Category

Human Resources

Looking for Leadership on Labor Issues

By | Human Resources, Policy Experts, Shopfloor Policy | No Comments

This year manufacturers have seen executive orders, proposed regulations and NLRB decisions in attempts to“fix” our labor system, but instead these actions have created more bureaucracy and hurdles for employers, employees and manufacturers. Last night, Congress unveiled a new spending agreement that included many key policy “riders.” In a missed opportunity to address key issues for manufacturers labor issues were largely left out of the deal.

As the year comes to a close, manufacturers urge lawmakers address these key labor issues in 2016: Read More

ShopTalk: We’re Talking Employee Benefits Tax

By | General, Health Care, Human Resources, Shopfloor Main | No Comments

Also known as the “Cadillac Tax,” this was meant to be a health care tax on “excessive” heath care plans (or on high benefit health care plans) to help pay for the Affordable Care Act. Unfortunately for employers who want to offer and provide good healthcare options for their employees, this tax will create higher costs and lower quality heath care.

Get the latest updates on how decisions made in Washington are affecting manufacturers and their workers every Thursday by watching our ShopTalk video blog series.

Contracting By Executive Order

By | Human Resources | No Comments

By Joe Trauger and Amanda Woods

President Obama used the Labor Day holiday this year as an opportunity to announce yet another initiative he cannot get through Congress by placing the burden and impact of bad policy on the backs of businesses wishing to contract with the federal government. While the announcement was not a surprise, after all this is something he’s done more of than any previous president in history – use the federal contracting process as a laboratory of bad ideas in labor policy – it demonstrates the ineptitude of an administration so driven to do what sounds good to the heart rather than what is actually good practice.

The President’s latest Executive Order would require all federal contractors to provide at least 7 days of paid leave under similar conditions as the Family and Medical Leave Act (FMLA). Unfortunately, we have seen this pattern with the President, time and time again.  When a policy proposal cannot move through Congress, with a stroke of a pen the President exercises the wide, and some may say abusive, discretion over federal contractors and forces upon them what otherwise cannot be achieved. This appears to be done with little thought about whether it may be burdensome or even necessary. For instance, raising the minimum wage to $10.10 per hour for federal contractors.  While there has been much talk about whether there should be an increase, the bills in both the House and Senate have failed. Rather than accept the will of Congress, the Administration thrusts the issue upon federal contractors, some of which will not be able to absorb or adjust accordingly due to market constraints.

It is not just minimum wage, blacklisting, or this latest policy on paid sick leave. President Obama has issued no less than 11 Executive Orders placing additional requirements on businesses who wish to contract with the federal government. These new requirements cover many aspects of the day-to-day operations of a business and have no bearing on whether the federal contracting process is fair, efficient, or yields the best results for the American taxpayer. In the end, this latest action will have little impact on larger federal contractors who are extremely likely to offer paid leave already. No, the greatest impact will be felt by the small businesses who are trying to offer their products and services to a government that more and more often refuses to see that bad ideas have consequences – or worse, a government that doesn’t care whether there are consequences at all.

Overtime Proposal Misses the Mark

By | Human Resources | No Comments

On July 6, the Department of Labor proposed a new income threshold to determine who would be eligible to receive overtime pay. The current threshold of $23,660 a year, or $455 per week, has been in place since 2004 and we have to go back to 1975 in order to look at the time before that. In total, the income threshold for overtime has been increased seven times since it was first implemented in 1938. It has never been indexed to inflation, wage rates, or any measure. The threshold being proposed would increase to $50,440 a year, or $970 per week, and then indexed to either the 40th percentile of all salaried employees, or to the Consumer Price Index (CPI-U). If the $50,440 figure strikes you as a bit high and wide of the strike-zone, you would be right. In the chart below, you can see why. Read More

You’re Demoted!

By | Human Resources | No Comments

Donald Trump turned one of the most feared phrases in the workplace into a punchline. As the star of The Apprentice, Trump famously critiqued contestants in a board room and concluded by telling one of them, “You’re fired.” With the release of a new proposed regulation on overtime, it seems President Obama is rebranding the show’s tagline to “You’re demoted!” Read More

Blacklisting Regulations Proposed

By | Human Resources | No Comments

Today, the Department of Labor and the Federal Acquisition Regulation Council announced the proposed regulations to implement President Obama’s “Fair Pay and Safe Workplaces Order.” The proposed regulations are the culmination of nearly a year’s work by the agencies in drafting what are perhaps the most politically motivated changes to the federal procurement process in decades. The last attempt to inject such partisan politics into procurement happened at the end of the Clinton Administration in 1999 and 2000. Those regulations were rolled back in 2001. Back then it was called “High-Road Contracting,” but the intent was the same. Read More

President Supports NLRB’s Ambush Election Rule

By | Human Resources, Labor Unions | No Comments

It comes as no surprise that, today, the President vetoed Congress’ disapproval of the National Labor Relations Board’s (NLRB) “Ambush” Election Rule, finalized by the Board late last year and which goes into effect on April 14.

In the Memorandum accompanying the pocket veto (a veto occurring while Congress is adjourned), the President states that Congress’s Resolution of Disapproval would “block modest, but overdue reforms to simplify and streamline private sector union elections.” The word “streamline,” in the Merriam-Webster Dictionary, means “to make simpler or more efficient.” However, when looking at the NLRB’s own data, I am confused as to what needs to be “made simpler or more efficient.”  Currently, in over 95 percent of election petitions filed, a union election is held in 60 days or less.  That is two months, which when you compare to our political campaign cycles, is merely a blink of an eye.  So what exactly needs to be streamlined with this process? Read More

Lesser-Skilled Workers are an Essential Part of Immigration Reform

By | Human Resources, Immigration, immigration reform | No Comments

Improving border security is an essential part of immigration reform for the United States. Our current system incentivizes illegal immigrants to remain in the U.S. while providing few opportunities for them to engage in the legal immigration system. As a matter of national security we need to know who is coming into our country and if they pose a threat. Creating a truly functional immigration program for lesser-skilled workers is the most effective way to achieve this important goal. We need to take away the incentive to come to and stay in the United States illegally and the best way to do that is to create a legal framework to manage it. By creating a legal system, we can be assured we know exactly who is here as well as allow temporary workers to return to their native country instead of being forced to live in the shadows for years on end. Under the current system, or lack of one, workers are incentivized to obtain false documents and unable to return home for fear that they will not be able to get back to in the US. Read More

A Fight Worth Having

By | Human Resources, Manufacturers’ Center for Legal Action | No Comments

Unless or until it’s stopped, the National Labor Relations Board regulation that denies employees time to consider whether to join a union by putting union elections on an inappropriately fast track will go into effect on April 14th. This is troubling to manufacturers because there is scant evidence anywhere that the union election process needs to be sped up at all and the regulation would force employers to turn over closely guarded personal information such as an employee’s cell phone number and work schedule. Read More

NAM Applauds Administration’s Actions on H-4 Work Authorization

By | Human Resources, Immigration, immigration reform | No Comments

The NAM is pleased that the Administration finally moved forward with allowing spouses of certain H-1B visa-holders to have employment authorization. The wait for a green card can be more than a decade for some visa-holders, and during that time their spouses, who many times are highly-educated and skilled themselves, were not permitted to work. This creates frustration and instability for many manufacturing families. Today the Administration officially announced they are finalizing new regulations that allow certain spouses to have work authorization.  Under the new rule, only the spouses of individuals in the final stages of the H-1B process and waiting in-line to clear the excessive green-card backlog, will be permitted to work. Read More