In Focus: Employees and Responsive Workplaces

Nov 5, 2014  |  PERMALINK »

Job Quality Wins at the Ballot Box; Next Up: Federal Laws and Implementation

By Liz Ben-Ishai

Good jobs are a bipartisan issue—that was the message from voters in yesterday’s midterm elections.

In Alaska, Arkansas, Nebraska, and South Dakota—states where Republicans won gubernatorial and Congressional races—and in several cities in California, voters resoundingly supported initiatives to increase the minimum wage. Cities and counties in Wisconsin and Illinois also supported minimum wage initiatives in non-binding referenda. In Oakland, California; Trenton and Montclair, Jersey; and Massachusetts, workers were also winners with the passage of paid sick days ballot initiatives.

Advocates in all of these jurisdictions have worked tirelessly for this long-awaited victory. Their efforts have built consensus within communities across the country that no one should work full-time, but still live in poverty; parents shouldn’t have to choose between taking care of a sick child and earning a day’s wages; and workers shouldn’t have to show up at work when they ought to be at home recovering from illness. For working families, these are exciting outcomes that will help bolster the nationwide fight for improved job quality and counter the spread of inequality.

Massachusetts’ paid sick days victory at the ballot box comes on the heels of California’s recently passed statewide paid sick days legislation. Until last month, Connecticut was the only state to have such a law. But momentum for paid sick days standards has been building at the local level for some time, with San Francisco passing the nation’s first law in 2007, and an additional nine cities passing laws just in 2014. With a total of three state and 16 city paid sick days laws now in effect or soon to be enacted, the days of counting the country’s sick time protections on one hand are long gone.

In the wake of this week’s victories, ensuring proper implementation and enforcement of existing and newly passed paid sick days laws is critical. Going forward, advocates and government agencies must work together to ensure that recent (and less-recent) paid sick days laws are making a meaningful difference in the lives of working families. On both coasts, agencies charged with paid sick days implementation are already stepping up their game. Seattle’s Office of Civil Rights recently announced a new set of strategies to boost employer compliance, now that the city’s law has been effective for more than two years. And New York City is ready to issue its first fines to employers that have failed to comply with the city’s recently enacted law.

Although the results of yesterday’s Congressional election may appear to make action at the national level less likely, it is critical that we continue to push for passage of the Healthy Families Act (H.R. 1286/S.631), the federal paid sick days bill that would guarantee millions more workers access to paid sick days, regardless of what state or city they live in. Indeed, this week’s clear show of bipartisan support for paid sick days, minimum wage, and other job quality measures—which echoes earlier polling results—will hopefully be an eye-opener for both newly elected and returning Members of Congress as they plan their legislative agenda for the coming session.  At the same time, as we advocate for passage of federal paid sick days legislation, local and state campaigns are more important than ever in paving the way to a national labor standard.

Aug 5, 2014  |  PERMALINK »

Local, National Initiatives Aim to Improve Working Conditions for Low-Wage Workers

By Lauren French

Tiffany Beroid was working as a customer service manager at Walmart while attending community college classes to become a nurse. When she asked for a schedule adjustment that would allow her to continue classes, not only did the retailer refuse her request, it drastically cut her hours. She had to drop out of her college nursing program because she was not able to pay her tuition. The financial strain sent her family into a tail-spin—forcing her husband to work 24-hour shifts as a security guard just to keep them afloat.

Tiffany's story is not atypical. While the retail industry is one of the fastest-growing sectors in the U.S. economy, retail workers are among the lowest paid. The average wage for a woman working in retail is just $10.58 an hour; even in the unlikely event that she were able to secure full-time status, that wage would leave a family of three near poverty. In recent months, growing attention has also focused on the industry’s unpredictable and unstable scheduling practices, which make it nearly impossible for workers to budget, attend school, keep a second job, or plan for child care. On top of already low wages, retail workers' shifts often fluctuate from week to week and many receive their job schedules at the last minute. Workers are also often required to accept “on call” shifts, where they must keep their schedules open but have no guarantee of compensation if they do not end up getting called.

Last week, several events raised the profile of these issues. The City of San Francisco, which has consistently led the way on family-friendly workplace policies, is poised to take another big step. On Tuesday, City Supervisor Eric Mar introduced the Retail Workers Bill of Rights, which would create new scheduling protections for retail workers in San Francisco. The legislation, which was moved forward by a coalition of labor, community, and small business advocates, would require employees to offer hours to existing employees before hiring more workers. The bill would also require that employees be paid for a minimum of four hours’ work when they are required to be on call or when shifts are canceled with less than a day’s notice. If adopted, the new law would apply to chain stores with 11 or more locations. In the fall, Supervisor David Chiu (who last year championed the Family Friendly Workplace Ordinance) will introduce the second part of the Retail Workers Bill of Rights, which will advance additional provisions to protect retail workers.

The issue is also being addressed at the national level. On July 22, the Schedules that Work Act was introduced in Congress by Senator Elizabeth Warren (D-MA), Senator Tom Harkin (D-IA), Representative George Miller (D-CA), and Representative Rosa DeLauro (D-CT). The bill would give workers the right to request—and in some cases receive—scheduling changes without fear of retaliation. It would require employers in the retail, restaurant, and building cleaning industries to provide workers with advanced notice of their schedules and to compensate them when they are sent home from work before the end of their shifts or are required to work nonconsecutive hours in one day (a “split shift”).

Further underscoring the growing movement to improve working conditions for low-wage workers, Representative Donna Edwards (D-MD) hosted a congressional briefing to highlight the many challenges faced by women in the retail sector. At the briefing, Tiffany Beroid shared her experience with Walmart and her work with the Organization United for Respect at Walmart (OUR Walmart). Other speakers included Amy Traub of Demos and Vicki Shabo, vice president of the National Partnership for Women & Families.

While retail is not the only sector filled with low-wage and unpredictable jobs, it is one of the top sectors employing women—a trend economists expect to continue for the foreseeable future. According to Traub, there are currently 1.3 million women working in retail who are living in or near poverty; their economic security is constantly in doubt because of retail employment practices. Almost 30 percent of women in this sector who are working part-time would prefer to be working full time. Traub explained that contrary to popular belief, these workers are not high school students earning some extra pocket money. Ninety-three percent of low-wage women working in the retail sector are 20 years old and above. One in three of are supporting children, and almost 20 percent are the sole earner in the household.

Fortunately, there are policies we can adopt today to strengthen the economic security of these working women. The Schedules that Work Act would provide a comprehensive solution to scheduling challenges for workers nationwide. Until this legislation passes, local and state initiatives, like those proposed in San Francisco and passed in Vermont, are moving the needle for the millions of workers struggling to make ends meet in low-wage jobs.

 

May 2, 2014  |  PERMALINK »

How Good Jobs Help Parents Meet Babies' Vaccination Schedules

By Lauren French

As we recognize the health benefits of vaccination during National Infant Immunization Week, we must also recognize the impossible choice faced by many working parents: jeopardize their family’s financial stability to take their children to immunization appointments or put those children at risk of contracting a dangerous illness.

Immunizations are a critical aspect of the health and well-being of infants and toddlers. The Centers for Disease Control estimate that vaccinations will prevent more than 21 million hospitalizations and 732,000 deaths among children born in the last 20 years. Failing to vaccinate can put children at serious risk of diseases such as measles and whooping cough. Despite the wealth of evidence demonstrating the importance of vaccinations, lack of paid sick leave and inflexible or unpredictable job schedules often mean that working parents are unable to take their children to immunization appointments. In fact, 13 percent of working parents report that they are unable to meet their children’s preventive health care needs often, some, or all the time.

Research shows that job schedule flexibility and workplace supports make it substantially easier for parents to obtain preventative care for their children. For example, a parent being able to make a personal phone call at work reduces by 56 percent the odds of not meeting their child’s preventive health needs. Jobs that allow working parents to make schedule adjustments reduce those odds by 40 percent.

New data from an EINet working paper by Susan Lambert, Julia Henly, and Peter Fugiel show that among those with young children, only half of hourly workers and less than 40 percent of non-hourly workers have any input into their job schedules. Additionally, more than 40 percent of hourly workers with children under six receive just one week or less advance notice of their schedules.

Because doctors’ office hours generally overlap with parents’ working hours, getting infants and toddlers to vaccination appointments often means taking time away from work. Unfortunately, about 40 percent of private sector workers have no access to earned sick days. One study found that working parents who did not have paid leave reported losing income when they had to take a child for immunizations. This is especially problematic for low-income families, as only 30 percent of low-wage workers have access to sick days.

Ensuring our nation’s children are protected from preventable disease requires that we address the significant hurdles facing working parents. National Infant Immunization Week reminds us that we urgently need public policies that make it possible for parents to provide for the financial health of their families without having to sacrifice their physical well-being. Policies that give workers the right to paid sick time and workplace flexibility are important steps towards a happier, healthier future for our children. 

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