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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.
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.
This ordinance amends the Philadelphia code to require employers within organizations or public agencies that receive city contracts, subcontracts, leases, concessions, financial assistance, or other forms of city support to provide their employees with a higher minimum wage. The new minimum wage standard in this ordinance is an hourly wage, excluding benefits, of at least 150 percent of the federal or state minimum wage, whichever is higher. This ordinance also establishes a Living Wage Advisory Committee to review the implementation and effectiveness of this law.
The fact sheet supports the 2012 New York City initiative, \'Stop Credit Discrimination in Employment Act.\' The fact sheet contains statistics and background on the practice and effects of using credit checks in hiring decisions.
This ordinance requires hotels in the Los Angeles International Airport corridor containing 50 rooms or more, in recognition of the benefits they receive from city investment in the corridor, to pay hotel workers a living wage of $9.39 with health benefits or $10.64 without health benefits as of July 1, 2007. Beginning January 1, 2008, these rates are to be adjusted annually based on the local consumer price index.
This chart demonstrates the impact of union membership on income and wealth distribution. It allows users to select between a number of metrics related to unionization and income inequality in order to further illustrate this relationship. The chart illustrates a consistent theme that as union power has declined, so too has the share of national income going to wages and salaries, and to the bottom and middle of the income spectrum.
This chart allows users to compare the United States along a number of economic indicators related to income, employment, and economic security. By selecting between these measurements and offering a geographic view of these statistics, users are better able to visualize trends in economic factors and make comparisons between states.
This ordinance provides a variety of worker protections against wage theft. A complaint for non-payment of earned wages, if not resolved through conciliation, is heard by the Office of Intergovernmental Affairs and Professional Standards. If a violation is established, the hearing order shall: require the employer to pay wage restitution in an amount equal to twice the amount of back wages that the employer is found to have unlawfully failed to pay the employee; require the employer to reimburse the employee for any reasonable costs and attorney\'s fees incurred by the employee in connection with the administrative hearing; and require the employer to pay to the Board of County Commissioners an assessment of costs in an amount not to exceed actual administrative processing costs and the cost of the hearing. The ordinance also requires repayment to the county of administrative costs and each respondent employer all reasonable costs and attorney\'s fees incurred by the employer in connection with the complaint.
This ordinance establishes a county minimum wage of $8.00 per hour effective July 1, 2013 and $8.50 per hour effective July 1, 2014, with further increases on January 1, 2015 and annually thereafter based on the annual percentage increase in the CPI as of the preceding October 15. The minimum wage is binding on all non-tipped employment positions taxable by the county. An employer who pay health care or childcare benefits to an employee at least equal to an annualized cost of $2500 may pay that employee $1.00 per hour less than the minimum wage. The ordinance also allows for posting at work sites, record-keeping, civil enforcement, recovery, and penalties for violators.
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.