This is a common theme in Republican administrations dating back to presidents Richard Nixon and Ronald Reagan. What you do is you break the government, make it very hard for the government to function, and then you loudly announce that the government can’t do anything.
Department of Labor and Related Agencies
• Disclaim power to enter into consent decrees. EEOC should disclaim power to enter into consent decrees that require employer actions that it could not require under the laws it enforces.
• Reorient enforcement priorities. EEOC should reorient its enforcement priorities toward claims of failure to accommodate disability, religion, and pregnancy (but not abortion).
Refocusing Labor Regulation on the Good of the Family. The DEI revolution in labor affected not only the administrative state, but it has also targeted much of the private sector. Owing to the combination of regulatory pressure and eager human resources offices in the private sector, much of American labor and employment policy has become institutionally oriented toward “woke” goals. Retracting regulations that support this revolution is a good first step, but more is needed. We must replace “woke” nonsense with a healthy vision of the role of labor policy in our society, starting with the American family.
• Allow workers to accumulate paid time off. Lower- and middle-income workers are more likely be in jobs that are subject to overtime laws that require employers to pay time-and-a-half for working more than 40 hours a week.
• Congress should enact the Working Families Flexibility Act. The Working Families Flexibility Act would allow employees in the private sector the ability to choose between receiving time-and-a-half pay or accumulating time-and-a-half paid time off (a choice that many public sector workers already have). For example, if an individual worked two hours of overtime every week for a year, he or she could accumulate four weeks of paid time off to use for paid family leave, vacation, or any reason.
• Congress should incentivize on-site childcare. Across the spectrum of professionalized childcare options, on-site care puts the least stress on the parent-child bond.
• Congress should amend the Fair Labor Standards Act (FLSA) to clarify that an employer’s expenses in providing on-site childcare are not part of an employee’s regular rate of pay.
• DOL should commit to honest study of the challenges for women in the world of professional work. The Women’s Bureau at DOL tends towards a politicized research and engagement agenda that puts predetermined conclusions ahead of empirical study.
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