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Transit is a powerful force for facilitating employment density and therefore, reaping the benefits of firms and people clustering together in cities. In order to counter the rising trend towards job sprawl (which holds important equity implications), policy makers at the local and regional levels are posing transit as a central mechanism for concentrating future employment growth in higher density, more accessible districts. This report explores how industries vary in their proclivity to locate in higher density, transit-served locations and assesses which industries have experienced recent growth near transit in absolute numbers. The outcome of this analysis is a better understanding of the types of industries that may have a greater propensity to be transit-oriented.
Michigan should enact an earned sick leave law. An earned sick leave law in Michigan would require most employers to bank sick time for their workers based on the number of hours they have worked. This would help low-paid workers keep their jobs, increase productivity and reduce employee turnover, and protect the health of other employees and the public.
Recycling workers face serious hazards on the job. For long hours, they work with heavy equipment in dangerous situations and deal with an array of unsafe materials (needles, broken glass, etc) that should not be on the recycling line. As a result of these unsafe conditions, recycling workers face above-average injury rates and are sometimes even killed on the job. To ensure safe and dignified recycling jobs, municipal govern- ments must require rigorous health and safety standards in recycling contracts. This report explores the dangers recycling workers face and provides policy recommendations that municipal decision makers should follow to improve industry accountability and health and safety outcomes.
In California, Uber, Lyft, Instacart, DoorDash, and Postmates workers are all classified as employees under California law entitled to the same benefits and protections enjoyed by all California employees. However, these companies are funding a ballot initiative – Proposition 22 or the “Protect App-Based Drivers and Services Act”– that would grant app-based transportation and delivery companies a complete exemption from AB 5, freeing them from complying with California’s labor laws. Thus, their workers would be unprotected and companies would be allowed to avoid paying for overtime, discriminate on the basis of immigration status, deny workers health or income protections if they are hurt on the job, and prevent workers from accessing paid leave. This report urges voters to reject Proposition 22 to protect workers’ health, safety, and dignity.
The San Francisco Paid Parental Leave Ordinance (SF PPLO) requires employers who have employees working in San Francisco to provide Supplemental Compensation to employees who are receiving California Paid Family Leave (PFL) benefits to bond with a new child, so that the employees receive up to 100% of their normal weekly wages during 6 weeks of parental leave. This report answers frequently asked questions about the SF PPLO.
Corporations and their political allies deploy state preemption to stop local progress and block the abilities of local governments to act on the values and needs of their communities. This report uses data from Colorado, Louisiana, Pennsylvania, and Tennessee to demonstrate how communities, particularly low-income women of color, are working towards equitable policies around paid sick days, wages, and affordable housing, only to be blocked at the state level by lawmakers caving to corporate pressure or following an anti-regulation agenda.
This report looks at the potential for collaboration between employer and business membership organizations (EBMOs) and workers’ organizations in crises arising from conflicts and disasters. By zooming in on a variety of country contexts, it explores initiatives and policies that seek to maintain an environment for continued employment, decent work, and commercial activity. It also looks at efforts to build resilience in situations of conflict and/or major destruction by natural and human-made disasters. In particular, the report examines how EBMOs and workers’ organizations have taken action and cooperated in a variety of ways through social dialogue to prevent crises, promote peace, and enable recovery. In doing so, the study provides insights into the roles played by EBMOs and workers’ organizations in these contexts, and how such collaboration in crisis situations could be strengthened and replicated elsewhere.
The Detroit Regional Workforce Fund’s efforts to connect low and moderate-income persons to career pathways is inhibited by the skills gap. As a result, the Detroit Regional Workforce Fund is pursuing several key policy and capacity-building efforts focused on increasing adult educational attainment. In particular, they are aiming to expand pre-bridge and bridge programs to prepare adults with low basic skills for occupational training, support the creation of ten Learning Labs in Detroit, facilitate peer learning among basic skills providers, and more.
This report focuses on an association of city and county governments and metropolitan planning organizations which collaborate to identify new training needs of Kansas City area businesses attempting to adapt to sustainable energy and energy efficiency opportunities. Key findings discusses in this report include that educational institutions and unions need to incorporate significantly more green knowledge and practices into their existing training; if we rely solely on incentives, there is a danger that green practices may fade away when the incentives do; and green knowledge starts at the top—architecture, design, universities and manager professionals need to understand and adopt green practices to enable construction workers to build green.
Although the manufacturing industry is experiencing a resurgence, employers within the sector are reporting that they face a skilled worker shortage. A strategy to improve the basic and technical skills of young workers could create real career pathways for opportunity youth and multiple benefits for employers, including: increased shareholder satisfaction and customer loyalty; increased diversity of the worker pipeline; increased worker engagement and retention as workers engage in on-the-job learning activities with opportunity youth and are inspired to model excellence within their professional fields. This report focuses on the strategies Michigan and Massachusetts are utilizing in order to address the gap between skilled worker demand and supply.