Obama Says Job Market May ’Stall’ Due to Budget Cuts

President Barack Obama told a group of Democratic donors in Atlanta that the economy and job market could falter as a result of the automatic spending cuts that went into effect March 1.

“Because of some policies in Washington, like the sequester, growth may end up slowing,” Obama said at a luncheon for the Democratic Senatorial Campaign Committee. “We may see once again the job market stall.”

The president was in Atlanta to give the commencement address at Morehouse College and he told the donors that while he was energized by the spirit of the graduates “they are entering into a job market that is still challenging.”

Earlier, at the commencement ceremony, Obama gave the labor market a more positive rendering. He told the graduates “you’re graduating into a job market that’s improving.”

American employers added more workers than forecast in April, sending the unemployment rate down to a four-year low of 7.5 percent. More Americans than projected filed claims for jobless benefits last week and manufacturing in the Philadelphia region unexpectedly shrank in May, signs that a slowdown in growth is rippling through the U.S. economy.

Source from: http://www.bloomberg.com/news/2013-05-19/obama-says-job-market-may-stall-due-to-budget-cuts.html

The Need for Constant Updating of Federal Labor Law Posters

Given that there are numerous state and federal agencies today, it is a given fact that labor laws have to constantly change to adapt to the changes that happen. Hundreds of labor laws are being updated and revised annually to make sure that they are applicable to the modern situation. This makes updating of federal labor law posters critical for business owners as it affects their businesses directly.

These federal labor law posters are updated or revised depending on the state. Business owners must strictly adhere to posting of appropriate and updated labor law posters in every workplace. The Department of Labor makes sure electronic copies are readily available through various distributors nationwide. Most of these posters are even available in various languages for instances that the company has several branches and has employees of different native languages.

Generally, posting requirements vary by statute. This means that a company may or may not be required to post a specific notice or not all employers are covered. However, there are several federal labor law posters that the Department of Labor requires all workplaces to post and there are those that we are most familiar with. Examples of which are:

• Fair Labor Standards Act (FLSA) Poster: Also known as the minimum wage poster and includes information on overtime, child labor, and enforcement.

• Occupational Safety and Health Administration (OSHA): Clearly addresses everything about job safety, health, and workers’ rights.

• Family and Medical Leave Act (FMLA): This is a requirement for all companies with at least 50 employees.

Employers can be required to post as many as 11 federal labor law posters depending on the state they are located. Some may even be required to post additional posters with regards to public sector employers. Regardless of state and nature of business, every employer needs to regularly update their federal labor law posters. Here are some of the reasons why there is high need to update posters:

• Failure to post updated labor law posters may result to citation and penalty.

• It serves as clear-cut guidelines for compliance of everyone, both the employer and employees.

• Everyone needs to uphold the law at all times.

• You need to let your employees know what they are entitled to.

• You need to protect both the company and the employers.

Should you in any way fail to comply with updating your federal labor law posters, here are some of the penalty examples that may be imposed:

• Federal FMLA - $100 per offense.

• May lead to court actions and assess civil penalties as per Federal Employee Polygraph Protection Act Secretary of Labor and Migrant and Seasonal Agricultural Protection Act (MSPA).

• Federal OSHA Posters - $7,000.

• CAL/OSHA Poster - $1,000 per violation.

Since there are no set dates for federal labor law posters updates, we suggest every business owner to be responsible and contact labor law posters distributors. After making sure your federal labor law posters are updated, be sure to place them on a common place visible to all employees and even applicants so everyone is guided accordingly.

Several Points to Look at About San Francisco’s Minimum Wage

In the nation, San Francisco is the city with the highest minimum wage and also happens to be the only major city which has an agency for wage enforcement. This local compensation was put to effect back in 2004 and one thing of note is that while employers are required to pay their workers minimum wage, they are not required to have a report of how many they should be paying it to.

San Francisco has their Office of Labor Standards Enforcement which is the agency that is most engaged when it comes to the issue of wages and is tasked with enforcing just practices when it comes to labor concerns. However, they have confirmed that they have never had a concrete picture of the extent of the low-wage work in the city.

Currently, San Francisco’s minimum wage is at $10.55 per hour but after ten years of having had the minimum wage boost passed, ongoing violations when it comes to wage and labor compliance issues still suggest that this policy in the city cannot bring out all the workers from a state of poverty.

According to the vice president San Francisco’s Labor Council, Conny Ford, passing this minimum wage ordinance alone is not enough to make sure that everyone gets fair payment inside the workplace. Ford also said that the Office of Labor Standards Enforcement can’t keep up when it comes to cases of wage theft in the city. For this reason, the office relies on groups to refer wage theft victims to resolve the issue.

A lot of activists with anti-poverty concerns as well as public officials fight for the rights of the employees in San Francisco who earn below the mandated $10.55 per hour. The numbers of underpaid employees reach thousands, and after ten years of having the law passed, this is unacceptable.

Since there is no specific local agency which is responsible for tracking minimum wage jobs, the enforcement of this law has been relying on getting actual complaints from workers to get information. However, not much come out to get vital information. This is because when employees do report cases of not being paid the right amount, they risk getting conflicts with their employers such as getting some sort of retaliation or worse-- permanently losing their job.

This year, the Congress is beginning to debate issues on the national minimum wage having President Obama’s proposal of the minimum to be at $9 per hour. According to the director of San Francisco’s Office of Labor Standards Enforcement, the great part of the violation cases when it comes to wages is connected to the underground economy where workers are paid in cash and employers fail to accurately track the numbers of hours worked.

Forty-eight percent of these complaints are from the workers who belong to the food service work sector such as baristas, waiters, dishwashers, and cooks. Other employees who are often illegally paid include constructions workers, security guards, health aides for home employment, and other hotel employees.

The fear of the workers is mainly to lose their job if they come forward. Despite the current state of economy, and even after being aware of the violations, a lot of these individuals are just thankful to have a job and would like to keep it that way. You can learn more about labor law and practice by clicking here http://www.easybusinessposters.com/.

California Occupational Safety and Health Act That Employees Should Know

The Occupational Safety and Health Act is a law enacted by the federal government in order to regulate and govern the occupational health and safety issues in the private sector and federal government in the United States. Signed by President Richard Nixon and enacted by Congress in 1970, the principal objective of this law is to make sure the employers in the country provide a hazard free work environment to the employees that are free from recognized hazards including excessive heat or cold, unsanitary conditions, exposure to toxic chemicals or excessive noise levels. While passing this act, Congress declared that its intent behind this law was "to assure so far as possible every working man and woman in the Nation safe and healthful working conditions and to preserve our human resources."

Also popularly known as Cal/OSHA Occupational Safety and Health Administration (OSHA), the Division of Occupational Safety and Health is established by the federal government in order to implement the said law to safeguard workers and the public at large from safety hazards. The tools used by this organization to realize the said objective include ensuring that the firms across the U.S. are in compliance with the Occupational Safety and Health law in addition to implementing some inspection programs to monitor the safety standards of elevators, amusement rides, aerial tramways, ski lifts and pressure vessels. OSHA has the authority to set as well as enforce workplace health and safety standards. The department also provides consultative assistance to employers as per request.

The Act also instituted the independent Occupational Safety and Health Review Commission to supervise enforcement priorities, actions and cases. One another organization that was established in order to further the objectives of the law is the National Institute of Occupational Safety and Health (NIOSH), an independent research institute in the then-Centers for Disease Control.

The Act defines an employer as any "person engaged in a business affecting commerce who has employees, but does not include the United States or any state or political subdivision of a State." The Act covers the comprehensive range of employers in all sectors including manufacturers, construction companies, law firms, hospitals, charities, labor unions and private schools.

Section 5 of the Occupational Safety and Health Act features the general duty clause that directs the employers to maintain the conditions and practices necessary to protect workers on their job; act in compliance with the standards meant for their organization; and ensure the employees use the appropriate protective equipments while at work.

Section 8 of the Act pronounces reporting needs. If there is a fatal work-related incident in the workplace or if three or more employees are hospitalized due to a work-related incident, the employers must report the same to OSHA within eight hours. As per the law, OSHA inspectors are authorised to enter, inspect and investigate safety issues during regular working hours of the organization. The employers must take all measures to educate their employees regarding the work-related hazards. The Act also requires the employers to keep a record of non-consumer chemical products used in the workplace, and posting and supplying the material safety sheets to the employees. The Act permits the states to implement their own occupational safety and health plans in a way they do not overtake or clash with the federal laws.

To know more about California Occupational Safety and Health Act, check this:
http://www.easybusinessposters.com/products/california-total-labor-law-poster.html

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.