Minimum Wage Increase Law out—what’s the reaction?

Federal law’s minimum wage increase has been received with mixed reactions and there is a great deal to be said about it. The basic contention leading to the minimum wage increase is that hundreds of thousands of hardworking U.S. employees are not earning enough to support themselves and their families. Analysing the prevailing rates of food, transportation, housing and other basic necessities, some economists suggest a single adult today needs to earn not less than $11.82 per hour. This rate might even go up to $14.03 per hour in cases of families with four members even with two working parents. It can be expected that US labor will now look towards federal labor law posters with more confidence knowing that it is going to protect their interests better.

Experts identify that minimum wage has been losing out its value year on year on account of congressional and legislative inaction. Going back the study the conditions during 1968, the federal minimum wage facilitated the highest buying power. If those levels need to be matched today, minimum wage must be raised to $10.55/hour. While it is very hard to live on minimum wages, if no action is taken, it might add more bruises to the existing injuries. The only way out that can yield concrete results can happen through legislative measures and this forms the basis for the hike in minimum wage proposed by President Obama. 

The President's proposed $9.00/hour federal minimum means that there would be a 24% increase from the present rate of $7.25. Notably, this will be the first ever increase in the minimum wage over the past four years, and the second over the past 14 years. Estimates show that if put to work, the proposed minimum wage increase will result in a condition that prevailed during 1980s while adjusted for inflation. The rates will be adjusted annually considering the inflation.

The implications of the minimum wage increase can be noted both in the positive as well as in the negative sides. The contention that this measure will cost jobs does not seem to happen practically. While this happened last time in 2005, ironically, there was a net increase in jobs. On the other hand, minimum wage increase will mean the low-wage workers can be a part of the nation’s economic recovery. This can be understood in this way. Every increase in the minimum wage will consequently boost up the consumer spending over the following year, which will be a good sign for the nation’s overall economy. Rep. Edwards of Roc states raising the minimum wage will help stabilize businesses besides getting employees out of poverty. This will also pave a path to millions of Americans to become the middle class. 

Why the principal objective of the increase in minimum wages is not realised often could be due to poor targeting. This means that about 60 percent of people below poverty line does not work and therefore not able to access the benefits of the said raise. In several cases, it is not uncommon that layoffs and reduction in working hours could mean the take-home gets less rather than more. Therefore, a careful analysis of the situation across the nation needs to be studied considering the holistic picture and weighing both the sides objectively. The implication is that mere legislative measure will do no good unless the implementation is practically studied, observed and regulated to achieve what we want through minimum wage raise.

California Employers Can Face Confounding Array Of Workplace Mandates

Being the nation's most populous state is not California's only claim to fame. Allowed to talk off the record, many employers who have learned the rigors of coping with the Golden State's often-unique approaches to employment laws will say those laws frequently help make California the most challenging state in which to do business.

The wide range of mandates in California labor law posters is one prime example of how California can complicate an employer's job. To take just one example, dealing with the already-complex task of avoiding job discriminating against job seekers and workers who are pregnant and are seeking time off is made all the more difficult due to the state’s multiple mandates, and their differences from the requirements of federal law.

Employers in all states have to meet federal EEOC requirements, but that's not the whole story. California has its own laws in the area, which give workers as much as four months pregnancy disability leave, complete with extended health benefits, with no minimum time in the job required. The leave is for disabilities caused by pregnancy, childbirth and related medical conditions, without any requirement that the employee have worked for the employer for any specified length of time.

The state rules also cover more businesses than do the federal rules, define key terms like "disability" more broadly, and expand its reach into the new area of job bias due to "perceived pregnancy" disability. Employers who long ago had come to terms with the state rules may need to check again, since the state has recently revised them. And employers might also want to check the federal Family and Medical Leave Act, while they're at it.

Figuring the interplay of California's often ambitious workplace rules with the requirements of federal law is not a California employer's only headache. The state's rich array of its own laws can be confounding. For instance, the state's Family Rights Act lets workers take up to 12 weeks unpaid leave after a birth, adoption or foster care placement, while the state's Family Temporary Disability Insurance program may extend a worker's unemployment compensation payments in some similar cases.

Another example of complexity and confusion awaiting a California employer can be found in the state's paid vacation law. Federal law and the laws in most states permit employers to have workers lose any unused vacation time at year end, but California includes untaken vacation time in its definition of wages, and decisions by the state's court have struck down employer policies that result in unused vacation time being forfeited. As a result, no matter what benefit program a national employer may have, it is a fair bet it may have to create a new variant to satisfy California's requirements.

California is also far from hesitant to impose requirements on employers in the state, even in areas where few, if any, other states have. So, for example, the state demands that firms with 50 or more workers provide a minimum of two hours training to its supervisors and managers on the subject of sexual harassment, with biannual retraining also mandated. Certainly, sexual harassment is a serious problem to be prevented, and potential liability employers are well-advised to avoid, but few states are as ready as California to jump into the task of specifying the details of private employers' executive training programs. In another illustration, the state has recently mandated that some employers display workplace notices to inform their workers and the public of hotlines set up to aid victims of human trafficking.

An Overview Of California Labor Law Posters

The golden California state has endorsed various labor laws, which are designed and implemented to protect the interests of both, the employers and employees. These laws include health, employment policies and human rights to make sure that both, the workers as well as employees, can benefit equally from the course of contract. The California labor laws are quite comprehensive to be covered in one single article, but let us have a glance into some basic employer and employee rights enacted by the state. For any workplace or business organization, California labor law posters are a must have to inform the employees and employers about their obligations and rights as an important part of the state law.

OSHA (Occupational Safety & Health Act) - This specific labor law supported by the California state provides employees a right of filing formal complaint against an employer, in case of dangerous or hazardous working conditions. Also, employees should be informed if they are anytime exposed to some hazardous materials as part of the work. Though, this law exempts all temporary, self employed or seasonal workers.

FMLA or Family Medical Leave Act- As per California labor law posters, every employee has a right to have job protected leave for up to twelve weeks per year. It depends on an employer, whether the leave is unpaid or paid, but each employee has the right to enjoy this leave credit. Though, there are few requirements or conditions for an employee to qualify for this leave credit, like he should be employed in the organization for minimum twelve months or have worked for at least 11, 250 hours before filing this leave. Besides, there are certain circumstances wherein the employees are given the right to go for leave, like undergoing any serious health problem, kin care or caring for a family member, birth of child, among various other things.

Personnel laws- California labor law requires every employer to ensure quite a healthy workplace and working environment for the employees. This means that the workplace must be free from any violence or sexual harassment. Besides, there should be apt safety policies which restrict unlawful behavior in the working environment. Additionally, all employees are protected by the law which limits the employers from accessing private staff files.

Leave and payroll rights- California labor law posters also include numerous pay regulations which are to be followed by the employers. However, the basic regulation is that the employees should be provided with minimum wage per hour, as specified by the state or federal law. Besides, the total working hours in a day covers the break and meal periods. Also, when taking a leave, there are flexible laws with respect to employers’ right to apply his discretion for sick leave, holidays or vacation and whether it is unpaid or paid.

Comprehending the basic labor laws of the California state, as mentioned above is quite significant to know about employee rights and make sure that these are protected in the best way possible against the employer liability. Apart from this, it also allows you to know about your obligations at workplace, so that you can do your job in the most effective way and in harmony with the employer. If you want to order California labor law posters, visit web http://www.easybusinessposters.com/products/california-total-labor-law-poster.html for details.