By Carrie Lukas, Sabrina Schaeffer
The Left has accused supporters of constrained govt of waging a “War on Women.” In Liberty is not any battle on girls, Lukas and Schaeffer take this cost aside. They exhibit that liberals’ recipe for ever-bigger executive backfires on ladies via eroding chance and actual monetary safety, and clarify how returning strength to the folks is the true key to women’s freedom. As Lukas and Schaeffer finish, the “War on ladies” rhetoric is essentially insulting to self sufficient ladies and will be soundly rejected through all americans.
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And historically that has often been the case: Private-sector unions won important protections for workers, not only fair pay but also important safety measures. But too often critics on the Left have tried to pain public sector unions as a needed counterweight to big business. But nothing could be further from the truth. These unions representing office administrators, teachers, police, and firemen, for instance, are large, with huge coffers, and tremendous political muscle. In the private sector, legitimate negotiations take place between employers and union representatives who have competing interests.
However, as this section argues, women pay a high price for this government overreach and should reject those who would expand government in their name. Government's Intervention into the Workplace A key line of argument in the War on Women campaign is that our workplaces are inherently sexist and fail to properly compensate women, and therefore government action is required. Proposed government interventions include making it easier for women to sue for discrimination (such as through the Paycheck Fairness Act), greater government oversight of pay decisions, and mandating that compensation packages include benefits (paid sick leave and parental leave, for example) that are disproportionately used by women.
Businesses facing higher legal ~~is No War on Women • .. 39 costs have to rebalance the budgets and find new ways to reduce their exposure to potentially bankrupting litigation. One way that employers could move to shield companies from liability under this uncertain, new legal regime is to adopt more rigid, one-size-fits-all compensation practices. Employees could no longer expect bonuses or raises for exemplary performance, even though this would discourage hard work and lead to lower productivity.