In Focus: Sick Days and Family Medical Leave
Aug 28, 2014 | PERMALINK »
Celebrate Local, State Victories on Labor Day: New Laws Promote Job Quality
A $15 minimum wage. Paid sick days. Ordinances to prevent and redress wage theft. “Ban the box” laws limiting discriminatory questions about criminal records on job applications. Paid family leave insurance. Rules giving workers the right to request predictable or flexible job schedules..
No, this is not an ode to progressive Canadian or European labor laws – rather, all are important advancements enacted in the U.S. in the past year – at the state and city levels. Across the country, despite gridlock in Congress, workers and advocates have been winning campaigns to enact new rules that will improve the quality of jobs, particularly those paying lower wages. This Labor Day, we should look at these successes – and beyond – for a model of how to improve the quality of jobs for all Americans.
In the wake of the Great Recession, job growth is concentrated in low-wage sectors that leave families struggling to get by, and the wages in these sectors are getting worse. Over the past four years, wages have declined for millions of U.S. workers in the top ten lower-wage occupations, including declines of more than 5 percent for personal care aides, restaurant cooks, food preparation workers, maids and housekeepers, and home health aides.
It’s not just wages that matter. As the new labor standards passed in states and cities suggest, high-quality jobs build on that foundation to provide stable and predictable hours, paid leave, and opportunities for advancement. Unfortunately, as a new report released today by CLASP shows, the growing number of low-wage jobs comes with a widening gap in access to quality jobs.
Many employer-provided benefits are in decline. Just in the past four years, access to retirement benefits has dropped 5 percent for those in the lowest quartile of wage earners. Financial struggles do not wait until retirement but begin on day one, when far too many workers can’t even take a single paid day away from work to bond with a new baby, let alone recover from childbirth. A mere 5 percent of low-wage workers have access to paid family leave. And don’t be fooled into thinking they can simply take vacation or sick days: nearly half of workers in the lowest 25 percent of wage earners have no paid sick, family, personal, or vacation time – zero paid leave of any kind. These workers must return to the job days after the arrival of a new child, or quit their jobs, plunging into economic uncertainty.
New research highlights the rampant problems of job schedule instability and unpredictability in low-wage jobs. Among early-career workers in hourly jobs, 40 percent receive one week or less advanced notice of their schedules; nearly 70 percent of mothers and 80 percent of fathers with young children experience significant fluctuations from week to week in the number of hours they receive. These issues were in the spotlight recently when a Starbucks’ employee’s desperate juggling act to care for her son while working erratic shifts received high-profile coverage, which prompted the Fortune 500 company to rethink its scheduling practices.
Yet the solutions to our crisis of job quality won’t be found in the efforts of individual companies, but in strong public policies, like those passed in many states and cities last year. This Labor Day, we should celebrate these victories, but as we do so, we must turn our attention to implementation efforts, ensuring that these new laws genuinely improve working families’ lives.
Access to good jobs shouldn’t depend on where in America you live. That’s why, in addition to state and local protections, we need national policies. As suggested in CLASP’s report, we should start with macroeconomic policies that support strong job growth, including the repeal of crushing sequestration cuts. For those who can’t find work, we need flexible unemployment insurance policies that recognize the realities of today’s workforce, including the participation of many working caregivers. To overcome the social, political, and economic problems created by growing inequality, we need public policies that help all workers, including low-income youth and adults of color, find good jobs.
Finally, the nation needs a higher minimum wage, paid family and medical leave, paid sick days, and fair scheduling policies. In addition, we need beefed-up enforcement of labor standards that already exist, yet aren’t always upheld.
While we work towards Congressional action on these issues, which affect everyone in the country, workers, advocates, and elected officials in even more states and localities, are continuing to take matters into their own hands.
Here’s hoping that the movement for better job quality will see many more successes for all Americans, regardless of where they live, before Labor Day rolls around next year.
Aug 1, 2014 | PERMALINK »
Paid Leave: A No-Brainer for Businesses and a Lifesaver for Workers
Could it be that workers whose employers offer leave benefits actually end up getting sick less often because they are happier? Senator Al Franken (D-MN), tongue firmly in cheek, proposed this “radical” idea at a hearing on paid leave held by the Senate Health Economic Labor and Pensions (HELP) Committee’s Subcommittee on Children and Families. Franken’s comments echo all the evidence: paid leave is a no-brainer that benefits both workers and employers. Unfortunately, far too many workers still lack paid leave, including paid sick days and paid family and medical leave.
The hearing, convened by Senator Kay Hagan (D-NC), drew attention to the dire circumstances facing U.S. workers who need time away from work to welcome a new child, care for a sick loved one, or recover from serious illness. Witnesses testified to the importance of paid leave for families’ economic security, the value to employers of offering such programs, and the growing body of evidence that shows the effectiveness of existing paid leave programs. The critical importance of this issue was evidenced by the attendance of seven senators: Casey (D-PA), Franken (D-MN), Hagan (D-NC), Harkin (D-IA), Murphy (D-CT), Murray (D-WA), and Warren (D-MA).
Those who oppose paid leave policies often express concern about their effect on businesses. However, testimony from Kevin Trapani, CEO and president of The Redwoods Group, and Maryella Gockel, flexibility leader at Ernst & Young LLP, demonstrates that such worries are misguided. Indeed, for these employers, as well as for businesses in the states that have passed paid family leave insurance laws (California, Rhode Island, and New Jersey), there has been no evidence of what witness Vicki Shabo of the National Partnership for Women & Families called the “parade of horribles”—a litany of negative business implications predicted by critics.
Trapani, whose business offers generous leave benefits, described the importance of meeting his employees’ needs so that they can best perform important work for clients and the community. Paid leave has been crucial to the well-being of many Redwoods employees, said Trapani. For example, one employee took paid leave to care for his sick father, who lives out of town. He told Trapani, “My dad may not have survived if I hadn’t been here.” And at Redwoods, paid leave doesn’t just benefit employees grappling with grave personal matters; it pays dividends for the company’s bottom line. Redwood’s turnover rate for the past 10 years is only 5 percent, generating major cost savings and increased productivity from a loyal workforce.
Ernst & Young’s Gockel explained how paid leave and other benefits have nearly closed the gap in retention rates between male and female employees at her company; in the mid-90s, she said, women were leaving the company at a much faster rate than men. Beyond the impact of such disparities on women’s ability to advance in their careers, Gockel noted that high rates of turnover are costly. For a mid-level worker, said Gockel, it costs between 1.5 and two times the worker’s annual salary to hire and train a replacement.
Jeannine Sato’s experience, recounted at the hearing, brings the retention and turnover numbers to life. In a previous job, when Sato had her first child, she found that her employer was not covered by the Family and Medical Leave Act (FMLA) because it had multiple offices that were more than 75 miles apart, meaning the number of employees at each location could not be combined for FMLA eligibility purposes. This obscure provision meant that Sato was not eligible for 12 weeks of unpaid leave under the law—and her employer was unwilling to accommodate her needs. As the family breadwinner, she had no choice but to go back to work just six weeks after giving birth. Soon, she was looking for a new job. “Even a big raise couldn’t keep me there,” she said. Sure enough, Sato had found new employment less than a year later. Workers like Sato offer a lesson to employers about the consequences of not providing paid leave: while it may prevent a valued employee’s temporary absence, it could cause you to lose them permanently.
While some employers haven’t caught on yet, there are many who are aware of the importance of providing paid leave. Unfortunately, despite many high-road employers taking action, others are not in a position to do so because of the financial burden of extended paid leaves. However, legislation introduced in Congress last December would help such well-intentioned employers to do right by their workers. Using small contributions from employers and employees, the Family and Medical Leave Insurance (FAMILY) Act would create a trust fund for workers to draw on when they need to take leave. Such a social insurance program is appealing to workers and employers alike, as evidenced by support from many small businesses and a growing group of diverse business leaders from across the country.
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.