Posted on 09/02/2009 6:04:38 AM PDT by jmaroneps37
The purpose of ACORN/SEIU is to destroy America’s economy so their massa Barack can re-build us into a socialist plantation. The latest attack from these anti capitalist, anti Americans is very serious, very scary.
ACORN/SEIU’s new attack has surfaced in New York City, but this is what will be coming to your town. Get ready to fight it NOW!
New York’s Council has joined the fight against America. Taking its marching orders from ACORN’s front group the Working Families Party (WFP), the Council is about to pass a law compelling even small businesses to offer paid sick leave to all workers.
Companies with over nine employees must offer 9 paid sick leave days and even single worker firms must offer 5 paid sick days.
For the children: the same old line
The bill’s leading sponsor said: “No one should have to lose their pay or [risk losing their job to take care of a sick child.]” Doesn’t this just frost you?
The WFP has gleefully announced it purchased a 35th Council member and ordered him to pass this law which will collapse thousands of New York’s small businesses. Make no mistake this is exactly what ACORN/SEIU wants. They have their stogies in line.
Their veto proof majority virtually insures this law is coming within a few months.
Unionizing the whole country
They KNOW the services these small companies offer will be taken over by the large unionized companies. They KNOW when they eventually win Card Check they’ll be able to unionize ALL jobs in EVERY Democrat controlled city in America. Since this is almost every city, we’re in big trouble folks.
It’s too late to derail this in New York City, but everyone reading this ought to start fighting this NOW so it doesn’t come to your town.
(Excerpt) Read more at collinsreport.net ...
How can a city council pass a labor law? That is the state’s jurisdiction, isn’t it? Otherwize we’d have different labor laws city to city, never mind state to state.
Insanity.
You ALWAYS get more of what you subsidize.
Abortions.
Welfare.
and now sick days.
Who wants to bet that the number of sick days taken won’t surge with this new law?
As a business 0wner, my duty is to preserve the viability of this business. Since recent demands have forced me to provide 'x' sick days per employee, and our business is not profitiable enough to pay these days and maintain our operating budget, the following holidays will not be observed and be considered regular work days: Memorial Day, 4th of July, Labor Day, Thanksgiving, Veterans Day, Christmas and New Years; in order to comply with the manditory sick days; likewise, vacation time is no longer available either. My choices are simple, make these difficult decisions, or close my business. These decisions were forced by requirements put in place by our Democratic Leaders withing the state, and are not the result of personal greed, or a love to work long hours. I too, will be working these days, as always, by your side.
Sincerely,
Managment
Go to China-town for dinner and you pay no sales-resturant taxes
This is how tyranny is established.
Most "union" workplaces have 15-18 paid sick leave clauses in their contracts. And those days are used and abused to the max (and then some) usually Fridays and Mondays following pay days, those 26oz flu's everyone seems to get.
Where ever you see paid sick days, you see sick time abuse, and employers implementing various methods to try combat it, such as required doctors notes after 3 continuous days sick, or even each day where abuse is rampant. Some employers do not pay the first sick day after 6 incidences, or require a medical note for each day after so many incidents.
Whatever they try, it doesn't have a whole lot of success reducing sick time abuse, which costs American businesses billions of dollars a year in lost productivity.
Lovely letter, but not logical. You’d be paying overtime in just about every case, double time even. And if you had a union contract in place, you’d be violating the collective agreement and find yourself spending $20,000. defending yourself in from of a government arbitrator who will most likely rule against you anyways, and force you to pay even more.
That’s a quaint notion: that different levels of government are responsible for the regulation of different matters. This radical concept went out the window with the New Deal and the de facto repeal of the tenth amendment. Nowhere is this more evident than in the area of wage-hour and other employment standards laws relating to sick leave, vacation, holidays, break periods, maximum working hours, and other such matters. Employers today often face employment standards laws and regulations from the feds, the states, and frequently counties and cities pertaining to minimum wage and overtime, family and medical leave, paid and unpaid leave, and other such matters. These requirements often have different coverage and substantive provisions, and employees who may be exempt under the federal law may not be exempt under state or municipal law.
The reason for this development, of course, is that lawmakers at all levels of government, federal, state, county, and municipal, all delight in giving away OTHER PEOPLE’S MONEY. Why should the feds have all the fun.
The revolution draws nearer, day by day.
Which is why I spent the last 7 years moving US automotive factories (and jobs) to Mexico.
I’d rather return to driving across town to my company’s manufacturing plants, but now with the same UAW assholes running the show.
Until then, I prefer the day-long travel to central Mexico.
As a manufacturing supervisor and manager who also likes to learn the laws surrounding labor, I was always eager to read any union contracts and the FMLA and ADA acts.
It was always fun backing some slacker up against the wall and turning those legal abortions back on them.
i haven’t heard about the NYC Council pushing this through. i would think the local papers would have been all over it.
I don't live in New York; but I can imagine that like California, New York will soon have employers moving their companies somewhere else.
I've worked for 2 non-union companies. One that based pay, sick days and holidays on the Teamsters contract even though only about 10% of their employers were union members. The 2nd company observed none of the contract and had their own schedule of holidays. They didn't pay any sick days BUT at the end of the year gave an attendance bonus... small quarterly bonus and doubled if you had all four quarters without missing work. It works great. The only draw back is that you have people coming to work with cold symptoms when you would rather they stay home.
People feel like they have left something on the table if they don't use provided sick day... Alternatively, they feel the same way if they don't collect their bonus because they stayed home with that hangover.
““No one should have to lose their pay or [risk losing their job to take care of a sick child.]” Doesn’t this just frost you?”
Actually it doesn’t. I’ve been reprimanded on several jobs over the years for taking a day off for sick kids. Fired from one.
Currently I have NO sick days, NO vacation time, NO health insurance. All because I’m 3 hours short a week of being “full time”.
I actually read a research report back in grad school in the seventies which reported on variations in absenteeism rates of workers by age, sex, race, white collar vs. blue collar, level of educations, family status, and so on. The one variable that turned out to have the most powerful predictive value in determining the absenteeism rates of different workforces: number of days of paid absences allowed under the employers’ policies or labor agreements. An employer offering only three days of paid sick leave per year would likely be experiencing about 25% of the absenteeism rate experienced by an employer offering twelve days of such leave.
There's a good reason why New York City is really dominated with two types of viable business: (1) offices for major companies that have a global reach and therefore can handle onerous regulations in a few jurisdictions, and (2) small businesses that operate largely (or entirely) "off the books" and are therefore immune from many of these idiotic regulations.
Thats the big issue, how productive is someone who shows up to work with flu? Then ends up infecting another couple coworkers..
Do what Crazy Eddie did when I worked for him in the 80s: give them Christmas Day off as a holiday, but December 26th is not a holiday, and the workday begins at 12:00 Midnight 12/26.
Same for every other paid holiday...
“i haven’t heard about the NYC Council pushing this through. i would think the local papers would have been all over it.”
This is the local Staten Island rag, The citywide rags have probably buried the story.
http://www.silive.com/news/index.ssf/2009/08/staten_island_smallbusiness_ow.html
BTW the fact that this post has drawn just 400 reads is very strange. Is it that no one cares or no one “gets it?”
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