In Focus: Paid Sick Days
Jul 3, 2014 | PERMALINK »
On July 4th, Remember our Roots and Provide Sick Days for Immigrant Workers
By Alex Wang
On July 4th, as our nation celebrates Independence Day, it’s important to remember the critical role immigrants have played and continue to play in our collective prosperity. Unfortunately, while immigrant workers make up a growing share of the U.S. labor force, many lack access to labor standards, such as paid sick days, that are critical to job security, public health, and the economy.
A new brief co-authored by CLASP and the Institute for Women’s Policy Research finds that immigrant workers have less access to sick days than their native-born counterparts. This difference is especially pronounced for Hispanic immigrants and lower-wage immigrant workers, particularly those who make less than $35,000 per year. The inability to take even one paid sick day forces workers to choose between their health (or the health of a loved one) and their daily earnings or—in some cases—their jobs.
Key findings from our report include:
- Immigrant workers have less access to sick days than their native-born counterparts. Only 54 percent of immigrants have access to sick days, compared to approximately 63 percent of their native-born counterparts.
- Hispanic immigrants have the least access to sick days relative to all other racial/ethnic groups. On average, only 41 percent of Hispanic immigrants have access to sick days.
- Asian immigrant women have much lower access to sick days than native born Asian women. Only 64 percent of non-Hispanic Asian immigrant women have access to sick days, versus 75% of native born women.
- Lower-income immigrant workers who are working full time are less likely to have earned sick days than native-born counterparts at similar income levels. Immigrants with incomes of less than $65,000 per year have less access to sick days than their native-born counterparts. Around 26 percent of immigrant workers making less than $15,000 per year have access to sick days versus almost 36 percent of native-born workers.
Access to paid leave is a key aspect of job quality and compensation that is often overlooked. Given that no national law currently guarantees U.S. workers paid sick days, workers at all wage levels depend on their employers to offer leave voluntarily. While employers of higher-wage workers often do provide leave, low-wage workers are often unable to earn paid sick days, exacerbating income inequalities for those at the bottom.
Fortunately, at the state and local level, there is a growing movement to extend paid sick days access to all workers; to date, seven localities and one state have passed paid sick days law. Further, federal legislation that would extend this labor standard to all U.S. workers, the Healthy Families Act, has been introduced to Congress.
Immigrants who come to the U.S. to settle, raise American children, and contribute to our national economy should be guaranteed equal access to benefits. It’s time to act to bring paid sick days—which have widespread public support—to all U.S. workers, especially those who are severely disadvantaged.
Jun 10, 2014 | PERMALINK »
It’s in the Food: How the Lack of Paid Sick Days is Harming Health across the Board
It’s in the Food: How the Lack of Paid Sick Days is Harming Health across the Board
By Fatima Cervantes
A new report from the Centers for Disease Control and Prevention (CDC) reveals that workers without paid sick days are at high risk of spreading illness. For food service workers, the consequences are dire. The report traces outbreaks of the Norovirus—an infectious stomach illness that causes severe vomiting and diarrhea— from 2009 to 2012 and found that restaurants were the most common sources of contamination through food preparation.
Norovirus is the number one cause of foodborne disease outbreaks and can spread through close contact or contaminated food or surfaces. As a result, infected food service workers, whose contact with food and consumers is unavoidable, can expose many to this illness when they report to work while sick. In fact, 70 percent of the outbreaks analyzed by the CDC were brought about by infected food service workers.
With the exception of a handful of cities and one state (Connecticut), employers in the U.S. are not required to guarantee their workers paid sick days. As a result, it is not uncommon for employees to go to work without fully recovering from an illness. A 2011 study examined the frequency of employee attendance while experiencing vomiting or diarrhea, finding that almost 12 percent of the workers who were interviewed reported going to work while suffering these symptoms. This same study found that about 20 percent of foodborne illnesses are directly related to the transmission of pathogens between food workers and the food with which they’re in contact.
Given these risks, the decision to report to work while sick may appear unreasonable. But for many employees, there is no other choice; without access to paid sick days, staying home could cost them their jobs or leave them without a crucial day’s pay.
Among low-wage workers, only 30 percent can earn paid sick days. At the same time, the median wage for restaurant workers across the nation is $8.59/hour, according to the Restaurant Opportunities Centers (ROC) United. Lack of sick days is also more common among workers of color, as only 62 percent of Black workers and 47 percent of Latino workers obtain paid sick days, in contrast to 64 percent of white workers. When ROC United surveyed 4,323 restaurant workers nationwide, it discovered that most of those in urban areas were workers of color or immigrant workers. The study additionally determined that of those surveyed, 88 percent reported not having access to paid sick days. The study found that 63 percent had attended work while sick.
When workers are denied the ability to recover from illnesses without risking their wages or their jobs, we’re effectively pretending that sickness is not inevitable. And this glaring oversight doesn’t just hurt the workers themselves—it has consequences for everyone they come in contact with, including consumers and coworkers.
May 14, 2014 | PERMALINK »
Growing Attention on Paid Leave as a Dimension of Inequality
By Lauren French
President Obama, in his most recent State of the Union address, predicted that fighting inequality would be the “defining project of our generation.” The President’s forecast reflects a growing concern among most Americans about rising economic inequality. Conversations about inequality often focus on the wage gap between those at the top and those at the bottom. However, increasingly, advocates, policymakers, and members of the public have come to recognize that other aspects of compensation, such as paid family and medical leave and earned sick time, are an important part of the equation. The relationships between inequality and these policies, along with others that enable workers to do their jobs and care for their families, are the focus of several new reports.
The Office of the Assistant Secretary for Planning and Evaluation at the U.S. Department of Health and Human Services recently released, Work-Family Supports for Low-Income Families: Key Research Findings and Policy Trends, which provides an overview of research on the effects of paid family leave, paid sick leave, and workplace flexibility on the well-being of low-income working parents and their families. The paper notes the positive impact such policies have on child development, parents’ financial stability, employers’ productivity, and the public health. Pamela Winston, the author of the report, explains, “[A]ccess [to these policies] is highly skewed by wage levels and other job characteristics in ways that mean the lowest income families tend to have the least access to all types of work-family benefits.” Given the host of benefits associated with access to leave and flexibility, the paper underlines how unequal access further exacerbates existing inequalities.
A recent examination of data from the National Health Interview Study (NHIS) by the Institute for Women’s Policy Research (IWPR) also highlights the ongoing stratification of access to paid sick days. IWPR’s brief shows that fewer than three in ten workers making $19,999 a year or less have access to any paid sick days. In contrast, among those making $65,000 or more annually, eight in ten workers have access to paid sick days. Access to paid sick days also varies by race. Only 47 percent of Latino workers have access to paid sick days, compared with 64 percent of white workers and 62 percent of black workers.
CLASP’s recently published brief, Access to Paid Leave: An Overlooked Aspect of Economic & Social Inequality, highlights other ways that lack of earned sick days and paid family and medical leave can entrench inequality, including the potential for job and wage loss among workers who lack protections but must take time away from work to care for themselves or their families. The brief also points to a recent survey showing that nearly half of low-wage workers (those in the lowest 25 percent of the wage scale) lack any form of paid leave: no vacation, no personal days, no sick days, and no family leave.
Media outlets have also been paying attention to this aspect of economic inequality. In a recent New York Times piece, Judith Warner argued that public policies to support working families are an obvious and simple part of the solution to growing inequality. Warner got at the crux of why unequal access to paid leave needs to be addressed as an urgent economic issue: “What this all means is that the people who are already in the most precarious economic circumstances are the most at risk for devastating loss of income – and assets – when they need to care for their children.” This is also true for workers who become ill themselves or need to care for other sick family members, such as parents or siblings.
With Thomas Pikkety’s book on inequality flying off the shelves, it is clear that Americans are eager to find solutions to the many problems that contribute to the current injustices in our economy. Paid leave and other policies to support workers with caregiving responsibilities are a critical but often overlooked part of the solution.