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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.
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 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 ordinance requires that nothing less than a living wage be paid to employees of the city's service contractors, of certain of its lessees and licensees, and of its financial assistance recipients. Employers should also provide at least 12 compensated days off per year and some payment towards the provision of health care benefits for employees and their dependents. The ordinance also specifies that employer retaliation is prohibited and details the enforcement methods for this law.
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.
This interactive chart compares occupational levels and wages in 2010 to occupational projections for 2020. It also categorizes occupations according to the minimum education needed for an entry-level position in that field and allows users to selectively include certain educational groups. This chart demonstrates that good jobs (those in green) are projected to have few openings in the coming decade while occupations with the most projected openings do not pay well.