Standards on Women's Equality Must be Implemented-How and Why?

Maryannn Maltese, a tenured NYS Legislative Employee with close to 20 years experiences within State Senate and State Assembly is an employee due Corrective Retroactive earnings from her Employer-the Legislature-because Issuance of Employment Contracts did not meet fairness standards of employment earnings.

Until the Legislature corrects issues inside the Legislature with their Acknowledged treatment of women staff-what is considered Acknowledgement-not words-but full Earnings issued to the women who can demonstrate strong work ethic and held same responsibilities while in service with Male colleagues. Maryann Maltese is one of these good standing female employees whose 19 year tenured work ethics compliments the intent within Women's Agenda Budgets passed between 2014-2019-whereas NYS enacted Wage Gap Law to support and reenforce that Public Employers (Such as the Legislature) is accountable for discriminatory employment business procedures. Discriminatory measures-not only includes Women who may or may not have Sexual harassment Claims-but Women in Supervisor-Management Employment Roles and Advanced within Titles-or Employment Responsibilities-but accrual promotional standards were not included within Employment Contracts have Valid Employment Claims. Women are being brain washed in a sense-where we're out there screaming I'll work harder-take on more responsibilities-but the Employer is intentionally blinding themselves to issuances of what industry standards consider "the norm" of earnings. That intentional arrogance must stop.

NYS implementation of Earnings Equality Law begins with the NYS Legislature issuing outstanding earnings to the women who have employment claims-because the Employer undermined their Work Performance's. It's Female State Legislative Staff Members-not unionized while in service-silenced by our Oath as Public Officers-Like Men Public Officers-hoping that if we Took on that additional Duty of Service-then Brass-or Leaders would "Acknowledged" their employment contributions and "Issue adjusted corrective retroactive earnings". That is the Part of the 2018 Women's Wage Gap aspects missing from intent-it's postpone issuance-Male Employees with Employment Claims-have Never waited for the Financial Adjusted Issuance as Women are presently doing.

A Key factor for all of as Public Officers with Tenureship in Tiers 3 and 4 primarily impacted-if we take Unpaid Family Leave-the Legislature with myself has not reinstated me-an Ethics Violation, Violation of Family Leave Act, A Violation of Public Officers Law and is in violation of State Civil Service Rules of law-that encourage reinstatement aspects. I have been on "leave" for 6 Legislative Sessions-unethically-because Reinstatement as Central Staff requires NYS to provide and approve Employment any where within NYS. As that is the Factual pattern of employment abuse-it supports the intent within Wage Gap Law and NYS as a result Must introduce Actuary Issuance of retroactive corrective earnings to me and any other Employee approved on Leave whose employment records warrant reinstatement.

Many of as State Legislative Staff-toss our hats in Election Races-I did without Suffolk County Democratic Parties Endorsement in 2020-a Question you should ask the Committee why they decided not to endorse-but the results of that Election DOES NOT grant NYS Legislature from their Employment Obligations to me. What does that Mean-that means politics is never permitted in State Legislative Offices-that includes District Offices of State Legislative Members. As I live within the 12th State Assembly District and the 5th State Senate District; when a Fellow State Legislative Employee enters the office-that is the point of contact notifying the State Legislature there is an employment matter that requires their time to address. If they negate from assistance-then why are they State Policy makers? My Employment services past and at present are not political services. My 19 years of service is within NYS Legislature Central Offices ensuring that Services to People within their Districts flows as required by State Law. The State Legislative Workforce-and State Union Workforce is a huge consitutency-we declare the Vote and we also step forward-and advise when Injustices occurs.

This Session-2021-Women of NYS-Employees in the Workforce we deserve Equality as a Class at Large. With that being said; the Maryann Maltese Equality of Earnings law-as between 1994-2013, I was one of only a Few Females in Downstate Regional Management Roles-providing Chief of Staff Services and Communications Functions (working 2x hard) earning 50-60% less than Male's with similar employment requirements. NOW (New Opportunities for Women)-the passage and implementation of the Maltese Equality of Earnings Law-provides the "adjusted corrective earnings" reflective of discriminatory employment contracts previously issued-and with that-Equality for Women-actually takes Impact in NYS. In past Sessions-Women's Equality has not Implemented-not Enacted in NYS-and because of that Earnings Equality or Fairness within Present Employment Contracts is not the LAW-in NYS. Permitting employers-Such as NYS Legislature to be Lax in their requirement to implement employment contracts based on Equality (that's full time and per diem employment contracts) or as some refer to as Fairness employment Contracts (because as a Part-time Employer-standards of equality are not REQUIRED).

Join me in encouraging the 2021 State Legislature to Pass not only the 11th Amendment-finally implementation of Equality-but the Maryann Maltese Earnings Equality Law because-NYS can not longer use Legislation Bill Choice Number 1 (11th Amendment) as a Pawn in budget negotiations. The Past Budgets of NYS-Legislators exclude Women's Equality of Earnings-to Maintain funding for Pro-Choice. No more that thought Function-Women should never be placed in position that NYS has the right to Negotiate my right to Earnings over Choice-these are 2 separate Women's Concerns-but in State Budget Negotiations the trend has been let's put the money to Pro-Choice items-vs. ensuring that Women's Equality as a Whole is Enacted-that includes Earnings.

The formula has been the above for years within the NYS-and Women concede on Earnings to ensure that Matters over our Bodies remains intact. The Maryann Maltese Equality of Earnings law requires the Legislature a Public Employer to ensure that Earnings Equality DOESN'T fall victim to Women in NYS needing to pick one right over the other. If women aren't equal in NYS-and Employers aren't required to provide Employment Contracts based on Equality-then Women are accepting Legislators decisions to provide Pro-Choice-as the highlight of the Women's Agenda of NYS. That is essence what is the Historical trend in NYS.

I say No More-NYS Legislature as one of these Public Employers-must not sacrifice the Right of Women to Earning Equal Wages-and then our other Rights are stabilized.

Maryann Maltese, is Political Scientist Scholar-33 years of Experiences within State and Federal Legislatures. Contact State Legislators and Governor Andrew Cuomo to ensure that Maryann Maltese Equality of Earnings Law is included within the State Budget this Session-and not pushed to the side again. You can leave comments on this page-or reach me @ Maryannmaltese1000@gmail.com