Archives

Commentary

Stan Kimer[Editor’s note: Stan C. Kimer is a retired IBM executive and former President of the North Carolina Council of Churches. He now runs a firm which offers consulting services around diversity management and training, and talent/career development. This is the fourth installment in a series of posts he is authoring for The Progressive Pulse on engaging the faith and business communities on the issue of workers’ rights. You can read the previous installments by clicking here, here and here.]

Having started this series in late April on the importance of engaging both the business and the faith/religious communities in promoting workers’ rights, I am now alternating each post between the business community and faith community connection. This month I write about one of the key workers’ rights that businesses ought to support: paid sick leave.

First, a personal story. A few years ago, when I took a weekend trip out of town, I enjoyed a large breakfast in the hotel restaurant. My server was sniffling and sneezing, obviously not feeling very well. I engaged her in conversation and she shared that as a single mother, she could not take the time off despite her cold. She had a choice between working sick (which admittedly is not good for her customers who could catch her cold) or not having the cash to pay that month’s rent and buy food. What a sad situation for a hard working American to be placed in!

Here are some startling facts published by the North Carolina Justice Center:

  • Though almost everyone gets sick a few times per year, 1.2 million or almost 40% of North Carolina workers have no earned paid sick leave.
  • And those who need it most, low wage earners, disproportionately do not have paid sick leave. 60% of those earning below $20,000 per year do not have access to paid sick leave.
  • Children with parents who have paid sick leave to stay home with them recover quicker from their illnesses and return to school faster.

The financial case is also strong for businesses. A recent study from the National Partnership for Women and Families showed that companies that provide paid sick leave reported fewer occupational injuries, which more than offset the $255 cost per year per employee of providing the paid leave. And when employers provide paid sick leave, this earns higher employee engagement and commitment, resulting in less turnover. As a career development consultant, I often present that the cost of recruiting and “onboarding” a new employee can run from 75% – 125% of one year’s salary, so providing a key benefit to prevent employee departure is an excellent business investment.

So as with other workers benefits that I will write about in upcoming blogs, providing employees with earned paid sick leave is a win-win-win: good for the business, good for the employee and good for the customers.

And to conclude my story, despite her being under the weather, my breakfast server that morning in addition to bringing this key issue to my attention, did provide great service, and I tipped her about double the going rate since I knew it could make a difference in her life.

Commentary

Stan Kimer[Editor’s note: Stan C. Kimer is a retired IBM executive and former President of the North Carolina Council of Churches. He now runs a firm which offers consulting services around diversity management and training, and talent/career development. This is the second installment in a series of posts he is authoring for The Progressive Pulse].

Last month I announced that I would be writing a monthly series focused on the importance of engaging both the business community and the faith / religious community in promoting worker’s rights. I will continue this series alternating each month between the business community and faith community connection.

This month I would like to address a key value proposition for the business community to treat its employees properly and respectfully which includes providing key benefits critical to the employees’ well-being. Benefits such as paid sick days, extended family medical leave and child care assistance and family flex time are key items that low-income and single-parent families particularly need.

But how can business leaders be engaged in discussing providing these benefits? They may feel that it costs a significant amount of money and will drain profit from their own pockets. The investment return key is “employee engagement.”

What is engagement? Engagement is the emotional commitment the employee has to the organization and it goals, often resulting in willingness to volunteer discretionary effort. When employees are compensated fairly including key benefits, they are indeed more engaged and committed to doing a great job for their employer.

Consulting firm EXTRAordinary! Inc. performed a study on employee engagement and the results showed:

  • Engaged employees average 27% less absenteeism than those who are disengaged.
  • Workgroups with lower engagement average 62% more accidents.
  • Higher levels of team engagement equate to 12% higher customer satisfaction score.
  • Engaged teams average 18% higher productivity and 12% higher profitability.

So before concluding that providing a living wage and offering additional benefits is spending money unnecessarily, I urge all business owners and leaders to consider these employee engagement statistics and benefits and do a realistic evaluation on the positive business results that treating employees well will bring.

Commentary

PW 47-2 quality jobs

Six years after the end of the Great Recession, jobs are finally becoming more plentiful in North Carolina, but the overwhelming majority of those jobs don’t pay enough to make ends meet, provide necessary benefits to help families get by, or create sustainable pathways into middle-class prosperity. In short, North Carolina is not creating enough quality jobs—employment opportunities that pay workers enough maintain basic spending on necessities like food and doctor visits, ensure retirement security, and provide paid time off when they or family members are sick. And without enough quality jobs, the middle class will shrink, consumer spending will drop, local business sales will suffer, and the overall economy will contract.

Read More

Commentary

Thom_Tillis_official_portraitIf the simple and undeniable fact that lots of humans fail at basic hygiene procedures without reminders and rules isn’t enough to convince Senator Thom Tillis of the need for “burdensome” hand washing rules in restaurants (see the post below), here’s another fact that you would think would be persuasive: the widespread lack of paid sick days laws. Thanks to Tillis and his conservative friends, the U.S. is one of a small handful of countries that doesn’t guarantee workers some paid time off when they or a family member gets sick. Needless to say, North Carolina doesn’t require them either.

The result, of course, is that lots of people come to work — including in restaurants and other businesses in which they interact with the public — sick and contagious. Given such an absurd situation, you’d think the least Tillis and his fellow ideologues could do is toss the public a bone in the form of support for strong hygiene laws.

Absent some kind of turnaround on the Senator’s part, however, it doesn’t look like that’s going to happen. According to Typhoid Thom and his fellow ideologues, the “genius of the market” will take care of the problem since consumers will stop patronizing restaurants where people are known to get sick.

All of which begs the question, of course, of whether we should also repeal such rules for hygiene in other private businesses like hospitals and other health care facilities. Maybe the senator can clarify his position on such a question in the coming days. We can’t wait.

Uncategorized

FamilyNot  according to a new and detailed report from the wonks at the Center for Economic and Policy Research that examined the New Jersey Family Leave Insurance (or FLI)  program. The program allows workers to take up to six weeks of paid leave (capped at $595 a week in 2014) to care for new babies, seriously ill relatives, or themselves. It is paid for by a small tax (up to 60 cents a week) on employees.

Among the major findings:

  • None of the participating employers reported that the Family Leave Insurance program affected their productivity or turnover.
  • Only two of 18 employers felt the program negatively affected their profitability.
  • Some participants found that the program improved employees’ morale. Read More