman George Miller (CA), Jordan focused on legislation to prevent combustible dust fires and explosions--an issue brought into sharp focus following the 2008 dust explosion which killed 14 and left over 40 injured at a sugar refinery in Port Wentworth, Georgia. Jordan was the lead staffer into the investigations and legislation to prevent the obliteration of workers' lungs from the inhalation of a flavoring chemical used in popcorn called diacetyl. Jordan also examined the underreporting of injuries and illnesses, a practice that undermines effective workplace safety. Jordan's dedication to the safety of workers has spanned across the Committee, OSHA, CSB, AFSCME and the labor movement. There is no question that there are many workers who avoided injury or illness because of workplace safety improvements that came about because of Jordan's work. He remains a trusted advisor--and may not easily escape our inquiries when we have questions. On behalf of workers, their families, and the people of the country, I thank Jordan Barab for his service to the public and lasting contribution to workplace safety.

Mr. SCOTT of Virginia

Mr. SCOTT of Virginia. Mr. Speaker, I have one last speaker, and I reserve the balance of my time.

Mr. SCOTT of Virginia. Mr. Speaker, pursuant to House Resolution 380, I call up the bill (H.R. 1065) to eliminate discrimination and promote women's health and economic security by ensuring reasonable workplace accommodations for workers whose ability to perform the functions of a job are limited by pregnancy, childbirth, or a related medical condition, and ask for its immediate consideration.

Mr. SCOTT of Virginia. Mr. Speaker, I yield 1\1/4\ minutes to the gentlewoman from Florida (Ms. Wasserman Schultz).

Mr. SCOTT of Virginia. Mr. Speaker, I ask unanimous consent that all Members have 5 legislative days in which to revise and extend their remarks and insert extraneous material on H.R. 1065, the Pregnant Workers Fairness Act.

Mr. SCOTT of Virginia. Mr. Speaker, I yield myself such time as I may consume. Mr. Speaker, I rise in support of H.R. 1065, the Pregnant Workers Fairness Act introduced by Representatives Nadler and Katko. It is unacceptable that, in 2021, pregnant workers can still be denied basic workplace accommodations that help them stay healthy during their pregnancy. These accommodations, from providing seating and water to excusing pregnant workers from heavy lifting, are not complex or costly. But without these protections, too many workers are forced to either leave their jobs or put their health and the health of their pregnancy at risk. We can and must do better to ensure that no worker in this country is forced to choose between financial security and a healthy pregnancy. The Pregnant Workers Fairness Act would finally establish a right to reasonable accommodations to all pregnant workers, and it would guarantee that pregnant workers can seek those accommodations without facing discrimination or retaliation. Last Congress, 226 House Democrats and 103 Republicans came together to pass this legislation by a margin of 329-73. I hope we can come together again this year and finally deliver this bipartisan priority to our Nation's workers. Mr. Speaker, I urge strong support for the Pregnant Workers Fairness Act, and I reserve the balance of my time. House of Representatives, Committee on House Administration, Washington, DC, March 24, 2021. Hon. Robert C. ``Bobby'' Scott, Chairman, Committee on Education and Labor, House of Representatives, Washington, DC. Dear Chairman Scott: I am writing to you concerning H.R. 1065, the Pregnant Workers Fairness Act. There are certain provisions in the legislation which fall within the Rule X jurisdiction of the Committee on House Administration. In the interest of permitting your committee to proceed expeditiously to floor consideration, the Committee on House Administration agrees to forego action on the bill. This is done with the understanding that the Committee on House Administration's jurisdictional interests over this and similar legislation are in no way diminished or altered. In addition, the Committee reserves its right to seek conferees on any provisions within its jurisdiction which are considered in a House-Senate conference and requests your support if such a request is made. I would appreciate your response confirming this understanding with respect to H.R. 1065 and ask that a copy of our exchange of letters on this matter be included in your committee report on the bill and in the Congressional Record during consideration of the bill on the House floor. Sincerely, Zoe Lofgren, Chairperson.

Mr. SCOTT of Virginia. Mr. Speaker, I yield 2 minutes to the gentlewoman from Oregon (Ms. Bonamici), the chair of the Civil Rights and Human Services Subcommittee.

Mr. SCOTT of Virginia. Mr. Speaker, I yield such time as she may consume to the gentlewoman from New Mexico (Ms. Leger Fernandez), a member of the Committee on Education and Labor.

Mr. SCOTT of Virginia. Mr. Speaker, I yield 1 minute to the gentlewoman from Georgia (Mrs. McBath), a member of the Education and Labor Committee.

Mr. SCOTT of Virginia. Mr. Speaker, I yield 2 minutes to the gentlewoman from Texas (Ms. Jackson Lee).

Mr. SCOTT of Virginia. Mr. Speaker, I yield 4 minutes to the gentleman from New York (Mr. Katko), the lead cosponsor of this legislation.

Mr. SCOTT of Virginia. Mr. Speaker, I yield 1\1/4\ minutes to the gentleman from Nebraska (Mr. Fortenberry).

Mr. SCOTT of Virginia. Mr. Speaker, I yield myself 15 seconds to briefly respond to the fact that, first of all, this only applies to those employers with 15 workers or more. Furthermore, the Religious Freedom Restoration Act and First Amendment still apply. It is hard to imagine any religious objection to giving a pregnant worker water or an extra bathroom break, and there haven't been any complaints to the EEOC about the failure to do that. At this time I yield 1 minute to the gentlewoman from Illinois (Ms. Schakowsky).

Mr. SCOTT of Virginia. Mr. Speaker, I yield 1 minute to the gentlewoman from Michigan (Ms. Stevens), a member of the Committee on Education and Labor.

Mr. SCOTT of Virginia. Mr. Speaker, I yield 5 minutes to the gentleman from New York (Mr. Nadler), the chair of the House Judiciary Committee and sponsor of the legislation.

Mr. SCOTT of Virginia. Mr. Speaker, I yield the gentleman an additional 30 seconds.

Mr. SCOTT of Virginia. Mr. Speaker, I include in the Record a letter from dozens of religious organizations, including the Catholic Labor Network, Jewish Women International, National Council of Churches, Union for Reform Judaism, and United Church of Christ, Justice and Witness Ministries in support of the legislation as it is. Dear Representative: On behalf of the undersigned religious and faith-based organizations representing a diversity of faith traditions and communities across the nation, we write today in support of healthy workplace environments and conditions for pregnant workers. We urge you to pass the Pregnant Workers Fairness Act (H.R. 1065). People of faith across the ideological spectrum understand that prioritizing the health and safety of pregnant workers should not be a partisan issue. The Pregnant Workers Fairness Act would ensure that pregnant workers can continue safely working to support their families during a pregnancy. The bill requires employers to make the same sort of accommodations for pregnant workers as are already in place for workers with disabilities. Our faith traditions affirm the dignity of pregnant individuals and the moral imperative of ensuring their safety. We also affirm the dignity of work and the obligation to treat workers justly. It is immoral for an employer to force a worker to choose between a healthy pregnancy and earning a living. By passing the bipartisan Pregnant Workers Fairness Act (H.R. 1065), Congress will ensure that workers who are pregnant will be treated fairly in the workforce and can continue earning income to support themselves and their families. Efforts to distract from the central goal of ensuring pregnant workers can maintain their health and the health of their pregnancies by inserting unnecessary, harmful, and politically divisive language into this bill undermines our obligation to protect pregnant workers across our country. While many pregnant individuals continue working throughout their pregnancies without incident, there are instances when minor accommodations are necessary at the workplace to ensure the safety of the expecting mother and the baby. All too often, requests for simple workplace accommodations like a stool to sit, a water bottle, or a bathroom break are denied. Within the COVID-19 context, such critical accommodations might include proper protective equipment, telework, or staggered work schedules that offer employees commute times which avoid crowded public transportation and increased exposure. Currently, pregnant workers may continue to work without necessary accommodations because they fear losing their jobs and need the income, thus endangering their health or the health of their pregnancy. Without these protections, it is not uncommon for pregnant workers to be let go or forced out onto unpaid leave for requesting accommodations. Many others must quit their job to avoid risking the health of their pregnancy. Passing the Pregnant Workers Fairness Act is a moral and economic imperative; two-thirds of women who had their first child between 2006 and 2008, the last year for which data is available, worked during pregnancy, and 88 percent of these first-time mothers worked into their last trimester. Keeping these women healthy and in the workforce is paramount to family economic security. In 2020, 77.5 percent of mothers with children under age 6 worked full time, and that number goes up to 81.2 percent for employed mothers with children ages 6 to 17. Millions of families rely on their earnings. In 2019, the last year for which data is available, 41 percent of mothers were the sole or primary breadwinners in their families, while 24.8 percent of mothers were co-breadwinners. Whole families suffer when pregnant workers are forced out of a job. The undersigned religious and faith-based groups are united in support of the Pregnant Workers Fairness Act. We strongly urge you to vote for the Pregnant Workers Fairness Act. Sincerely, the undersigned: Ameinu, Arizona Jews for Justice, Aytzim: Ecological Judaism, Bend the Arc: Jewish Action, Catholic Labor Network, Church World Service, Columban Center for Advocacy and Outreach, Congregation of Our Lady of Charity of the Good Shepherd, U.S. Provinces, Faith Action Network, Faith Action Network--Washington State. Franciscan Action Network, Friends Committee on National Legislation, Jewish Alliance for Law and Social Action, Jewish Family & Children's Service of Greater Boston, Jewish Women International, Justice Revival, Keshet, Leadership Conference of Women Religious, National Advocacy Center of the Sisters of the Good Shepherd, National Coalition Against Domestic Violence. National Council of Churches, National Council of Jewish Women, NETWORK Lobby for Catholic Social Justice, Network of Jewish Human Service Agencies, Pax Christi USA, T'ruah: The Rabbinic Call for Human Rights, Union for Reform Judaism, United Church of Christ, Justice and Witness Ministries, Uri L'Tzedek.

Mr. SCOTT of Virginia. Mr. Speaker, I yield 1 minute to the gentleman from Texas (Mr. Green).

Mr. SCOTT of Virginia. Mr. Speaker, lastly, I thank Chairman Nadler and Congressman Katko for their leadership on this important legislation. Mr. Speaker, I urge a ``yes'' vote, and I reserve the balance of my time.

Mr. SCOTT of Virginia. Mr. Speaker, could you advise as to how much time is remaining on both sides?

Mr. SCOTT of Virginia. Mr. Speaker, I yield 1 minute to the gentleman from Maryland (Mr. Hoyer), the majority leader of the United States House of Representatives.

Mr. SCOTT of Virginia. Mr. Speaker, I yield 1 minute to the gentleman from Tennessee (Mr. Cohen), the chair of the Subcommittee on the Constitution, Civil Rights, and Civil Liberties of the Judiciary Committee.

Mr. SCOTT of Virginia. Mr. Speaker, how much time do I have remaining?

Mr. SCOTT of Virginia. Mr. Speaker, I yield myself 4\1/2\ minutes. Mr. Speaker, the Pregnant Workers Fairness Act is based on the simple idea that no one in this country should have to choose between financial security and a healthy pregnancy. This concept of fairness for pregnant workers is precisely why both Democrats and Republicans came together to pass the Pregnant Workers Fairness Act in the last Congress. Let's be clear. Reasonable protections for workers are nothing new in our Nation's workplaces. Employers already have several decades of experience providing reasonable accommodations for workers with disabilities under the Americans with Disabilities Act. We have heard about the fact that it doesn't include a religious exemption. Well, the Religious Freedom Restoration Act still applies. The First Amendment still applies. But there is no reason to give a wholesale exemption to religious organizations, because what are you exempting them from? Providing water for pregnant workers, giving a bathroom break to a pregnant worker, is that what they need an exemption from? We need to make sure that those accommodations are available to all pregnant women who are working and that organizations with at least 15 workers are guaranteeing protections for pregnant workers in Federal law. By doing that, this bill will eliminate the confusing patchwork of State and local workplace standards that workers and employers are currently forced to navigate. This legislation has broad support across the political spectrum and our communities. In a recent nationwide survey, 89 percent of voters say they support the Pregnant Workers Fairness Act. Labor unions; civil rights groups, as we have heard; and the business community, including the Chamber of Commerce, have all endorsed this proposal as it is. It is imperative that we finally guarantee pregnant workers access to reasonable workplace accommodations. Mr. Speaker, I include in the Record a letter signed by over 250 organizations in support of H.R. 1065, the Pregnant Workers Fairness Act. May 11, 2021. Re Pregnant Workers Fairness Act. Dear Member of Congress: As organizations committed to promoting the health and economic security of our nation's families, we urge you to support the Pregnant Workers Fairness Act, a crucial maternal and infant health measure. This bipartisan legislation promotes healthy pregnancies and economic security for pregnant workers and their families and strengthens the economy. In the last few decades, there has been a dramatic demographic shift in the workforce. Not only do women now make up almost half of the workforce, but there are more pregnant workers than ever before and they are working later into their pregnancies. The simple reality is that some pregnant workers--especially those in physically demanding jobs--will have a medical need for a temporary job-related accommodation in order to maintain a healthy pregnancy. Yet, too often, instead of providing pregnant workers with an accommodation, employers will fire or push them onto unpaid leave, depriving them of a paycheck and health insurance at a time when it may be most needed. Additionally, discrimination affects pregnant workers across race and ethnicity, but women of color and immigrants may be at particular risk. Latinas, Black women and immigrant women are more likely to hold certain inflexible and physically demanding jobs that can present specific challenges for pregnant workers, such as cashiers, home health aides, food service workers, and cleaners, making reasonable accommodations on the job even more important, and loss of wages and health insurance due to pregnancy discrimination especially challenging. American families and the American economy depend on women's income: we cannot afford to force pregnant workers out of work. In 2015, in Young v. United Parcel Service, the Supreme Court held that a failure to make accommodations for pregnant workers with medical needs will sometimes violate the Pregnancy Discrimination Act of 1978 (PDA). Yet, even after Young, pregnant workers are still not getting the accommodations they need to stay safe and healthy on the job and employers lack clarity as to their obligations under the law. The Pregnant Workers Fairness Act will provide a clear, predictable rule: employers must provide reasonable accommodations for limitations arising out of pregnancy, childbirth, or related medical conditions, unless this would pose an undue hardship. The Pregnant Workers Fairness Act is modeled after the Americans with Disabilities Act (ADA) and offers employers and employees a familiar reasonable accommodation framework to follow. Under the ADA, workers with disabilities enjoy clear statutory protections and need not prove how other employees are treated in order to obtain necessary accommodations. Pregnant workers deserve the same clarity and streamlined process and should not have to ascertain how their employer treats others in order to understand their own accommodation rights, as the Supreme Court's ruling currently requires. Evidence from states and cities that have adopted laws similar to the Pregnant Workers Fairness Act suggests that providing this clarity reduces lawsuits and, most importantly, helps ensure that workers can obtain necessary reasonable accommodations in a timely manner, which keeps pregnant workers healthy and earning an income when they need it most. Workers should not have to choose between providing for their family and maintaining a healthy pregnancy, and the Pregnant Workers Fairness Act would ensure that all those working for covered employers would be protected. The need for the Pregnant Workers Fairness Act is recognized across ideological and partisan lines. Thirty states and D.C. have adopted pregnant worker fairness measures with broad, and often unanimous, bipartisan support. Twenty-five of those laws have passed within the last seven years. These states include: Alaska, California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Kentucky, Louisiana, Maryland, Maine, Massachusetts, Minnesota, Nebraska, New Mexico, Nevada, New Jersey, New York, North Carolina, North Dakota, Oregon, Rhode Island, South Carolina, Tennessee, Texas, Utah, West Virginia, Vermont, Virginia, and Washington. Lawmakers have concluded that accommodating pregnant workers who need it is a measured approach grounded in family values and basic fairness. The Pregnant Workers Fairness Act is necessary because it promotes long-term economic security and workplace fairness. When accommodations allow pregnant workers to continue to work, they can maintain income and seniority, while forced leave sets new parents back with lost wages and missed advancement opportunities. When pregnant workers are fired, not only do they and their families lose critical income, but they must fight extra hard to re-enter a job market that is especially brutal on those who are pregnant and unemployed. The Pregnant Workers Fairness Act is vital because it supports healthy pregnancies. The choice between risking a job and risking the health of a pregnancy is one no one should have to make. Pregnant workers who cannot perform some aspects of their usual duties without risking their own health or the health of their pregnancy, but whose families cannot afford to lose their income, may continue working under dangerous conditions. There are health consequences to pushing pregnant workers out of the workforce as well. Stress from job loss can increase the risk of having a premature baby and/or a baby with low birth weight. In addition, if workers are not forced to use their leave during pregnancy, they may have more leave available to take following childbirth, which in turn facilitates lactation, bonding with and caring for a new child, and recovering from childbirth. For all of these reasons, we urge you to support the Pregnant Workers Fairness Act. We also welcome the opportunity to provide you with additional information. Sincerely, A Better Balance, American Civil Liberties Union, National Partnership for Women & Families, National Women's Law Center, 1,000 Days, 2020 Mom, 9to5, ACTION OHIO Coalition For Battered Women, Advocates for Youth, AFL-CIO, African American Ministers In Action, Alaska Breastfeeding Coalition, Alianza Nacional de Campesinas, All-Options, Academy of Nutrition and Dietetics, American Academy of Pediatrics, American Association of University, Women (AAUW), American Association of University, Women (AAUW) Indianapolis, American College of Obstetricians and Gynecologists, American Federation of State, County and Municipal Employees. American Federation of Teachers, American Public Health Association, AnitaB.org, Asian Pacific American Labor Alliance, AFL-CIO, Association of Farmworker Opportunity Programs, Association of Maternal & Child Health Programs, Association of State Public Health Nutritionists, Autistic Self Advocacy Network, Baby Cafe USA, Beaufort-Jasper-Hampton Comprehensive Health Services, Black Mamas Matter Alliance, Black Women's Roundtable, Bazelon Center for Mental Health Law, Bloom, Baby! Birthing Services, Bread For the World. Breastfeeding Coalition of Delaware, Breastfeeding Family Friendly Communities, Breastfeeding Hawaii, BreastfeedLA, Building Pathways, Inc, California Breastfeeding Coalition, California WIC Association, California Work & Family Coalition, California Women's Law Center, Casa de Esperanza: National Latina@ Network for Healthy Families and Communities, Center for American Progress, Center for Law and Social Policy (CLASP), Center for LGBTQ Economic, Advancement & Research, Center for Parental Leave Leadership, Center for Public Justice, Center for Reproductive Rights, Chosen Vessels Midwifery Services, Church World Service, Clearinghouse on Women's Issues, CLUW. Coalition for Restaurant Safety & Health, Coalition of Labor Union Women (CLUW), Coalition on Human Needs, Congregation of Our Lady of Charity of the Good Shepherd, U.S. Provinces, Connecticut Women's Education and Legal Fund (CWEALF), DC Dorothy Day Catholic Worker, Disability Rights Education & Defense Fund, Disciples Center for Public Witness, Economic Policy Institute, Equality Ohio, Equal Pay Today, Equal Rights Advocates, Every Texan, Every Mother, Inc., Family Equality, Family Values @ Work, Farmworker Justice, Feminist Majority Foundation, First Focus Campaign for Children. Futures Without Violence, Gender Equality Law Center, Gender Justice, Grandmothers for Reproductive Rights (GRR!), Hadassah, The Women's Zionist, Organization of America, Inc., Hawai`i Children's Action Network Speaks!, Health Care For America Now, Healthier Moms and Babies, Healthy Children Project, Inc., Healthy and Free Tennessee, Healthy Mothers, Healthy Babies Coalition of Georgia, HealthyWomen, Hispanic Federation, Hoosier Action, Human Rights Watch, ICNA CSJ, In Our Own Voice: National Black Women's Reproductive Justice Agenda, Indiana Chapter of the American Academy of Pediatrics, Indiana Institute for Working Families. Indianapolis Urban League, Institute for Women's Policy Research, Interfaith Workers Justice, Justice for Migrant Women, Kansas Action for Children, Kansas Breastfeeding Coalition, KWH Law Center for Social Justice and Change, La Leche League Alliance, La Leche League USA, LatinoJustice PRLDEF, LCLAA, Legal Aid at Work, Legal Momentum, The Women's Legal Defense and Education Fund, Legal Voice, Mabel Wadsworth Center, Main Street Alliance, Maine Women's Lobby, Make It Work Nevada, Mana, A National Latina Organization. March of Dimes, Maternal Mental Health Leadership Alliance, MCCOY (Marion County Commission on Youth), Methodist Federation for Social Action, Michigan Breastfeeding Network, Michigan League for Public Policy, Midwives Alliance of Hawaii, Minus 9 to 5, Mississippi Black Women's Roundtable, Mom Congress, MomsRising, Monroe County NOW, Mother Hubbard's Cupboard, Mothering Justice, Mother's Own Milk Matters, MS Black Women's Roundtable & MS, Women's Economic Security Initiative, NAACP, NARAL Pro-Choice America, National Advocacy Center of the Sisters of the Good Shepherd, National Asian Pacific American Women's Forum (NAPAWF). National Association of Pediatric Nurse Practitioners, National Association of Social Workers, National Association of Social Workers NH Chapter, National Advocates for Pregnant Women, National Birth Equity Collaborative, National Center for Law and Economic Justice, National Center for Lesbian Rights, National Center for Parent Leadership, Advocacy, and Community Empowerment (National PLACE), National Coalition for the Homeless, National Coalition of 100 Black Women, Inc., Central Ohio Chapter, National Coalition Against Domestic Violence, National Consumers League, National Council for Occupational Safety and Health (National COSH). National Council of Jewish Women, National Council of Jewish Women Cleveland, National Council of Jewish Women (NCJW), Atlanta Section, National Domestic Workers Alliance, National Education Association, National Employment Law Project, National Employment Lawyers Association, National Health Law Program, National Hispanic Council on Aging, National Network to End Domestic Violence, National Organization for Women, National Urban League, National WIC Association, National Women's Health Network, NETWORK Lobby for Catholic Social Justice, New Jersey Breastfeeding Coalition, New Jersey Citizen Action, New Jersey Time to Care Coalition. New Mexico Breastfeeding Task Force, New Working Majority, North Carolina Justice Center, Northwest Arkansas Breastfeeding Coalition, Nurse-Family Partnership, Nutrition First, Ohio Alliance to End Sexual Violence, Ohio Coalition for Labor Union Women, Ohio Domestic Violence Network, Ohio Federation of Teachers, Ohio Religious Coalition for Reproductive Choice, Ohio Women's Alliance, Oxfam America, Paid Leave For All, Partnership for America's Children, Peirce Consulting LLC, Philadelphia Coalition of Labor Union, Women Philly CLUW, Philadelphia NOW Education Fund, Philaposh, Physicians for Reproductive Health, Planned Parenthood Federation of America. PL+US: Paid Leave for the United States, Poder Latinx, Pontikes Law LLC, PowHer New York, Pray First Mission Ministries, Pretty Mama Breastfeeding, LLC, Prevent Child Abuse NC, Public Advocacy for Kids (PAK), Restaurant Opportunities Center United, RESULTS, RESULTS DC/MD, Shriver Center on Poverty Law, SisterReach, SPAN Parent Advocacy Network (SPAN), Solutions for Breastfeeding, Speaking of Birth, Southwest Women's Law Center, The International Union, United Automobile, Aerospace and Agricultural Implement Workers of America (UAW), The Leadership Conference on Civil and Human Rights, The Little Timmy Project, The National Domestic Violence Hotline, The Ohio Women's Public Policy Network, The Women and Girls Foundation of Southwest Pennsylvania, The Women's Law Center of Maryland, The Zonta Club of Greater Queens, TIME'S UP Now, U.S. Breastfeeding Committee, Ujima Inc: The National Center on Violence Against Women in the Black Community, UltraViolet, Union for Reform Judaism, United Church of Christ Justice and Witness Ministries, United Electrical, Radio and Machine Workers of America (UE), United Food and Commercial Workers International Union (UFCW), United Spinal Association, United State of Women, United Steelworkers, United Today, Stronger Tomorrow. Universal Health Care Action Network of Ohio, VA NOW, Inc., Virginia Breastfeeding Advisory Committee, Virginia Breastfeeding Coalition, Voices for Progress, Wabanaki Women's Coalition, We All Rise, West Virginia Breastfeeding Alliance, Western Kansas Birthkeeping, William E. Morris Institute for Justice (Arizona), Women and Girls Foundation of Southwest Pennsylvania, Women Employed, Women of Reform Judaism, Women's Fund of Greater Chattanooga. Women's Fund of Rhode Island, Women's Law Project, Women's March, Women's Media Center, Women's Rights and Empowerment Network, Women4Change, Workplace Fairness, Workplace Justice Project at Loyola Law Clinic, Worksafe, WV Breastfeeding Alliance, WV Perinatal Partnership, Inc., YWCA Dayton, YWCA Greater Cincinnati, YWCA Mahoning Valley, YWCA McLean County, YWCA Northwestern Illinois, YWCA USA, YWCA of the University of Illinois, ZERO TO THREE.