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Document provides a plain language summary of the 2007 St. Paul Living Wage Ordinance, a wage history, a sample living wage certification form, and the text of the original ordinance.
This ordinance requires all employers in the City of Chicago to offer employees the opportunity to earn and accumulate sick time. The ordinance requires employers to provide one hour of sick time for each 30 hours worked, with a cap of 40 accumulated hours for small employers and a cap of 72 hours for all other employers. The ordinance prohibits employers from requiring employees to find a replacement for themselves as a stipulation for using sick time. Employers are also prohibited from retaliating against employees for valid sick time usage. Employers are exempt from this requirement if there is a valid collective bargaining agreement in place or if they offer paid leave that can serve the same purpose as sick days. Employees may receive no reimbursement for sick days upon termination and must provide advanced notice of plans to use sick days to the employer when possible. The ordinance lists several civil penalties for violations of this ordinance.
This report examines methods for cities to improve job quality in their communities by using city regulatory power to establish wage floors and other employment standards, regulating domestic-employee placing agencies, using city resources to enforce existing government employment regulations, implementing equal opportunity employment policies, using city proprietary interests, and curbing employers\\\' practices that take advantage of immigrant workers. The policy recommendations in the report are based on the experience of cities around the country.
This ordinance allows San Francisco-based employees to request flexible or predictable working arrangements to assist with care giving responsibilities, subject to the employer\'s right to deny a request based on business reasons; prohibits adverse employment actions based on caregiver status; prohibits retaliation against employees for exercising rights under the Ordinance; requires employers to inform employees of their rights and maintain records regarding compliance with the ordinance; authorizes enforcement by the Office of Labor Standards Enforcement; and authorizes waiver of the ordinance under a collective bargaining agreement.
This ordinance raises wages for employees at Los Angeles airports effective July 1, 2009 to $10.30 per hour with health benefits or $14.80 without health benefits.The health benefits required shall consist of payment of at least $4.50 per hour in health benefits. The wage rate and health benefits supplement shall be adjusted annually to correspond with adjustments, if any, to retirement benefits paid to members of the Los Angeles City Employees Retirement System (LACERS) (rather than increases in the CPI). At least once every three years, the Office of Administrative and Research Services shall review the health benefit payment to determine whether the payment accurately reflects the cost of health care and to assess the impacts of the health benefit payment on airport employers and employees and shall transmit a report with its findings to the Council.
This ordinance modifies existing business licensing requirements to require denial of a business license to any applicant having been found to have committed wage theft if that finding has not been remedied or cured. Previously, New Brunswick law required all business license applications to be submitted to the police department for investigation of the applicant\'s business responsibility, moral character and ability to properly conduct the licensed activity as necessary for the protection of the public, and to deny license applications if the police determined that the applicant\'s character, ability or business responsibility were unsatisfactory or the products, services or activity not free from fraud. This ordinance adds wage theft as an additional reason for business license denial.
This ordinance makes unlawful employment discrimination against pregnant women and requires employers to provide reasonable accommodations for an employee\'s pregnancy, childbirth, or related medical condition at the employee\'s request. The ordinance defines a reasonable accommodation as an accommodation that allows the employee to perform the essential functions of the job. However, under the bill, the employer need not provide accommodations that are unduly burdensome according to factors including: cost, the employer\'s financial resources, and the type of operation performed by the employer. The ordinance burdens the employer to demonstrate that an accommodation is an undue burden. Also, the ordinance requires employers to provide notice of the right to be free from discrimination because of pregnancy, childbirth, or related medical condition.
This report examines violations of labor laws in Los Angeles by using survey data from 1,815 workers. The report finds violations in the areas of minimum wage, overtime, off the clock work, and meal and rest breaks in a wide variety of industries by both large and small employers. The report also provides analysis of the survey data that examines violations by specific industry and by the characteristics of the workers. The report recommends that governments should strengthen enforcement of labor laws, update legal standards, and establish equal status for immigrants in the workplace.
This ordinance provides that all contracting departments shall award contracts in excess of $5000 related to the purchasing, renting, laundering and dry cleaning of items of apparel to contractors and subcontractors who are able to provide for the fulfillment of the contracts from establishments able to demonstrate compliance with all applicable laws regarding wages and benefits, workplace health and safety, forced and child labor and freedom of association. The requirements of this ordinance may be waived under certain conditions.
The ordinance requires Miwaukee County and employers that are contractors, subcontractors, or lessees of, or recipients of economic development financial assistance from, the county to pay all covered full and part-time employees a living wage equal to 100% of the poverty income level set forth annually by the U.S. Department of Health and Human Services for a family of four divided by 2,080 hours. Covered tipped employees and those paid on commission shall be paid an hourly wage that will, when coupled with the other compensation, at least equal the minimum wage rate. Employers with 20 or fewer employees are exempted. Airport concessionaires are exempted from the provisions of this chapter for contracts executed prior to January 1, 2017.