To search for model legislation, research, reports, and more, type your area of interest into the search bar above. You can filter your search by state, level of government, document type, and policy area to match the info you need to your unique community’s progressive goals.
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.
The ordinance requires the city and all qualifying businesses to pay employees a living wage; and indexes minimum wage increases to the consumer price index for the western region for urban wage earners and clerical workers.
This ordinance prohibits employers from discriminating against employees and job applicants on the basis of their consumer credit history.
This policy brief examines the effects of Denver\'s 2011 Initiative 300 which enables employees to acquire sick time hours depending on the size of their business and how many hours they work. This brief examines the experiences of San Francisco and Washington D.C. in implementing paid sick leave policies. The brief analyzes the issue from public health and economic perspectives. The brief concludes that the direct costs to businesses of a paid-sick-leave law are relatively small and are mitigated in whole or in part by indirect savings due to increased worker productivity and lower employee turnover. In addition, the brief finds that paid sick leave results in improved public health and reduced overall costs to the health care system.
This ordinance requires protected sick time for employees of businesses working in the City of Portland and authorizes the mayor to enter into a contract with Oregon State Bureau of Labor and Industries for enforcement.
This ordinance requires all employers to provide a minimum of one hour of paid sick leave for every 30 hours worked by an employee; provides that employers are not required to provide more than 72 hours of sick leave for an employee in a calendar year and employees of small businesses will not accrue more than 40 hours of paid sick leave in a calendar year, unless the employer selects a higher limit.
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.
Provides enforcement agency with access to places of business to investigate wage theft cases. Allows agency investigations into wage theft cases to extend beyond one year. Requires employers being investigated to post a notice to all employees indicating that fact. Increases penalties for retaliation by employers against employees and for failure to comply with other requirements under the law. Provides enforcement agency with authority to require the payment of back wages owed to employees to be paid directly to the city, which is then held in escrow until the employee owed wages can be located. Requires enforcement agency to develop outreach materials to conduct education campaigns aimed at employees.