The North Carolina Department of Commerce just published a report by their Labor & Economic Analysis Department. This report shows the top 10 industries which are using temp labor. Not surprisingly the top sectors include manufacturing & warehousing but we also see textile and food production as well.
After hearing about the need for an increased minimum wage, the group marched to Sedona Staffing, a temporary staffing agency. The group of demonstrators flooded the office at …. and read a letter to agency employees. The letter said the company “functions as a day-laborer operation that rarely provides good, stable jobs to your employees,” and said the demonstrators were “calling on you to pay your employees a livable wage, and provide jobs with predictable scheduling so that your employees are able to provide for their families.”
Members of Warehouse Workers for Justice (a NSWA steering committee member) and their allies picketed outside of Elite Staffing in Joliet, IL on Wednesday, April 15, as part of the the national Fight for $15 campaign.
Microsoft recently announced it would make sure the contractors it uses provide paid time off to their workers. Over 80,000 of Microsoft’s 122,000 “employees” work through contractors or temp agencies. While this is a step in the right direction there are others, such as Philippe Boucher who works for one of Microsoft’s many contractors, is pushing for union recognition.
The Verge recently posted an expose on Amazon’s “non-compete” contracts it has its employees sign. These non-compete agreements force temp workers & laid off workers to agree not to work for any competitor who sells similar products as Amazon. Given the scope of products sold on Amazon, these agreements severely restrict where they can work.
“Noncompetes can also depress workers’ wages. Traditionally, a key strategy to keep employees from defecting to a competitor has been simply to offer competitive wages, but a company that uses non-compete agreements can feel less pressure to pay well.”
CHICAGO – Left unguarded, dangerous machines with moving parts cause hundreds of thousands of workers to suffer finger, hand or foot amputations and other serious injuries each year in the United States. Despite these dangers, one Chicago-based manufacturer has repeatedly ignored the risks and has been found in violation of safety and health standards four times in the last five years.
Edsal Manufacturing Co. was inspected again in September 2014 by U.S. Department of Labor Occupational Safety and Health Administration investigators and cited for five repeated and 16 serious safety and health violations, including electrical hazards and failing to train workers in forklift operations and machine hazards. Edsal faces proposed penalties of $294,300 and has been placed in OSHA’s Severe Violator Enforcement Program.
On Friday February 6th, the National Employment Law Project and the National Staffing Workers Alliance issued a joint Op-Ed on Huffington Post highlighting recent partisan efforts to undermine the growing trend towards Joint Employer Liability.
What’s striking about the stretch of Congressional activity is its almost complete lack of connection to the reality of labor and employment laws in our country and how they apply (or don’t apply) to businesses. Our labor and employment laws — from the Fair Labor Standards Act creating basic minimum wage and overtime protections, to the Occupational Safety and Health Act, to anti-discrimination laws, to the Family & Medical Leave Act, to the National Labor Relations Act — have since their inception defined covered employers to potentially include more than one employer.