It used to be that unionizing a work place was done for the benefit of the workers. The goal was to help workers negotiate better wages, benefits and working conditions. Today, unionizing a work place is done just as much (if not entirely) for the benefit of the union.
Olympia City Councilmember Jim Cooper has proposed sweeping labor regulations that would mandate a $15 minimum wage and paid sick leave for all workers in the city, remove businesses’ freedom and flexibility to operate with a part-time workforce and restrict how employers schedule employee shifts. Clearly the proposed “City of Olympia Minimum Wage Ordinance” is about much more than just a minimum wage.
The previous four posts in this five-part series have analyzed the provisions of the proposal. This final post explores how the new regulations would be enforced.
The final provision examined in this five part series dissecting the complex provisions of the proposed “City of Olympia Minimum Wage Ordinance,” mandates paid sick leave for all workers in the city. Introduced by City Councilmember Jim Cooper, the Olympia proposal is alarmingly broad and open-ended.
Shift scheduling is emerging as another battleground issue when it comes to how much discretion employers should have to run their business. Part 3 of the five part series on the proposed “City of Olympia Minimum Wage Ordinance,” covers the three prongs of restrictions and regulations the ordinance would place on Olympia employers when scheduling their
Continuing the five part series dissecting the complex provisions of the proposed “City of Olympia Minimum Wage Ordinance,” is the provision that reflects a growing trend to remove employers’ independent decision-making rights by requiring additional hours be offered to current part-time employees before hiring additional part-time employees.
Earlier this week I blogged about a proposal by Olympia City Councilmember Jim Cooper to force every employer to pay a $15 minimum wage, provide paid sick leave, give 3 weeks notice of scheduled shifts, allow a minimum 11 hours of rest between shifts and require employers to give current employees the opportunity to work additional hours before hiring additional employees.
A recent article in the Puget Sound Business Journal exploring the impacts of the city’s new $15 minimum wage law concludes the predictions of an economic hit on businesses in Seattle never happened. Instead, the article, “Apocalypse Not: $15 and the cuts that never came,” says the industry most impacted by the new wage law—the restaurant industry—has actually grown:
“…the thunder in the city’s already booming restaurant scene contrasts with the early fears of shuttered cafes and empty tables.”
Hoping to follow in the footsteps of SeaTac, City of Olympia Councilmember Jim Cooper will introduce legislation that would not only mandate a $15 minimum wage, but impose a slew of new labor regulations on business owners in the city.