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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.
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 report contains hundreds of specific policy reforms spanning eight broad areas of local government policy and responsibility: economic development and job creation; infrastructure; municipal revenue; job standards; housing; education; health; and civil rights. In each area, the report first describes the importance of taking action on it and the general goals of progressive policy. Second, the report describes key proven strategies for reaching those goals and identifies several specific steps that cities can take toward their effective implementation within those strategies, citing specific examples in each case.
This report examines the decline of Milwaukee\'s economy over the past 30 years and evaluates the city\'s current challenges including high unemployment, low job quality, extreme racial inequality, and central city economic isolation. The report recommends overcoming these challenges by strengthening the labor market\'s floor through policies that raise the minimum wage, expand the prevailing wage, and combat wage theft. The report also provides evidence as to how raising the minimum wage benefits both businesses and the community.
This ordinance outlines workplace standards for construction employers. This ordinance requires that construction employers allot time for regular rest breaks for construction workers, which are particularly important due to the increased physical strain and increased risk of heat-related illnesses associated with construction labor. It guarantees that construction workers employed within the municipality are provided adequate rest breaks and establishes remediation processes for employers who deny construction employees a rest break.
This local law prohibits discrimination in employment based on pregnancy, childbirth, or a related medical condition. This local law makes it an unlawful discriminatory practice for an employer to refuse to provide a reasonable accommodation to the needs of an employee for her pregnancy, childbirth, or related medical condition that will allow the employee to perform the essential requisites of the job, provided that such employee\'s pregnancy, childbirth, or related medical condition is known or should have been known by the employer.
Any city contract or subcontract valued at $100,000 or more must require city contractors or subcontractors to pay to each employee working pursuant to the contract or subcontract or who is employed in the specific location for which the contract is intended to benefit an hourly wage that is at least the living wage for the duration of the contract. Any recipient of a business subsidy valued at $100,000 or more must agree to pay an hourly rate that is at least the living wage to each employee employed in the location for which the city business subsidy was provided and a tenant of such a subsized project must pay at least a living wage to each tenant subcontractor for the longer of 3 years or the duration of the subsidy agreement. The living wage shall be a wage level equivalent to at least 130% of the federal poverty level for a family of 4 or, for employers that provide basic health insurance, at least 110% of the federal poverty level. Also, a city business subsidy recipient must enter into a city business subsidy agreement with the city that includes a description of the subsidy, a statement of the public purpose for the subsidy, goals for the number of jobs created or retained, and wage goals for any jobs created or retained. Any recipient of a city contract or subsidy that fails to meet the living wage or wage goals shall not be eligible in the next contract cycle or calendar year, and shall repay to the city an amount based on the degree of compliance proportionate to the value of the contract.
The ordinance requires retention of employees, for a transition period of ninety days, by the successor employer of those grocery employees who have been employed by the incumbent grocery employer for at least six months; requires retention of the incumbent grocery employer\'s grocery employees based on their respective seniority within job classifications; requires that, during the transition period, retained grocery employees from the incumbent grocery employer may only be terminated for cause; and requires the successor employer, following the transition period, to perform a written performance evaluation of each retained grocery employee and consider offering each retained grocery employee continued employment if the employee\'s performance was satisfactory; and requires the successor employer to keep a written verification of the employment offer for three years.
Requires job placement agencies to provide applicants for domestic worker positions with a written statement of rights and obligations under state and federal law, including information on minimum wage, overtime, and unemployment insurance. Job placement agencies must also provide applicants with a written statement describing the nature of the work, including the kinds of services that will be performed in the position.