The past few months have been marked by both progress and setbacks for domestic workers in the United States, especially those who provide in-home care to seniors, people with disabilities and others in need. The developments have made it increasingly evident both that there is much work to do to generate the policy and cultural changes U.S. domestic workers need and deserve – and that now is the time to make it happen.

Home care is one of the United States’ fastest-growing and lowest-paying industries. More than 90 percent of U.S. home care workers are women, more than half are people of color, nearly a quarter are foreign born, and more than half rely on public assistance. The vast majority are also paid through public funds, primarily from Medicare and Medicaid. When combined with misguided views of women’s work and caregiving, these factors have long made the workforce especially susceptible to cutbacks and exploitation.

A major recent setback happened this June when the U.S. Supreme Court ruled in Harris v. Quinn that 26,000 Illinois home care workers are only “partial” public employees because they provide in-home care for private clients through a publicly funded state home care program. As a result, according to the ruling, these workers are no longer entitled to the same labor protections and union representation as other workers, specifically those who provide care outside of a private home.

The decision brings to light notions of both the home and the workplace that are routinely used to justify the devaluing of women’s labor: The home is not a workplace and, therefore, even basic labor protections do not apply to it or those who work within it. This is the same flawed rationale that resulted in home care workers being classified as “companions” and denied minimum wage and overtime protections under the federal Fair Labor Standards Act (FLSA) in 1974. That classification isn’t supposed to change until next year.

Another setback came a few weeks ago. In what should have been a monumental victory for working families, California Governor Jerry Brown signed the nation’s second statewide paid sick days law, which will guarantee an additional 6.5 million workers the right to earn paid sick time. But, just before the bill passed, the governor negotiated an amendment to exclude one critical group from its protections: 400,000 workers who provide in-home care through the state’s publicly funded home care program.

Governor Brown’s actions may not surprise some. The first two times the state’s domestic workers’ bill of rights came across his desk, he vetoed it. He eventually signed the law – the nation’s third – in 2013. He also previously sought hundreds of millions of dollars in cuts to the state’s home care program. This time, the governor cited cost as the reason to exclude home care workers from the new paid sick days law. Viability of that concern aside, there is simply no excuse for making cuts or special exceptions at the expense of the workers who can least afford it, and whose health and well-being have such a widespread impact.

So why did the governor of one of the more progressive states in the country do it? Because he can. Home care workers are still positioned as easy targets in the United States, and it is not unusual in the nation’s history (or globally) for women’s work to be undervalued and excluded from even the most basic protections. That is part of what makes the most recent potential setback so disappointing.

In 2013, in a major victory for domestic workers, the Obama administration announced official changes to the classification of home care workers under the FLSA that would extend minimum wage and overtime pay protections to two million home care workers. It also gave employers and states at least 15 months – until January 1, 2015 – to prepare. Now, some state and private home care industry officials are lobbying for more time. If they are successful, it will mean that the needs of home care workers will come last, yet again.

The good news is that workers, unions and advocates are pushing back, and there are reasons for U.S. domestic workers to be hopeful. Despite the Harris ruling, the union of home care workers most impacted by the decision says 10,000 workers have signed up. Just two months after the decision, thousands of Minnesota home care workers voted to unionize. And Ai-jen Poo, director of the National Domestic Workers Alliance, was recently awarded a MacArthur Foundation ‘genius grant’ of $625,000 to support organizing and policy advocacy efforts.

So, at a time like this, when there is a tremendous amount of great work happening to elevate and address the needs of U.S. domestic workers, the challenges and opportunities made clear in the last few months are a reminder that workers, advocates and organizers must remain vigilant. The United States cannot afford to take steps backward and further ingrain archaic and inexcusable understandings of domestic labor and women’s work, especially with such great progress on the horizon.

Update: On October 7, 2014, the U.S Department of Labor announced that the rule extending minimum wage and overtime protections to home care workers will be implemented on January 1, 2015, as planned. However, it also announced that it will not enforce the changes for six months, followed by another six months during which enforcement will be determined on a case-by-case basis. Although the move does not technically delay implementation of the long overdue rule, it will mean that some U.S. home care workers will have to wait at least a year before receiving the pay protections they deserve.

(Photo Credit: Melody Gutierrez, The Chronicle)