Meat+Poultry - January 2018 - 108

LABOR

Wages and benefits
several years. Arizona implemented
Over the past several years there have
a mandatory paid sick leave policy
been frequent and widespread efforts
for all employers as of July 1, 2017.
- often precipitated by unions - to
increase the minimum wage at the local New York also adopted a paid family
leave somewhat similar to the
level to $15 as a means of addressing
unpaid federal Family and Medical
economic inequality. The movement,
Leave Act, to become effective for
called the "Fight for $15," has seen
all employees as of Jan. 1, 2018. In
some success in several states as well
both California and New York, the
as in numerous cities. Cities such as
paid family leave is funded through
Seattle, New York, San Francisco, San
employee payroll deductions and
Jose and others in the Silicon Valley of
California have adopted a $15 minimum pays at a level somewhat similar to
unemployment benefits.
wage, usually to be reached by
In addition to the paid
incremental increases over a
time
off for qualifying
period of years.
"Fight for $15"
circumstances,
the
- the effort to
increase the
laws also obligate the
LEAVE LAWS
minimum wage
employer to provide
These local mandates
to $15 - has seen
employees utilizing
by both states and cities
some success.
the leave mandatory
have not been limited to
reinstatement to their job
minimum wage increases.
upon return and continued
Mandatory paid sick leave and
health insurance coverage during the
paid family leave have also been
leave as if the employee were working.
required in many jurisdictions and
In the case of the new Arizona sick
are being considered by others. New
leave law, if any adverse action is taken
Jersey and Rhode Island both have
against an employee after requesting or
a paid family leave requirement.
taking such leave, it will be considered
California has had a paid family
presumptively retaliatory. If utilized
leave requirement in effect for
by employees to their full extent, the
operational consequences of these
mandated benefits could be dramatic for
some employers.
These actions to mandate
increased minimum wages and/or
additional fringe benefits through
state or local governmental action

are part of a rapidly growing trend
of workplace regulation through
means other than federal legislative
or agency action. It requires a new
approach on the part of employers
and their representative associations.
Active engagement with state and
local officials, state legislatures, city
councils and local business groups
should become a priority.
EMPLOYER CHECKLIST
What these developments mean for
the average employer is that if they
are to protect themselves against
potential claims, they must now not
only be politically engaged, but also
must stay abreast of workplace rules
issued by every legal jurisdiction that
exercises authority over them. Since
this trend of more local rules is not
likely to be reversed, it would also
be prudent to designate someone, in
your organization - such as Human
Resources or a manager who is
responsible for personnel matters -
to closely monitor all local and state
workplace regulations as well as any
proposed legislation.
Employers have always been
aware, at least in general, of their
federal obligations to their employees,
but we must now deal with the new
dynamic of local regulation as it
expands to even more aspects of the
employment relationship.
RICHARD ALANIZ | meatpoultr y@sosland.com

108

MEAT+ POULTRY | 01.18 | www.meatpoultry.com

©2006 Josh Randall, all rights reserved - stock.adobe.com

It's important to designate someone at
your organization to monitor all local
and state workplace regulations as
well as any proposed legislation.
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Meat+Poultry - January 2018

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