• Legal Momentum’s National Judicial Education Program announces our new suite of resources on Teen Dating Abuse and Violence (TDAV) for judges, court personnel, justice system professionals and others, produced with funding from the Department of Justice Office on Violence Against Women.
• The National Judicial Education Program has created a variety of resources to increase awareness on this issue. The full suite of resources can be found on our website in several formats. The Resources Guide can be found at https://www.legalmomentum.org/sites/default/files/reports/TDAV%20Resourc...
• Resources include six subject matter slide decks, shorter Myths v. Facts presentations, Teen Dating Abuse and Violence information sheets, and Webinars made with the Minnesota Judicial Branch 

• Attorney General Merrick Garland announced that the Justice Department will utilize the Freedom of Access to Clinic Entrances (FACE) Act to protect those seeking reproductive health services in Texas in the wake of the new abortion ban. As authors of the original 1994 bill, Legal Momentum believes this is well-intentioned, but insufficient to protect the constitutional rights of those seeking abortions in Texas.
• Legal Momentum drafted the FACE Act in 1994 to protect people from physical intimidation, threats, and violence as they sought reproductive health services, including abortion.
• There needs to be new, specific legislation to address the new, specific threats to the constitutional rights of people in Texas to safely access reproductive health services including abortions: protect them physically, legally, and financially.

• August 3, 2021 is Black Women's Equal Pay Day, the day a Black woman finally earns what a white, non-Hispanic man earned in 2020—some 215 days into the new year.
• Two ways we can recognize, and address, this wage gap are by creating equal educational opportunity and creating transparency in pay practices
• Black girls are disproportionately disciplined as compared to white girls—facing exponentially higher rates of out of school suspensions, expulsions and referrals to law enforcement—based on implicit and explicit gender- and race-based biases.
• Among those disproportionately disadvantaged by pay secrecy are Black women, who historically have earned less due to discriminatory practices, have less leverage, and are thus in a weaker position to negotiate higher salaries.
• We continue to advocate for equal educational opportunities by encouraging robust enforcement of our civil rights laws so that Black girls can enter the workforce competitively and we continue to envision and advocate for innovative policies which close the wage gap that has persisted for far too long.

• Legal Momentum and the Center for Urban Pedagogy release a new resource, Women, Know Your Rights at Work!. This fold-out poster in English and Spanish that aims to empower women workers, breaking down information about key workplace protections and practical strategies to assert them.
• Our guide was created based on input from women workers and intends to tackle some of the unique vulnerabilities and challenges faced by women most underserved by our laws, including women of color, immigrant women, victims of gender-based violence, and the disproportionate number of women working in low-wage industries.
• The goal of our initiative is to get this resource into the hands of as many women who need this information and often do not have access to it. 

Over 50 years since its passage, protections afforded by the law ring hollow for too many women who have no clue what their coworkers are making and are often discouraged or prohibited from finding out.

Q & A about Pay Transparency: 

• Why is pay secrecy a problem for pay equity?
• What are the benefits of salary disclosure laws?
• Who benefits from these laws?
• Won’t this approach be burdensome for employers?
• Shouldn’t employers have flexibility to set salary based on the qualifications of the applicants?