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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 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.
Higher minimum wage would reduce inequality, benefit families, offer women and workers of color higher wages. The report recommendsto raise the wage in Columbus to $12 per hour by 2021.
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.
Small business owners believe that a higher minimum wage would increase consumer purchasing power and reduce employee turnover. Small business's support for raising the federal minimum wage is strong across the United States.
Our assessment of the research evidence indicates that minimum wage mandates raise the incomes of low-wage workers and their families, and that the costs to businesses are absorbed largely by reduced turnover costs and by small price increases among restaurants. That said, it is important to emphasize that existing research is necessarily limited to the range of minimum wage increases that have been implemented to date. While these studies are suggestive, they cannot tell us what is likely to happen when minimum wages are increased significantly beyond current local, state, or general mandates.
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.
This ballot measure increases the minimum wage from $6.75 to $8.50. It provides for annual increases of the minimum wage based on the regional consumer price index.
The ordinance requires covered entities to pay a living wage of $10.55; indexes the living wage to the Consumer Price Index; allows for certain credits toward a living wage for employers; requires the city to publish an annual bulletin on announcing the adjusted Living Wages and Maximum Benefits Expenditure Credit for the coming year; requires covered employers to permit covered employees at least 10 days per year of paid sick leave; requires covered employers to provide at least 12 days of paid leave per year in addition to sick leave; establishes accrual and implementation provisions; prohibits retaliation; provides for certain exemptions; provides for enforcement and penalties for violations; and allows for private actions for damages or injunctive relief.