Posted by Sharon Vinick
on Nov 27, 2013 | 0 comments
You have probably seen this photo of a food drive for Wal-Mart employees. It has gone viral on the internet. But did you know that Wal-Mart’s CEO makes more in an hour than many full-time Wal-Mart workers make in an entire year? Blogging for the CELA VOICE, Sharon Vinick and her co-author Ramit Mizrahi delve deep into how the giant retailer’s employment practices harm its workers and our economy. Their post — Giving thanks: A luxury that Wal-Mart workers can’t afford — credits worker advocates who have invested years organizing for living wages and fair treatment of workers for giving us some hope and reason for thanks this Thanksgiving. In the coming days, as Americans prepare for — and recover from — their Thanksgiving feasts, we should not only give thanks for what our families have, but make a commitment to helping other families who have far less. Real help requires more than just a few spare canned goods thrown into a bin. It requires that we address the reasons that our nation’s workers are in need. We should applaud Governor Jerry Brown for signing into law AB 10, a bill that will increase the minimum wage in California to increase the minimum wage to $10 per hour in 2016. And, we should lobby Congress to pass the Fair Minimum Wage Act of 2013, which would increase the federal minimum wage for all workers, including those at Wal-Mart, to $10.10 by 2015. Such legislation could help in ensuring that all workers can afford a Thanksgiving feast, without relying upon the kindness of their...
Posted by Editor
on Nov 11, 2013 | 0 comments
Thirty-five years after passage of the Pregnancy Discrimination Act, pregnancy discrimination complaints are still on the rise. The Pregnant Workers Fairness Act is Congress’ chance to finally make good on the promise to our nation’s mothers that pregnancy discrimination is a thing of the past.
Read more about this important legislation in the recent post on the CELA VOICE blog by Jean Hyams and co-author Mariko Yoshihara.
Posted by Sharon Vinick
on Nov 7, 2013 | 1 comment
Over the past decade, more and more employers are insisting that anyone who works for them must sign an arbitration agreement as a condition of employment. Arbitration agreements mean that employees are forced to give up their Constitutional right to trial by jury if they want to keep their job. Instead, all workplace disputes – including an employee’s claims for discrimination – are decided by a private arbitrator hired by the employer, rather than in court. Some employers defend their insistence on arbitration agreements by pointing to media hype and some analytical comparisons between arbitration and court resolutions to suggest that arbitration is a faster, less expensive way to resolve disputes. Whether this is true is the subject of some debate. However, this position is taken as gospel corporate America. But two unspoken reasons are also driving the trend toward arbitration. First is the fact that arbitration results tend to favor employers over employees. There are lots of institutional reasons for this bias, starting with the fact that the corporation is responsible for actually paying the fees for the arbitrator. Also, employers end up being “repeat players,” hiring the same arbitrator over and over. This exerts a natural pressure on arbitrators to issue pro-employer decisions so that they will be hired again. Also, since almost all arbitrators are lawyers and many are ex-judges, they tend to be more conservative than potential jurors, which makes very large awards unlikely. The other unacknowledged motivation behind forced employment arbitration is that employers want to keep disputes a secret. By forcing employees to litigate their disputes in a private setting, corporations can avoid the bad press that accompanies trials. Not only does this help the corporations maintain the pretense of a clean reputation, it means that a favorable verdict will not result in more employees coming forward and filing lawsuits. The bottom line is this – employers are using their superior bargaining position to force employees to give up their right to a jury trial and move into the shadows of an arbitration system stacked against them from the outset. Introduced by Senator Al Franken, the Arbitration Fairness Act of 2013 would ban forced arbitration in employment, consumer and civil rights disputes. It only takes a minute to send an email to your United States Senator urging support for the Act!...