Women's Equality of Earnings-State Service-where is the Law?

NYS Legislature has sat on the introduction measures of required NYS Legislation that specifically needs to be introduced for me as a Fellow Public NYS Officer because the collective bargaining aspects within Public Service requires it. NYS introduces broad based employer and employee rights laws; you can find public information on what the responsibilities are for each side at NYS Attorney General's website and on other State Agencies that have oversight of employee rights. The Maryann Maltese Law is the catalyst for change needed within NYS Employment and Male State Legislators in my area are still avoiding introduction. A woman has never been a State Elected in Western Suffolk-for over 60 years the area has been Represented in NYS by Men.

My employment situation requires Legislation relief because NYS as my Employer has not followed through on their Employer requirements within collective bargaining. Patronage staff and Union staff have similar tenure rights within State Civil Service-and I'm vested. At the 10 year mark of Tiered employment I met the requirements of State Civil Service to have oversight of my employee rights which are Priority 1 when we as Employees receive approval for Unpaid leave. Most of us understand; the Employer approved unpaid leave; at the point of return to duty-an employment position is required to be offered at some point anywhere in NYS Service. NYS for 6 Sessions has not followed through with required Employment Reinstatement. I asked. There are 250 State Legislator Offices and a number of Regional Legislative State Office Buildings throughout NYS-that an Employee of my nature can be reinstated too. The fact that NYS as the Employer is in violation of non-reinstatement alone-warrants a Bill Introduction effective immediately for Maryann Maltese granting me retroactive corrective earnings-and the Employer's responsibility to add to my retirement account. How convenient NYS has left a Female NYS Public Employee out of service-why again-so NYS isn't required to add their REQUIRED percentages to my future retirement. That's a Breach-can every one relate?

Why is this important; quite simply-I'm being discriminated against as a Female Employee who stood right next to my Male Colleagues and performed the functions of the duty of office and not once did I ask for preferential treatment as a Woman-from 1994-2013. Non-introduction of my Bill is a breach by fellow NYS Legislators as Agents of the Employer-as the Gateway of NYS Policy Makers-(this is their role); and not introducing my retroactive corrective earnings to meet the Equality of Earnings aspects (the same hourly wage as required by Law) is a continued violation by the Employer. That alone is justification for immediate legislative relief-because the Unpaid Leave status is left intentional without offering me required Severance of service-as tenure requires. By State Legislators not taking my 30 day notice in March 2020 as the Notice; they again are in Employment Violation of my rights to the "Same" correction of earnings and required retirement rights. This practice sends the continued message that Women State Legislative Public Officers employment is not valued as worthy service and consideration is severed by the Employer. That again is an Employment Violation and frowned upon by Federal Rules of Employment and Federal Equality Rights.

Additionally in 1991-I too; was the Victim of Sexual Assault as an Intern-the worse breach imaginable by an Employer-2 Male Legislators believing they had the the right to kiss and fondle me without my permission Inside Albany as their go-to; that I would be discharged from the Scholar Program if I didn't. Well that was a Huge NO on my part and as an Academic-NYS Assembly and the Educational Institution has oversight of me.

I didn't allow this to deter me from my calling-policy creation which I have been a part of for another 19 years. I believe in the NYS Constitution so should ever other State Legislative Policy Maker in the Region as they are Agents to ensure that if the Employer intentionally defaults on the Agreed Collective Bargaining aspects-then Implied aspects of my rights as NYS Public Employee of entitled retroactive corrective earnings Legislative Bill introduction-is REQUIRED. Perhaps the areas elected have COVID 19.

In 2019; NYS enacted Women's Equality-but the law did not provide Procedural Process for the NYS Legislature to proceed; and NYS as the Public Employer who is in violation with Maryann Maltese's Employment Tenure-has not taken the Required Employer role, by contacting me that the Law passed and that I should submit a form. Instead-they are sitting on what is required-stalling on my personal resolve-on behalf of the Women's Movement. My employment fact pattern along with aspects of the acknowledged employment practices we draft "correcting" has not occurred in 15 months-sending the message that Women's Rights are still not in effect in NYS-employer continued violation.

I'm fellow NYS Public Office-I performed my Duty; I upheld the NYS Constitution every day; I did not permit my own personal matter (Victim) to cloud my judgement in or during my service-that's the toughest of the toughest in Female State Legislative Service. Heading back into enemy territory, and upholding other's rights. by education and knowledge that these Employment Practices will not be tolerated. Females in NYS Public Service-We don't have a slogan like the Police may-but we definitely need one. The enactment of the Maryann Maltese Law after 30 years 1991-2021; gives Women's Equality the foundational roots the State Law needs-it places a face on the Law and grants other victims their need base resolve. The Maryann Maltese Law is necessary because I didn't settle-I'm holding NYS accountable every day for their Intentional Acts and that law passage secures Women's Earnings Equality Rights in State Statutory Law. Now the Courts will have a State Statuary law to work from; as case law in private settlements are not always referred to in other Employment Discrimination Cases-where complaints are filed within State Supreme.

Suffolk County has systematic female discriminatory practices in place when it comes to introducing Legislation within NYS for our Rightful earnings. Do you agree? I placed my Local State Elected's on notice and instead of embracing the matter as Mutuals-they have chosen to keep the hostile work environment in place-which are grounds for JCOPE violations as we Are Fellows. If that is founded-it's grounds for immediate Explosion within Service . Another aspect understand is that if the Private Sector Employer going forward conducts private hate crimes against the NYS Public Officer-that is grounds of sanctions. The Oath of Fellow Public Officers is to Fellow Public Officers first-just like active service men and service women; then the general public. By the Local State Elected's (Brown, Stern, P.Ramos, Gaughran) not introducing as Agents of the NYS Legislature they are preventing Justice of Earnings Equality to resonate for Maryann Maltese as reflective of Women of NYS. Prior and Previous Victim claims must be adhered too; even if Criminal sanctions are not founded-doesn't mean the Victims right to civil relief or issuance (their employment benefits and required compensations within human Discrimination violations in employment be resolved). S6301 was introduced this Session before my Bill-demonstrating once again that Male Public Employment Matters to assist them with Violations of their Employment supersede a Women's Public Employment matter. Therefore; 2019 Equality Law isn't impactual-NYS as the Employer is stalling and the Local Legislators (Stern, P.Ramos, Brown, Gaughran) are avoiding Bill introduction directly for me. The face to a law so that Legislators get the message is much better Practices- and not just rhetoric written in Local Papers praising themselves for what they deem they have done to support the cause-anti-sexual bill introductions. Again-as I'm a victim too; Legislative employment relief by Bill Introduction is required and my preferred measure of a Statewide Apology.

Maryann Maltese; 30 Year Master in Political Processes; holding a BA in Political Sciences from Queens College, NYC UFT Scholar; holding 2 additional Business Licenses (Real Estate Associate); attended Boces Western Suffolk-Northport Campus. I'm seeking statewide office 2022-not another Public Servant with factual need base Public Employer legislation introduction will be delayed once I'm the Elected. I do not play Party Politics with Fellow Employment matters-that is JCOPE violation.

Join me today and every day advocating for the introduction-immediate enactment of the Maryann Maltese Law. You can reach me at Maryann.maltese@bhgliving.com for comments or concerns.