Women's Equality and Retroactive Corrective Earnings LAW

The Maryann Maltese Law introduced and enacted immediately-that's what can be done. Why-because it advances Earnings Equality for Women in State Public Service who have carried out their duty and sets the example going forward ensuring that Women in State Public Service receive their required earnings.

Maryann Maltese, a former NYS Public Officer of the New York State Legislature was issued earnings during her 19 years of tenure at discriminatory based earnings levels. What we deem market rate earnings of Service was not provided to me as a Fellow Public Officer. In NYS Public Service issuing earnings is required to be the "same" by intentionally eliminating my earnings equality aspects while performing at the top of my duty-is the foundational reasoning to introduce retroactive corrective earnings immediately. I'm the catalyst case for changes needed and by NYS as the largest Public Employer not adhering to National or State Standards of universal equality of earnings for the Same duty and work requirements Male Peers receive sets the bar low for Women now and in future generations. I don't deserve that-or any other Female State legislative staff who provided Same Duty in service-but that is what has occurred.

For 14 months; within 2 Legislative Sessions; I as one of them; seeking policy introductions to change the methodology and procedural processes in How NYS Public Employer had undervalued-underestimated earnings for Women. In my 19 years of service-I held myself accountable for my performance within duty-working 2x harder and receiving 2x less earnings; while holding State Industry Record Standards of 74% Communications Approval standards amongst my fellow Peers. It's unjustified reasoning for NYS as the At Will Employer to inflict their rights of continuing to undervalue the hourly earnings levels for Women advancing within Public Service Careers. Patronage Employment Positions (At Will-Non-Union Careers) still operate and receive promotional increases by IMPLIED standards of promotional increases Union State Public Staff receives.

For 19 years-I worked Full Time and not Per Diem, not Part-Time, Not-Seasonal-Session Employment, but Full Time-with Full Employment Required Benefits of Service-however; NYS treated me as insignificant. By silence in bill introductions to correct past ills of Employment; it's allowing and permitting State Legislators to undermine and undervalue my employment contributions to the People Of New York State. That method of discrimination between the Sexes within NYS Public Employment is still the normal 30 years later. Change occurs NOW-and it begins with the introduction of the Maryann Maltese Law; a law granting me retroactive corrective earnings for NYS's discriminatory based decisions of intentional Low Ball Earnings (sweatshop oriented) with full reinstated rights to retirement replenishment based on State Requirements of the Employer to do so. By NYS continuing to keep me in an Unpaid Leave Status unethically-this permits the Employer to avoid required deposit of their required percentage into my already formed Retirement Fund. This process is unethical Employer Procedures; a Low-Ball Move by NYS Law Makers past and present because they don't have to abide by the Collective Bargaining Terms of employment. NYS with this Go-to Employment Process undercuts, undermines primarily Female Staffers employment contributions. Again-I worked Full Time. The Maryann Maltese Law-this Legislative Bill Introduction amends NYS's position and By Present Law Makers of the 2021 Class not facilitating, ignoring, asking for unethical Police Profiling-they are further delaying implementation aspects of Women's Equality of Earnings within At Will Employer Employment-within NYS Public Service. Just because NYS implemented Equality Law in 2019-doesn't mean that Employer has corrected Violations-the Employer has not reached out to Victims of NYS to issue earnings-that procedural aspect (the Maryann Maltese Law) is NOT in Place-presently granting the Employer-additional time to avoid required monetary distributions to Victims-IE Maryann Maltese.

When NYS Civil Servants reach Tenure of Service-that is Promotional Advancing-that means I held my Oath, performed duties required and advanced the Policy making decisions within NYS-but NYS has not followed through on issuance of retroactive corrective earnings for my already provided service; 1994-2013. What has occurred is NYS as the Employer not keeping their Promise to me as a Female Employee of NYS Legislature; instead of following common rules of promotional standards-they have decided to draw the Line/the wedge between the employment services I provided-drawing discriminatory distinction between my work as a Woman and my Male Colleagues. These Men, I worked along side of equally- I have great respect for-they earned 2x the amount I did-and we Advanced together in service-it's unjustified to Pay Males more in Public Service for the same roles/duties performed-as the services I provided are the same. The 10 year Rule of Service is applied to all Public Officers within Tier 4; whether You are an Employee of the Majority or Minority Houses-this rule is a protective measure for the Employee because when Leaderships changes hands; it ensures that the promises by the Employer to the Employee is protected. Majority and Minority Staff not facilitating Bill Introductions are in Violation of their Oaths of Offices as in Service- when the request asked of them pertains to fellow employment-there is no distinction-seeing one or taking steps to violate that parameter is grounds for immediate explosion in public service.

In my 19 years of service-I never once order Police request to carry out a profiling mission if peaceful exchange in communication was agreed upon regarding employment measures; especially if the meeting scheduled was and is for Employment Corrective matters requested. Leaderships-Legislators Change Hands-but tenure of service, employee duty and required introductions in policy for that Employee is universally required and protected-otherwise State law makers are in the wrong employment position. The Public Officer Oath between legislator-staff is to Fellows First (Majority/Minority staffers are the same)-then to the general public and aspects pertaining to active or inactive service is required to be heard by present Legislators no matter if that Employee is from Majority or Minority Staff-as that parameter can change annually. Because if there isn't this Oath-then a revolution would take impact with physical harm potential high-and why would any tenured staff due retirement risk that for an insubordinate? It's a perfect question for inexperienced staff or Legislator.

The Maryann Maltese Law which is required to be introduced corrects multiple violations of Public Service Employment law; it recognizes Female State Legislative Staffers as Equals in Salary ranges and promotional advancement; it requires that education be Required by the Employer so that Employees understand their rights within the collective bargaining exchange; it requires NYS to set up an Agency to counsel and offer guidance; and where other violations exist including (Sexual Assault or Sexual harassment noted) it requires the Employer to assess the situation and where employer compensations are required facilities that requirement. In 1991-I was the victim of Legislator Sexual Assault; I did not permit that to deter me from my own Goals- A career in policy. I have 19 years of Public Service Successes beyond-and the fact that State Legislators have sat on their hands of non-introduction retroactive corrective earnings for me as a Mutual Professional is absurd and is Employer Violation-when this is the Process for All Public Officers, Public Employees of NYS and this arrogance by those who are outside Counsel and hold Elective Offices demonstrates that in Suffolk County; Female NYS Public Officers are systematically being discriminated against. The divide in Suffolk runs deep; and changes occur when Women Earners like Maryann Maltese; receive the required Employment Justice deserved. By Legislators tabling this-they are stalling on Changes required. For over 60 years in western Suffolk-Male State Legislators have voted Against Women Rights-including Earnings Equality. My tenure-requires retroactive corrective earnings amending language no matter what the present state legislators position is on Equality-we are Fellows-in insisting non-introduction-violates my Employee rights-further driving a Wedge.

I have every intention of seeking Statewide offices in 2022-because no personal apology can solve this-but Legislation introduction is the Employer/Employee required Public Sector Process. Trust by me as a Fellow Public Officer was offered 2x in Public Service-why Present Elected's in Statewide offices have not facilitated a Bill introduction based on my Tenure of Service to correct injustices is unauthorized-employer violations at the Top of the Sphere of Influence. At the 10 year Mark in Service-the At will Employer is required to offer Severance if the Employer chooses to end the employment. By NYS not reinstating me after agreeing to an Unpaid Leave for 8 years-demonstrates that NYS is in serious violations of employee rights under the law. Our process is Legislative relief that can be introduced by any of the 250 State Legislators in New York State-by not doing so-the Employer is avoiding professional resolve. No employer; not private or public sector is permitted to avoid urgent employment matters.

Join me today-in voicing your opinion on my Legislative Introduction; Do you believe that Female NYS Public Officers are entitled to equal earnings in service? If the answer is yes; then the introduction of the Maryann Maltese Law is required immediately.

Maryann Maltese; is a 30 year Master of Political Systems State and Federal, a licensed Real Estate Associate with Better Homes and Gardens-Atlantic Shores and has a Business license within the Beauty Industry. You can reach maryann; maryann.maltese@bhgliving.com