Tag: paid

  • High-profile comedians paid handsomely to not offend Saudi royals at Riyadh comedy fest

    High-profile comedians paid handsomely to not offend Saudi royals at Riyadh comedy fest

    Last year, FIRE launched the Free Speech Dispatch, a regular series covering new and continuing censorship trends and challenges around the world. Our goal is to help readers better understand the global context of free expression. Want to make sure you don’t miss an update? Sign up for our newsletter.


    Saudi government takes short break from jailing and torturing critics to host Riyadh Comedy Fest

    Comedy’s greatest asset is its ability to use just laughter to take the powerful down a peg. But what took place in Saudi Arabia earlier this month wasn’t so funny.

    Over 50 well-known comedians including Bill Burr, Kevin Hart, and Dave Chappelle all performed in recent weeks at the Riyadh Comedy Festival, despite criticism from some fellow comics who were also invited — and offered large sums to perform — but said no. One of those comedians, Atsuko Okatsuka, shared a reason why she chose to reject the offer: It came with very restrictive strings attached.

    A contract Okatsuka posted on social media said participants couldn’t make jokes that degrade, embarrass, or ridicule the Kingdom of Saudi Arabia, its leadership and public figures, “the Saudi royal family and legal system,” and “any religion” or “religious figure.”

    Saudi Arabia’s General Entertainment Authority certainly looks to have enforced the rules. Two comedians were dropped from the lineup after making comments about how they were still willing to accept the money despite the country’s extensive human rights violations, because in doing so they acknowledged said violations. That’s a no-no. Jim Jefferies was cut after saying on a podcast, “One reporter was killed by the government — unfortunate, but not a fucking hill that I’m gonna die on.” Similarly, Tim Dillon, while on a podcast responding to critics of his participation, was removed for the comment, “So what if they have slaves, they’re paying me enough to look the other way.”

    And even though Saudi Arabia has tortured and imprisoned government critics — including American citizens — and brutally executed journalist Jamal Khashoggi just for engaging in the kind of speech that these comedians were paid handsomely to avoid, some of the performers are still singing the praises of the event. Burr said the “royals loved the show” (the one at which they were contractually exempt from mockery) and “to their credit,” they negotiated the speech restrictions down to “Don’t make fun of royals [and] religion.”

    Chappelle, too, said on stage that “in America, they say that if you talk about Charlie Kirk, that you’ll get canceled,” and that it’s “easier to talk here than it is in America.” Chappelle isn’t wrong that comments about Kirk in the aftermath of his assassination led to a disturbing trend of firings and punishments across the country bolstered by threats and demands from lawmakers, one FIRE is working to combat. And he’s right to be worried about the state of free speech in the United States. I certainly am.

    No, canceling Chappelle is not a ‘win for free speech’

    If we don’t push back against this trend, our society may soon find itself with fewer artists willing to push boundaries and fewer outlets for authentic artistic expression.


    Read More

    But I’d encourage Chappelle, who made a significant amount of money directly from the government which he was forbidden to criticize at his show, to speak to the country’s journalists, apostates, women’s rights activists, writers, and teachers about his assertion that Saudi Arabia is a freer place to speak. That might be difficult, though, since so many have been imprisoned or even executed by authorities.

    UK judge backs ‘right to offend’ in reversal of Quran burning conviction

    In one of the more disturbing free speech stories of this summer, I wrote in June about a Westminster Magistrates’ Court guilty finding against asylum seeker Hamit Coskun for publicly burning a Quran in London. Most alarming was the judge’s justification for the religiously aggravated public order offense conviction. The “disorderly” nature of Coskun’s protest, he asserted, “is no better illustrated than by the fact that it led to serious public disorder involving him being assaulted by two different people.” Not great.

    But this month, his conviction was overturned, a much-needed win both for Coskun and for the UK’s flailing speech rights. Justice Joel Nathan Bennathan said that, though Quran burning is deeply offensive to many, free expression “must include the right to express views that offend, shock or disturb.”

    In Quran burning conviction, UK judge uses violence against defendant as evidence of his guilt

    UK judge cites violence against Quran-burning protester as proof of his guilt, Brazil sentences comedian to over eight years for telling jokes, and France targets porn.


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    Dropped Graham Linehan case may signal UK policing shift

    And Graham Linehan — the target of a high-profile arrest at Heathrow Airport for a series of posts on X, including one where he said if “a trans-identified male is in a female-only space…call the cops, and if all else fails, punch him in the balls” — says he’s now in the clear. Linehan, a comedy writer, wrote on X that “police have informed my lawyers that I face no further action in respect of the arrest at Heathrow in September,” but he intends to pursue legal action for wrongful arrest.

    There’s more: In the wake of the dropped charges against Linehan, the UK’s Metropolitan Police said they “will no longer investigate non-crime hate incidents” to “provide clearer direction for officers, reduce ambiguity and enable them to focus on matters that meet the threshold for criminal investigations.”

    Other speech news out of the UK hasn’t been so rosy

    • Imgur is no longer available in the UK after the company decided to block users in the country from its services following a threat of fines from the Information Commissioner’s Office. But the ICO says that’s not the end of the story. “We have been clear that exiting the UK does not allow an organisation to avoid responsibility for any prior infringement of data protection law, and our investigation remains ongoing,” interim executive director Tim Capel warned.
    • The UK is still trying to undermine Apple’s encryption, despite some reports that the government backed off this summer. The UK Home Office is reportedly pushing yet again for access to UK Apple users’ iCloud backups.
    • Anti-abortion activist Rose Docherty was arrested late last month for violating Scotland’s Safe Access Zones Act by holding a sign that read “Coercion is a crime, here to talk, only if you want” outside Queen Elizabeth University Hospital. This is Docherty’s second arrest under the law. She received a warning after the first.
    • It’s unclear if he will ultimately be charged, but a North Yorkshire blogger and activist was arrested last month under the UK’s Public Order Act for allegedly stirring racial hatred on social media. Police visited his home, and then took him in for questioning late at night, for posting on X an image of the Palestinian flag overlaid with the message, “F-ck Palestine. F-ck Hamas. F-ck Islam. Want to protest? F-ck off to Muslim country & protest.”
    • An Oxford student was arrested and suspended from his university for comments he made at a rally in London this month. Metropolitan Police arrested him for inciting racial hatred for sharing a chant he said he had been workshopping: “Gaza, Gaza make us proud, put the Zios in the ground.”
    • Mass arrests of protesters against the ban on activist group Palestine Action continue. In the first weekend of this month alone, nearly 500 protesters were taken in for “supporting a proscribed organisation.” This is how far the crackdown has extended: A man who held up a magazine cover with reporting about the arrests of people holding up “I oppose genocide. I support Palestine Action.” signs was also arrested on the same charges under the Terrorism Act 2000. And a woman claims she was arrested in London for holding up a sign that doesn’t express support for the group but instead said, “I do not support the proscription of Palestine Action.”
    • Restrictions on protests over the Palestine Action ban are likely to grow. Home Secretary Shabana Mahmood announced that police will be given broadened authority to take into account the “cumulative impact of frequent protests” when placing conditions on demonstrations. Mahmood said the right to protest “must be balanced with the freedom of their neighbors to live their lives without fear.”
    • And that’s not all. Prime Minister Keir Starmer suggested Mahmood will “look more broadly at what other powers are available,” specifically “in relation to some of the chants that are going on at some of these protests.” Starmer is presumably referring to chants of “From the river to the sea, Palestine will be free,” which have been criminalized in some nations.

    Tunisia sentenced a man, now pardoned, to death for criticizing the president

    Censorship doesn’t get more extreme than this: A Tunisian court sentenced a man to die this month, just for Facebook posts about President Kais Saied. He was released after pressure from human rights groups secured a presidential pardon from Saied, but the initial sentence alone is deeply shocking. And it will no doubt be a warning to other government critics within Tunisia that severe punishment may await them — but whether they can count on a pardon is less certain.

    AI-altered horror, a campaign against negativity, and more censorship news out of China

    • A film censorship first? Cuts and deletions from movies and other media to gain approval for release in China are certainly nothing new, but this may be: the likely use of AI to change the content of a film. The depiction of a same-sex wedding in horror movie Together, featuring Dave Franco and Alison Brie, was edited so that one of the two men being married was altered into a woman. To its credit, the film’s global distributor Neon said it “does not approve” of the Chinese distributor’s changes and “demanded they cease distributing this altered version.”
    • Cui Jianchun, from the Hong Kong office of China’s foreign ministry, met with new U.S. Consul General to Hong Kong and Macau Julie Eadeh to scold her for associating with pro-democracy activists and provide a list of “four don’ts.” She was warned “not to meet people she ‘shouldn’t meet with,’ not to collude with ‘anti-China forces,’ not to assist or fund activities that might undermine the city’s stability and not to interfere with national security cases in Hong Kong.”
    • China’s Cyberspace Administration is warning social media platforms: Limit negative posts, or else. It’s part of a new campaign from the government to crack down on online comments that “excessively exaggerate negative and pessimistic sentiments.” High on the list of targets will be posts, primarily from the country’s youth, expressing dour feelings about their present and future prospects.

    China’s censorship goes global — from secret police stations to video games

    2025 is off to a repressive start, from secret police stations in New York to persecution in Russia, Kenya, and more.


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    • Journalist Zhang Zhan, already jailed once for her early reporting on what would become the Covid-19 pandemic, has been sentenced to four years in prison for “picking quarrels and provoking trouble,” a charge commonly used to punish government critics. Her newest conviction is based on her human rights activism.
    • A massive leak has shed light on the workings of China’s Great Firewall, including its disturbing spread to other nations. The files show that Chinese tech company Geedge Networks “has provided entire network censorship and surveillance systems to internet service providers in countries including Myanmar, Pakistan, Kazakhstan, and Ethiopia, as well as some unnamed countries, essentially replicating China’s model of digital authoritarianism on a global scale.”
    • Exiled Hong Kong activist Nathan Law was not permitted entry to Singapore, a rejection he says is politically motivated. In a statement, a spokesperson for Singapore’s government “noted that Hong Kong police have issued a warrant for Law’s arrest under the city’s National Security Law.”

    Blasphemy can be a matter of life and death

    Moroccan feminist Ibtissame Lachgar found no relief this month against the blasphemy charge against her, and her 30-month sentence was upheld despite her lawyers’ objections that imprisonment would put her at risk of amputation because of her cancer diagnosis. Lachgar had posted a photo of herself wearing an “Allah is lesbian” shirt with the caption that “like any religious ideology,” Islam is “fascist, phallocratic and misogynistic.” Prosecutors aren’t satisfied with the current sentence and are pushing for an even longer jail term, citing the “spiritual well-being of Moroccans.”

    Apurbo Pal, a student at Bangladesh’s North South University, was taken by police after a mob violently assaulted him over viral Facebook posts accusing him of “insulting the Quran.” Pal had to be taken to the hospital, and he is likely to face charges.

    And in Nigeria, home to both some of the worst mob violence against and aggressive prosecutions of blasphemers, the Supreme Court is hearing the appeal of musician Yahaya Sharif-Aminu, originally sentenced to death for sharing blasphemous lyrics in a WhatsApp group. Advocates are closely watching the case, as the decision could be significant — for good or ill. A lawyer for the Kano State government, which is pursuing the charges against Sharif-Aminu, said he “made blasphemous statements against the Holy Prophet, which the government of Kano State will not condone” and if the lower court’s ruling is upheld, “we will execute him publicly.”

    Thai police arrest Australian writer over Malaysian government’s defamation claims

    Australian scholar, writer, and Thailand resident Murray Hunter is alleging transnational repression after his arrest at Suvarnabhumi Airport in Bangkok. Thai authorities detained him on defamation charges that Hunter says originate from the Malaysian government. Case documents viewed by the Associated Press identified the Malaysian Communications and Multimedia Commission “as the victim in the case but said the complainant was a person staying at a hotel in Bangkok whom it did not name.” He spent a night in prison and must appear in court next month. Hunter warned, “If this can happen to me, any journalists now, where a body in another country makes a complaint against them to the Thai police, could have the same consequences and be picked off a flight and put in a lockup.”

    The latest in tech and media

    • Australia’s eSafety Commissioner, the online safety regulator FIRE has covered before, ordered X and Meta to take down three videos depicting killings or face severe fines. Platforms that fail to take the videos — which show the stabbing of Iryna Zarutska in North Carolina, Charlie Kirk’s assassination, and the beheading of a man in Dallas — face “threats of fines of $825,000 per day for each offending post.”
    • The Karnataka High Court rejected X’s legal challenge against the Indian government’s use of a central online tool to order content takedowns, one X called a “censorship portal.” The judge ruling in the case defended the portal, calling it a “public good,” and said social media sites can’t be “left in a state of anarchic freedom.”
    • The Turkish Radio and Television Supreme Council is on the hunt to defend what it deems “family values,” and streaming services are paying the price. Streamers including Netflix, Disney+, Prime Video, and more were issued fines for offering films that allegedly “promote homosexuality,” “disregard family values,” and “conflict with the shared values of society.” All of the films the council objected to were removed from streaming in the country.

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  • Trump plans overhaul of H-1B visa favouring high paid workers 

    Trump plans overhaul of H-1B visa favouring high paid workers 

    The notice, published in the Federal Register on September 24, proposes an overhaul of the H-1B visa process to establish a “weighted selection process” favouring “higher skilled and higher paid” workers. 

    If finalised, the proposal would give greater odds of selection to workers with higher wages, if the number of applicants exceeds the 85,000-limit set by Congress, which has been the case every year for over a decade. The system would replace the current lottery selection process.

    The changes – initially put forward for White House review in July – follow a major hike in the H-1B visa fee to $100,000 announced last week, triggering widespread panic among US companies and prospective foreign employees.  

    Prior to the announcement, employers typically paid between $2,000 to $5,000 for H-1B visa applications, with Trump claiming the increase would put an end to employers “abusing” the system by hiring foreign workers at a “significant discount” in comparison to American workers. 

    As per yesterday’s proposal, prospective employees would be assigned to four wage bands, with applicants in the top band (level four) placed into the selection pool four times, those in level three entered three times, and so on.  

    The Department of Homeland Security (DHS) has said the process would “incentivise employers to offer higher wages or higher skilled position to H-1B workers and disincentivise the existing widespread use of the H-1B program to fill lower paid or lower skilled positions”. 

    The department said it “recognised the value” in maintaining opportunities for lower wage earners and maintained they would not be precluded from the visa, unlike the Trump’s 2021 proposal which “left little or no opportunity” for lower earners.

    But critics argue the proposed weighted system will harm US employers’ ability to build international knowledge and fill jobs.

    “By favouring more experienced foreign workers and reducing the number of new job entrants, US companies will find themselves struggling to grow,” Intead CEO Ben Waxman told The PIE News.  

    The plans now face a 30-day public comment period before they are considered by the administration for a final rule, a process that could take several months.  

    Extensive feedback to government from US businesses on how the proposal would damage US competitiveness is widely expected, with experts also anticipating possible court challenges against the legislation.

    Early reports from Bloomberg have suggested the US Chamber of Commerce has begun polling member companies about a potential lawsuit to challenge the $100,000 fee hike.

    DHS itself has estimated that 5,200 small businesses currently employing H-1B visa holders would suffer significant damages due to loss of labour.

    “There simply are not enough American computer science graduates to support the decades-long record of US innovation and economic growth. That is the wonder of the US tech sector,” said Waxman.

    “Why would the US government want to constrain that engine?” he asked.

    With analysis by the Chamber of Commerce forecasting a continued decline in the US labour force participation by 2030, advocacy bodies such as IIE have emphasised the importance of international students to fill gaps in labour markets across the country.   

    There simply are not enough American computer science graduates to support the decades-long record of US innovation and economic growth

    Ben Waxman, Intead

    The visa, popular with tech companies, enables US employers to temporarily employ foreign workers in “specialty occupations” spanning a wide range of industries from healthcare and teaching to computer science and financial analysis.  

    Under the current system, there is a statutory annual cap of 85,000 new H-1B visas: 65,00 for regular H-1B visas and 20,000 for individuals with advanced degrees from US institutions known as the master’s cap. 

    Each year, US employers submit registrations to USCIS for each worker they want to sponsor for a visa. Typically, this number exceeds the cap, in which case, applicants are placed into a random lottery which determines who is awarded a visa. 

    Since 2012, 60% or more of H-1B workers have held a computer-related job.

    Amazon remains the single largest sponsor, with 10,000 out of its total 1.56 million employees holding H-1B visas. Microsoft, Apple and Meta have also expanded foreign hiring through this stream in recent years, according to Newsweek analysis of new federal data.

    Commentators have already warned that if the new structure is implemented, the US tech sector will ramp up offshoring facilities and jobs. “Not the outcome anyone in the US wants,” said Waxman.

    The visa program has been the subject of much debate in recent months, with Elon Musk, himself once an H-1B worker, coming out in defence of the visa against calls for its abolition from some MAGA hardliners who argued it allowed firms to suppress wages and sidelines American workers.  

    Denial rates for H-1B visas peaked at 15% during Trump’s first administration due to stricter immigration rules and the tightening of the definition of “specialty occupations”.  

    India, America’s largest source of international students, is also the top country of origin for H-1B visa holders, with Indian nationals making up 73% of new H-1B approvals in 2023.

    China was the second-most common birthplace of H-1B workers, accounting for 12% of skilled workers approved in 2023, while no other birthplace accounted for more than 2% of the total. 

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  • California Increased Paid Family Leave Payments. Now More Parents Are Taking Advantage – The 74

    California Increased Paid Family Leave Payments. Now More Parents Are Taking Advantage – The 74


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    More Californians are using paid family leave benefits to care for a child after a new state law that increased payments for parents went into effect in January, according to new state data.

    Claims in the first two quarters this year were up about 16%, compared with the same time period last year, according to data provided to LAist from the California Employment Development Department.

    Anne Chapuis, public information officer for EDD, said several factors contributed to the uptick.

    “The January 2025 benefit rate adjustment has led to higher benefit amounts for eligible customers. Also, we typically see a higher seasonal number of claims submitted near the end of each calendar year,” Chapuis said in an email.

    While claims tend to tick up at the beginning of every calendar year, the uptick in the first quarter of 2025 was nearly 25% higher than the same period last year.

    Before this year’s change, most workers got up to 60% of their income when they took time off to care for a new baby. Now, many workers can get up to 90% of their wages.

    The changes stemmed from legislation in 2022 that aimed to allow more families to be able to take leave, especially low-income workers. Prior analysis showed that higher-income workers were using paid family leave benefits at much higher rates than workers making less than $20,000 a year.

    For those making under $20,000, claims were up about 2%, while claims for those making under $60,000 were up 17%.

    How paid family leave works

    Currently, moms and dads can get up to eight weeks of paid family leave to bond with a new child. That’s in addition to the paid time off pregnant people get before and after giving birth to a child.

    The paid family leave program in California is funded through the State Disability Insurance program, which covers about 18 million employees in the state. Workers pay into this fund with 1.2% taken out of their paychecks (it usually shows up on paystubs as “CASDI”).

    Workers who make less than $63,000 a year can get up to 90% pay — workers who make above that get 70%.


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  • University of Michigan paid firm to spy on activist students (News Nation)

    University of Michigan paid firm to spy on activist students (News Nation)

    Attorney Amir Makled joins “NewsNation Now” to discuss a report from The Guardian that the University of Michigan paid $800,000 to a private security firm to have undercover investigators surveil pro-Palestinian campus groups. Makled called the alleged conduct “really disturbing.”

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  • House Introduces Bipartisan Paid Leave Legislative Proposal – CUPA-HR

    House Introduces Bipartisan Paid Leave Legislative Proposal – CUPA-HR

    by CUPA-HR | May 13, 2025

    On April 30, Representatives Stephanie Bice (R-OK-5) and Chrissy Houlahan (D-PA-6) introduced the More Paid Leave for More Americans Act, the result of more than two years of work by the House Paid Family Leave Working Group, which Bice and Houlahan co-chair. The package consists of two parts: the Paid Family Leave Public-Private Partnerships Act and the Interstate Paid Leave Action Network (I-PLAN) Act.

    The Legislation

    The first bill of the package — the Interstate Paid Leave Action Network (I-PLAN) Act — would create a national framework “to provide support and incentives for the development and adoption of an interstate agreement that facilitates streamlined benefit delivery, reduced administrative burden, and coordination and harmonization of State paid family and medical leave programs.” It is intended to help resolve the confusion and inconsistencies across the state programs, in particular for the distribution of benefits to workers who work across state lines. The network will also work to identify best practices from existing state paid leave programs, help states harmonize their policies and resolve conflicts with other states’ programs, and help employees access their benefits.

    The second bill — the Paid Family Leave Public-Private Partnerships Act — would establish a three-year pilot program in which the Department of Labor would provide competitive grants to states that establish paid family leave programs that meet certain criteria. To qualify, states would be required to partner with private entities via Public-Private Partnerships (PPP) and participate in I-PLAN. The state programs would be required to offer at least six weeks of paid leave for the birth or adoption of a new child and provide a wage replacement rate between 50% and 67% depending on the income of the individual. Individuals at or below the poverty line for a family of four must receive 67% of their wages, while individuals earning more than double the poverty line for a family of four must receive 50% of their wages. The maximum benefit a worker can receive is 150% of a state’s average weekly wage.

    Looking Ahead

    Bice and Houlahan are optimistic about the package’s prospects, as both bills do maintain bipartisan support and President Trump has indicated an interest in pursuing a federal paid leave program. That said, it is uncertain if and when the House and Senate labor committees would take up these bills for a markup, which is the first step in getting the bill to a floor vote. CUPA-HR will continue to keep members apprised of updates related to this bill and other paid leave proposals that emerge from Congress.



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  • Equal Pay Day Data: On Average, Women in Higher Ed Are Paid 82 Cents on the Dollar

    Equal Pay Day Data: On Average, Women in Higher Ed Are Paid 82 Cents on the Dollar

    by Christy Williams | March 5, 2025

    Since 1996, the National Committee on Pay Equity has acknowledged Equal Pay Day to bring awareness to the gap between men’s and women’s wages. This year, Equal Pay Day is March 25 — symbolizing how far into the year women must work to be paid what men were paid in the previous year.

    To help higher ed leaders understand, communicate and address gender pay equity in higher education, CUPA-HR has analyzed its annual workforce data to establish Higher Education Equal Pay Days for 2025. Tailored to the higher ed workforce, these dates observe the gender pay gap by marking how long into 2025 women in higher ed must work to make what White men in higher ed earned the previous year.

    Higher Education Equal Pay Day falls on March 8, 2025, for women overall, which means that women employees in higher education worked for more than two months into this year to gain parity with their White male colleagues. Women in the higher ed workforce are paid on average just 82 cents for every dollar a White man employed in higher ed makes.

    Highlighting some positive momentum during this Women’s History Month, some groups of women are closer to gaining pay equity. Asian American women in higher ed worked only a few days into this year to achieve parity on January 4 — an encouraging jump from January 14 in 2024.

    But the gender pay gap remains for most women, and particularly for women of color. Here’s the breakdown of the gender pay gap in the higher ed workforce, and the Higher Education Equal Pay Day for each group.* These dates remind us of the work we have ahead.

    • March 8 — Women in Higher Education Equal Pay Day. On average, women employees in higher education are paid 82 cents on the dollar.
    • January 4 — Asian Women in Higher Education Equal Pay Day. Asian women in higher ed are paid 99 cents on the dollar.
    • March 5 — White Women in Higher Education Equal Pay Day. White women in higher ed are paid 83 cents on the dollar.
    • March 29 — Native Hawaiian/Pacific Islander Women in Higher Education Equal Pay Day. Native of Hawaii or Pacific Islander women in higher ed are paid 76 cents on the dollar.
    • April 4 — Black Women in Higher Education Equal Pay Day. Black women in higher ed are paid 75 cents on the dollar.
    • April 11 — Hispanic/Latina Women in Higher Education Equal Pay Day. Hispanic/Latina women in higher ed are paid 73 cents on the dollar.
    • April 24 — Native American/Alaska Native Women in Higher Education Equal Pay Day. Native American/Alaska Native women are paid just 69 cents on the dollar.

    CUPA-HR research shows that pay disparities exist across employment sectors in higher ed — administrators, faculty, professionals and staff — even as the representation of women and people of color has steadily increased. But with voluntary turnover still not back to pre-pandemic levels, not addressing pay disparities could be costly.

    CUPA-HR Resources for Higher Education Equal Pay Days

    As we observe Women’s History Month and Higher Education Equal Pay Days for women, we’re reminded that the quest for equal pay is far from over. But data-driven analysis with the assistance of CUPA-HR research can support your work to create a more equitable future.

    CUPA-HR’s interactive graphics track the gender and racial composition of the higher ed workforce, based on data from CUPA-HR’s signature surveys. The following pay equity analyses control for position, indicating that any wage gaps present are not explained by the fact that women or people of color may have greater representation in lower-paying positions:


    *Data Source: 2024-25 CUPA-HR Administrators, Faculty, Professionals, and Staff in Higher Education Surveys. Drawn from 707,859 men and women for whom race/ethnicity was known.



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  • Calif. judge rules adjuncts should be paid for nonclassroom work

    Calif. judge rules adjuncts should be paid for nonclassroom work

    A superior court judge in California ruled last week that adjunct faculty in the Long Beach Community College District should be paid for work they do outside the classroom, including lesson prep, grading and holding office hours, EdSource reported.

    The ruling came in response to a lawsuit filed in April 2022 by two part-time professors who argued that they are only paid for time spent teaching in the classroom, and that “failing to compensate adjuncts for out-of-classroom work is a minimum wage violation,” according to the decision by Judge Stuart Rice.

    Rice concurred, noting “a myriad of problems” with the district’s argument that minimum wage rules don’t apply, EdSource reported.

    Still, Rice stayed the decision pending further proceedings, so it doesn’t go into effect immediately. A similar lawsuit is under way in Sacramento County, brought by adjuncts against 22 community college districts, as well as the state community college system and its Board of Governors.

    Adjunct professor John Martin, who chairs the California Part-time Faculty Association and is a plaintiff in the Sacramento case, celebrated the Long Beach ruling.

    “It’s spot-on with what we have been saying,” he told EdSource. “We’re not getting paid for outside [the classroom] work. This has been a long time coming.”

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  • CUPA-HR’s Equal Pay Day Data for Higher Education: Women in Higher Ed Are Paid Just 82 Cents on the Dollar, Most Women of Color Are Paid Even Less – CUPA-HR

    CUPA-HR’s Equal Pay Day Data for Higher Education: Women in Higher Ed Are Paid Just 82 Cents on the Dollar, Most Women of Color Are Paid Even Less – CUPA-HR

    by Julie Burrell | March 12, 2024

    Since 1996, the National Committee on Pay Equity has acknowledged Equal Pay Day to bring awareness to the gap between men’s and women’s wages. This year, Equal Pay Day is March 12 — symbolizing how far into the year women must work to be paid what men were paid in the previous year.

    To help higher ed leaders understand, communicate and address gender pay equity in higher education, CUPA-HR has analyzed its annual workforce data to establish Higher Education Equal Pay Days for 2024. Tailored to the higher ed workforce, these dates observe the gender pay gap by marking how long into 2024 women in higher ed must work to make what White men earned the previous year.

    Higher Education Equal Pay Day fell on March 5, 2024, for women overall, which means that women employees in higher education worked for more than two months into this year to gain parity with their White male colleagues. Women in the higher ed workforce make on average just 82 cents for every dollar a White male employed in higher ed makes.

    Highlighting some positive momentum during this Women’s History Month, some groups of women are closer to gaining pay equity. Asian American women in higher ed worked two weeks into this year to achieve parity on January 14 — not ideal, but by no means insignificant. In fact, during the academic year 2022-23, Asian American women administrators in particular saw better pay equity than most other groups, according to CUPA-HR’s analysis.

    But the gender pay gap remains for most women, and particularly for women of color. Here’s the breakdown of the gender pay gap in the higher ed workforce, and the Higher Education Equal Pay Day for each group.* These dates remind us of the work we have ahead.

    • March 5 — Women in Higher Education Equal Pay Day. On average, women employees in higher education are paid 82 cents on the dollar.
    • January 14 — Asian Women in Higher Education Equal Pay Day. Asian women in higher ed are paid 96 cents on the dollar.
    • March 1 — White Women in Higher Education Equal Pay Day. White women in higher ed are paid 83 cents on the dollar.
    • March 12 — Native Hawaiian/Pacific Islander Women in Higher Education Equal Pay Day. Native of Hawaii or Pacific Islander women in higher ed are paid 80 cents on the dollar.
    • March 28 — Black Women in Higher Education Equal Pay Day. Black women in higher ed are paid 76 cents on the dollar.
    • April 12 — Hispanic/Latina Women in Higher Education Equal Pay Day. Hispanic/Latina women in higher ed are paid 72 cents on the dollar.
    • April 22 — Native American/Alaska Native Women in Higher Education Equal Pay Day. Native American/Alaska Native women are paid just 69 cents on the dollar.

    CUPA-HR research shows that pay disparities exist across employment sectors in higher ed — administrators, faculty, professionals and staff — even as the representation of women and people of color has steadily increased. But with voluntary turnover rising, not addressing pay disparities could be costly.

    CUPA-HR Resources for Higher Education Equal Pay Days

    As we observe Women’s History Month and Higher Education Equal Pay Days for women, we’re reminded that the fight for equal pay is far from over. But data-driven analysis with the assistance of CUPA-HR research can empower your fight for a more equitable future.

    See our interactive graphics that track gender and racial composition, as well as pay, of administrative, faculty, professional, and staff roles, collected from CUPA-HR’s signature surveys:


    *Data Source: 2023-24 CUPA-HR Administrators, Faculty, Professionals, and Staff in Higher Education Surveys. Drawn from 633,020 men and women for whom race/ethnicity was known.



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  • CUPA-HR Submits Letter in Response to Paid Leave RFI – CUPA-HR

    CUPA-HR Submits Letter in Response to Paid Leave RFI – CUPA-HR

    by CUPA-HR | January 31, 2024

    On January 31, CUPA-HR submitted a letter in response to the Bipartisan, Bicameral Congressional Paid Leave Working Group’s Request for Information on federal paid leave policy. The letter responds to some of the 10 questions posed by the Working Group to inform them of the role the federal government can play in creating a national paid leave policy.

    CUPA-HR’s letter answers questions on the role of the federal government in incentivizing paid leave, the recommended framework for a federal policy, how to avoid unintended distortions resulting from a paid leave framework, and existing research on the impact of paid leave on job satisfaction and recruitment and retention efforts. In our response, CUPA-HR takes the position that the role of the federal government is to ensure that any federal law or program requires harmonization across federal, state, and local leave laws. The letter recommends a framework in which the federal government establishes national criteria for certain aspects of paid leave policies, including tracking and recordkeeping requirements, while granting states and localities leeway to go beyond the federal requirements for other aspects, such as the types of leave that qualify for wage replacement, the duration of such leave, and the wage replacement level.

    The Paid Leave Working Group issued the RFI in December 2023 and sought diverse stakeholder input on the issue of a federal paid leave policy. Comments were due on January 31, 2023. CUPA-HR will continue to monitor for any updates on paid leave as Congress continues to look for a bipartisan solution.



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  • December Policy Roundup: Paid Leave Policy, Pregnant Workers Fairness Act Regulations, and Workforce Development Initiatives – CUPA-HR

    December Policy Roundup: Paid Leave Policy, Pregnant Workers Fairness Act Regulations, and Workforce Development Initiatives – CUPA-HR

    by CUPA-HR | January 10, 2024

    Through December and into the new calendar year, federal government leaders kept busy with Congressional hearings and markups, new legislation, and proposed and final rules focusing on issues that may be of significance to higher education HR professionals. CUPA-HR tracked several actions from both Congress and federal agencies on issues including paid family leave, short-term Pell Grants, the Pregnant Workers Fairness Act, and workforce development.

    House Education and Workforce Committee Markup

    On December 12, 2023, the House Committee on Education and the Workforce held a full committee markup on H.R. 6585, the Bipartisan Workforce Pell Act, and H.R. 6655, A Stronger Workforce for America Act.

    The Bipartisan Workforce Pell Act aims to amend the Higher Education Act of 1965, allowing students to use Pell Grants for eight-week or longer educational programs. This bill also establishes quality control measures for Pell initiatives, enabling higher education institutions to participate if they meet specific criteria. The committee voted to move the legislation out of committee with 37 members voting in favor and 8 members voting against the bill.

    The next bill, A Stronger Workforce for America Act, seeks to renew and enhance the Workforce Innovation and Opportunity Act (WIOA). Originally established in 2014, WIOA has been extended through yearly appropriations since fiscal year 2021. The bill incorporates multiple measures to modernize WIOA, bolstering the country’s workforce development to better equip and retain workers. The bill passed through the committee with bipartisan support; 44 members voted in favor of and only one member voted against it.

    Paid Leave Request for Information

    On December 13, the Congressional Bipartisan Paid Family Leave Working Group published a Request for Information (RFI) for diverse stakeholder input to aid in the expansion of access to paid parental, caregiving, and personal medical leave nationwide. The members encouraged interested stakeholders to submit letters that answer these ten questions on the role the federal government can play in creating a national paid leave program.

    Responses must be submitted by January 31, 2024, and can be directed to [email protected], [email protected], [email protected], and [email protected]. CUPA-HR will continue to track developments and intends to collaborate with associate organizations to submit feedback on an as-needed basis.

    National Apprenticeship System Enhancement Proposed Rule

    On December 14, the Department of Labor (DOL) unveiled a proposed rule to modernize the regulations for Registered Apprenticeship programs. The 779-page proposal focuses on provisions to create “safeguards for apprentices to ensure that they have healthy and safe working and learning environments as well as just and equitable opportunities throughout their participation in a registered apprenticeship program,” while also creating baseline requirements for career and technical education apprenticeships, which would target high school and postsecondary students to programs that align more closely with programs found at institutions of higher education.

    DOL is providing a 60-day comment period for the proposed rule, which will commence once the regulation is posted in the Federal Register. CUPA-HR is analyzing the rule and will coordinate with other higher education associations as needed to file comments.

    Federal Transit Authority General Directive on Assaults on Transit Workers

    On December 20, the Department of Transportation (DOT)’s Federal Transit Administration (FTA) proposed a General Directive to address the ongoing national safety risk concerning assaults on transit workers. Transit agencies falling under FTA’s Public Transportation Agency Safety Plans directive would be instructed to conduct safety risk assessments, identify mitigation strategies, and report discoveries to FTA. Per the Bipartisan Infrastructure Law, transit agencies operating in urban areas must collaborate with the joint labor-management safety committees to reduce safety hazards.

    The deadline for submitting comments in the Federal Register is February 20, 2024, but late submissions may be considered. CUPA-HR is working with members and other higher education associations to determine the impact that this directive may have on transportation and HR services at institutions of higher education.

    Regulations to Implement the Pregnant Workers Fairness Act

    On December 27, the Equal Employment Opportunity Commission (EEOC) sent its final rule to implement the Pregnant Workers Fairness Act (PWFA) to the Office of Information and Regulatory Affairs (OIRA) for review prior to its publication in the Federal Register. The final rule will likely look very similar to the proposed rule that was issued in August 2023, which provides a framework for how the EEOC plans to enforce protections granted to pregnant workers under the PWFA.

    The EEOC was tasked by law with finalizing regulations to implement the PWFA by December 29, 2023. Given the missed deadline, OIRA may move quickly on its review of the regulations, and we could see the final rule published sometime between late January and late February. CUPA-HR is continuing to monitor for any updates and will keep members apprised of any new details that may arise in the final rule.



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