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This document discusses right-to-work laws and argues they are outdated. It notes that right-to-work laws allow employees to opt-out of paying union dues while still receiving representation benefits. The document claims right-to-work states have lower wages and living standards compared to non-right-to-work states, and that economic factors like taxes and education are more important for business decisions than right-to-work status. It asserts right-to-work laws unfairly force representation without compensation.
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Lesson Topics:
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Father of Capitalism
Adam Smith has been described as the “father of capitalism”. In the 18th century, he authored a seminal paper on the benefits capitalism, and although the years since then have brought with them some deviation from Smith’s ideas, his work is largely responsible for the modern laissez-faire capitalist economy which exists in America today. Smith’s underlying philosophy essentially proposes that the economy operates at optimal levels when the people are free to pursue their own individual economic self-interests. He posited that if people were uninhibited to make business decisions that maximized their own productivity and profitability, the economy would benefit from such efforts through increased competition and continual product specialization (Vision, 2006).
However, if Smith’s ideas were in any way errant, then it was because he failed to account for the fact that human selfishness, to the extent of ignoring the interests of others, would lead to abuse by those with power over those without. With that in mind, the American 20th century was to a large extent a slow, arduous evolution of worker rights and liberties, aimed at providing a governmental structure that balances the interests of private sector capitalism with the welfare of the society which it employs (Karlin, 2015).
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HR Webinar: Gender Pay Equity: The Time is Now
This presentation will uncover the implications of April 2, 2019, otherwise known as “Equal Pay Day,” the specific date this year when the average man in the United States could start work and earn the same amount by December 31 as the average woman, in the same job, who had worked all year long.
Gender pay equity as a topic in the media is back with a vengeance, courtesy of #MeToo and #TimesUp. Discussions about what it’s going to take to eradicate harassment and discrimination in the workplace inevitably leads us to these questions: Is it “good enough” for employers to simply acknowledge the gender discrimination inherent in acts of sexual harassment? Or, is it time to step past acknowledgement, and into action, to truly rectify the pay equity gap?
Regardless of what your company’s views and current efforts are, it’s important as an HR professional to be aware that the state, city or other local jurisdiction in which you operate may have gender-equalizing laws in place.
Jennell Brown DB 4Top of Form The United States has.docx
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DB 4
Top of Form
The United States has a very free labor market, and organizations both small and large have the freedom to produce, buy, and sell products as long as it is in compliance with the law. Every organization has their rules and policies that all employees must follow. These polices can be in reference to work schedules, education, skill set, or benefits offered. When employees do not follow company policy, they will have to face the consequences of the organization. Under certain laws employers have the freedom to make these rules for their employees to follow, but the employees are also protected by these same laws that will prevent unfair labor practices from taking place in the workplace. In addition to these company policies, there are also regulations that the organization must stay in compliance with in order to uphold the laws of the local and state governments. When employers fail to follow these regulations they are putting the company at risk of fines and sometimes company shutdowns.
In my local area there is a high percentage of government regulated labor markets because there is a large percentage of workers that are employed by the government in the Maryland and Washing DC area. One example of the pros of a free labor market would be the regulations that are put in place to protect the employees, and the consumers of the products and services such as OSHA and the FDA. Organizations like OSHA ensure that employers are maintaining a safe work environment by offering employees with the proper safety equipment and protection in the workplace (OSHA, 2015). This may seem like disadvantage for the employer, but when companies are meeting regulator standards, they will potentially meet or exceed production when they are able to operate more efficiently. The cons of a free labor market are the fluctuation of the economy.
Because organizations have the freedom to buy from certain suppliers and sell to consumers, their products are only as good as economic demands. If consumers are not purchasing products or services, from private sector businesses, the company will have serious financial issues. The labor market definitely needs to be regulated by the government to protect the employees and consumers. This is why there are government regulated agencies that put labor laws in place such as the Civil Rights Act of 1964 which protects workers from being discriminated against based on age, race, gender, and religion (Bent-Goodley, 2014). This is a very important reason why government needs to regulate the free market. Many business owners may not follow these rules if they were not regulated.
References
Bent-Goodley, T. B. (2014). Social work and the civil rights act of 1964. Social Work, 59(4), 293-295. doi:10.1093/sw/swu040
OSHA adds key hazards for investigators' focus in healthcare inspections. (2015, August). J. J. Keller's Workplace Safety Advisor, 25(8), 6. Retrieved fromhttp.
Collective Bargaining Agreements
Employees have the right to form unions to negotiate with employers on issues like wages, benefits, and working conditions. Through collective bargaining agreements, union members and employers establish terms of employment. The collective bargaining process involves representation from both sides to reach an agreement. Currently over 8 million workers are covered by major collective bargaining agreements.
Mod 2
This document discusses wage policy and methods of wage fixation. It defines key concepts like minimum wage, fair wage, and living wage. The economic and social objectives of wage policy are outlined as full employment, economic stability, income security, fair labor standards, and protecting workers from inflation. In India, key legislations that shaped wage policy include the Payment of Wages Act, Minimum Wages Act, and Equal Remuneration Act. Methods of wage fixation discussed are legislation, wage boards, pay commissions, job evaluation, collective bargaining, and arbitration. Wage boards are tripartite bodies that examine factors to set wages while pay commissions fix government employee salaries. Job evaluation determines the relative value of jobs and collective bargaining involves employer-employee
BUS 51 - Mosley7e ch16
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kgordon@peralta.edu
MBA 592 Paper - The Analysis of the Federal Minimum Wage
This document analyzes the federal minimum wage in the United States. It begins with an introduction outlining the importance of the minimum wage for low-income workers and an overview of what the federal minimum wage entails. It then discusses the history of the minimum wage, including its origins in the 1938 Fair Labor Standards Act which established the first minimum wage of $0.25 per hour. The document also examines two key Supreme Court cases and changes to the minimum wage over time and by region.
HRCU 648 Equal Payment Paper, Feldmanj
This document analyzes the effects of the Equal Payment Act of 1963 on organizations and employees. It discusses how subsequent laws like the Lilly Ledbetter Fair Pay Act of 2009 have strengthened protections for equal pay. Two recent cases of violations by Citibank and True Oil LLC are examined. The document recommends tools for compliance, such as regular compensation reviews and an open pay policy, to help prevent violations that can negatively impact employee productivity, morale, and turnover.
Chapter 9 presentation
The document discusses trends in the US labor market and organized labor. It describes how economic trends affect employment rates, outsourcing, demographics, and wages. The labor force is defined as people aged 16 or older who are employed or unemployed. The Bureau of Labor Statistics tracks employment, unemployment, and labor force trends monthly. Wages vary based on supply and demand for different skill levels. While laws prohibit discrimination, women and minorities often still earn less. Labor unions arose to advocate for workers' rights and negotiate contracts through collective bargaining, though union membership has declined.
Using compensation technology to improve comparable worth and equal pay
Using compensation technology to improve comparable worth and equal payHRsoft - Talent Management Software
There are a number of complicated laws and regulations that organizations must adhere to relating to comparable worth and equal pay. While compliance is important, most organizations do not have an effective way to administer these rules on an ongoing basis.174B - Submitted Term Paper
1) The Right-to-Work laws stemming from the Taft-Hartley Act of 1947 weakened unions and contributed to growing income inequality in the United States. Empirical data shows median wages are lower in Right-to-Work states while business owner incomes are higher, indicating the laws benefit business owners more than workers.
2) Business leaders spearheaded campaigns for Right-to-Work laws to further reduce union power after unions were already weakened by the Taft-Hartley Act. Figures like Cecil B. DeMille used rhetoric around individual rights and accused unions of communism to advocate for the laws and consolidate the conservative movement.
3) Barry Goldwater championed Right-to-Work nationally and
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- 1. The Facts about Right-to-Work in Indiana It’s Bad for America It’s Bad for Working Families
- 13. Right To Work States
- 14. Economic Policy Myths Don’t Believe the Hype
- 22. Current Economic Data Exploding the “Right-to-Work” Myths
- 23. Mean Hourly Wage Construction Workers, 2009 Bureau of Labor Statistics, 2009
- 24. Mean Annual Earnings Construction Workers, 2009 Bureau of Labor Statistics, 2009
- 25. Mean Hourly Wage Production Workers, 2009 Bureau of Labor Statistics, 2009
- 26. Mean Annual Earnings, Production Workers, 2009 Bureau of Labor Statistics, 2009
- 27. Poverty Rate, 2009 US Census, American Community Survey, 2009
- 28. Indiana and Other States
- 30. Right to Work Non Right to Work
- 31. Mean Hourly Wages: Construction Workers by State Bureau of Labor Statistics, 2009 Right to Work Non Right to Work
- 32. Mean Annual Earnings Construction Workers by State Bureau of Labor Statistics, 2009 Right to Work Non Right to Work
- 33. Mean Hourly Wages: Production Workers by State Bureau of Labor Statistics, 2009 Right to Work Non Right to Work
- 34. Mean Annual Earnings Production Workers by State Bureau of Labor Statistics, 2009 Right to Work Non Right to Work
- 35. Mean Hourly Wage Construction Workers, 2009 Bureau of Labor Statistics, 2009
- 36. Mean Annual Earning Construction Workers, 2009 Bureau of Labor Statistics, 2009
- 37. Mean Hourly Wage Production Workers, 2009 Bureau of Labor Statistics, 2009
- 38. Mean Annual Earnings, Production Workers, 2009 Bureau of Labor Statistics, 2009
- 48. Fighting Back
- 57. The End
Editor's Notes
- Clean up. Organize.