We have a wage theft epidemic in our country, especially in the low-wage labor market, where too many workers are cheated out of their fair pay. There are many factors that contribute to the wage theft epidemic, from woefully under-resourced public enforcement agencies, to inadequate anti-retaliation protections for workers who come forward to enforce their
This paper explores a new strategy for workplace-based worker organizations. The strategy is suggested by the contrast between the U.S. system of work regulation, in which regulations are administered by a number of different agencies, each with a relatively narrow jurisdiction, and the system prevailing in Southern Europe and Latin America, where a single agency administers the
Fifty years after the Civil Rights Act of 1964 first prohibited racial and ethnic discrimination in employment, more remains to be done to fulfill the law’s promise of integration. Discrimination continues to be a consistent feature of American labor markets. Disparities in access to education, skills, training, networks, and mentoring contribute to inequalities and occupational segregation.
Care workers, including both child care and hands-on direct care providers, number 5.5 million and are employed in some of the most dynamically growing and lowest-paying jobs in the American economy. Their “priceless” work, of such critical importance to families and society, rarely offers more than miserable wages and shoddy benefits. Improving these jobs and
Today, the ever-more-attenuated relationship between workers and companies with economic power over their jobs creates obstacles for those who wish to expand opportunities for worker organizing, especially among low-wage workers. The ever more distant nature of the relationship between unions and communities makes those obstacles harder to surmount. Changing this landscape will require new strategies. Major
For legal, social, and economic reasons, it is difficult for worker organizations to organize, bargain, and strike across entire contractual supply-chains, networks, industries, occupations, or regions. This paper proposes four large-scale reforms to diminish these difficulties and actively facilitate organizing and striking across multiple employers: First, an entity should be deemed an “indirect” employer of
Policy Agenda Coincides with White House Summit on Worker Voice New York—The Roosevelt Institute today released a substantial labor agenda to coincide with the White House Summit on Worker Voice. The Blueprint to Empower Workers for Shared Prosperity and supporting policy briefs, products of Roosevelt’s Future of Work Project, are the culmination of a three-year
After the White Summit on Worker Voice, Al Jazeera covered the summit and Roosevelt’s Blueprint to Empower Workers noting the Blueprint calls for “labor law be adjusted to redefine ’employer’ and allow a single union to bargain with multiple employers on behalf of its members.” Read the whole article, Obama Hears Proposals on Future of
Roosevelt’s Mike Konczal joined Roosevelt Fellow Dorian Warren for a panel with economist Jared Bernstein and the Center for Popular Democracy’s Connie Razza on Warren’s MSNBC show Nerding Out to discuss the financial industry, quantitative easing, and federal reserve policy. Watch the Fed is More Limited Then We Think. Another Roosevelt Fellow, Saqib Bhatti, makes
Michelle Miller, co-founder of Coworker.org, asks what the union of the future will look like.