Date: Wed, 11 Oct 2000 16:18:57 -0500 (EST)
Subject: CSWA Newsletter of 10/11/2000
To: AASMAIL: ;
AAS Committee on the Status of Women
weekly issues of 10/11/2000, ed. by Priscilla Benson
*** send submissions and subscription info to
aaswomen
wellesley.edu ***
This week's issues:
1. On labor law
2. Job Notice
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1. On labor law
From: kmeadmail.earthlink.net
Regarding Michelle Kaufman's contribution.
She says, in the context of a woman fired from a high-tech
company,
"When a person is fired without cause, a labor lawyer can
negotiate with a company for a better severance package on
the condition that everything be kept confidential."
I believe that she overstates the legal position of
employees as well as the willingness of employers to settle
lawsuits. Many states are "at will" employment states,
meaning that an employer can fire an employee for any reason
at all, or no reason. In such a case, the employee has
little or no legal recourse.
In seeking a better severance package, the only leverage the
fired employee has is the threat of a lawsuit. For private
companies, Affirmative Action laws do not apply the same way
as for universities (and even there the laws are actually
extremely weak, not at all the impression that the public
has of them.) In the case of a woman fired during maternity
leave, the employer may be in violation of the Family Leave
act or gender discrimination laws. But notice that in the
case that Michelle cites, the woman's termination date was
not actually during the period covered by the Family Leave
act. It may be hard to prove that the woman was fired
_because_ she was taking leave.
That the fired woman won a prize during that time would only
be evidence that she was qualified for the job. It would
not, by itself, prove discrimination. And, as I said, this
private employer might not be covered by Affirmative Action
laws in the way we are used to in the academic (especially
public university) sector.
The point I'm trying to make is that we are all vulnerable
to targeting by our employers, and though sometimes we can
find vindication through legal means, we should not count on
this to shield or protect us. Be careful not to take solace
in the thought through the legal system our rights will be
vindicated against unjust or illegal acts by our employers.
This is not to say however, that we should not use legal
means available to us to protest unjust acts. Without
standing up against unfair treatment, it will only continue.
As Michelle says, "Lawsuits take money, emotional energy,
and years." While the first few plaintiffs may "lose" their
cases because the law in this area is weak, over time,
employers will find it more cost effective to do the right
thing.
Sincerely,
Kathryn N. Mead
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2. Jobs
From: slazastro.wesleyan.edu
Assistant Professor of Astronomy (Tenure-Track)
Wesleyan University
Search Committee
Astronomy Department
Wesleyan University
Middletown, CT 06459
The Astronomy Department of Wesleyan University is seeking
candidates for a tenure-track position at the Assistant
Professor level. A Ph.D. in astronomy or a closely related
field is required. Preference will be given to applicants
with at least two years of post-doctoral experience. We seek
a person who can combine an active research program with a
commitment to undergraduate education. Wesleyan awards both
the BA and MA degrees in astronomy and is a member of the
Keck Northeast Astronomy Consortium. The Astronomy
Department is housed at Van Vleck Observatory, on the
Wesleyan campus. Departmental facilities include a 24-inch
reflector with CCD camera, a 20-inch refractor, a research
library, and substantial computer resources, including a 50-
node Beowulf-class super computer. Current staff interests
are in the areas of star formation, galactic dynamics, dwarf
galaxies, surveys for emission-line galaxies, star-forming
and active galaxies, and observational cosmology. We invite
prospective candidates to visit the Department's Home Page
at http://www.astro.wesleyan.edu for additional information.
Interest in and commitment to involving undergraduates in
research is important, as is a mentoring role for our majors
and graduate students. Therefore, an applicant should
submit a statement detailing her/his plans for developing a
research program, and describe the level at which students
might become involved. Applicants should send their
curriculum vitae and research statement, and arrange for at
least three letters of reference to be sent to the address
above. Wesleyan University is an Affirmative Action/Equal
Opportunity Employer. The deadline for receipt of all
application materials is Dec. 31, 2000.
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End of CSWA Newsletter of 10/11/2000