Wages, Labor Standards, and Job Quality

Every American who wants to work should be able to get a good paying job. When stable employment is available to all, it improves the welfare of the country not only because more people are working, but because at full employment, employers have to compete for personnel, raising wages for workers more broadly. Moreover, workers of color and those without four-year college degrees—who have substantially higher unemployment—gain the most when the economy approaches genuine full employment. To make employers genuinely value their low- and middle-wage workers—no matter where they live or what credentials they hold—lawmakers must pursue policies that make more jobs available, and reduce barriers to employment.

EARN groups develop and advocate for policies that will create good jobs, such as investments in infrastructure and responsible economic development programs, tailoring programs target underserved communities and areas of high unemployment. They also work to reduce barriers to employment by supporting workforce development programs with good labor standards, sector partnerships, and policies such as ban-the-box that help formerly incarcerated individuals rejoin the workforce. Lastly, EARN groups’ work to strengthen state unemployment insurance programs, so that unemployed workers have support when looking for a new job.

The vast majority of American households’ income comes from what workers receive in their paychecks – which is why wages are so important. Unfortunately, wages for most workers grew exceptionally slowly between 1979 and 2012, despite productivity—which essentially measures the economy’s potential for providing rising living standards for all—rising 64 percent. In other words, most Americans, even those with college degrees, have only been treading water—despite working more productively (and being better educated) than ever.

EARN groups provide key research and policy analysis describing how these trends have played out at the state and local levels, and what policymakers can do about it.

Job Training and Apprenticeships

Meaningful training that leads to improved skills and higher pay costs money. Read More.

Enforcement

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Wage Theft

Wage theft, the practice of employers failing to pay workers the full wages to which they are legally entitled, is a widespread and deep-rooted problem that directly harms millions of U.S. workers each year. Read More.

Minimum Wage

The minimum wage is a critical labor standard meant to ensure a fair wage for even the lowest paid workers. EARN groups have provided research and policy guidance for minimum wage laws passed in of states, cities, and counties across the country. Read more.

Overtime

Overtime pay rules ensure that most workers who put in more than 40 hours a week get paid 1.5 times their regular pay for the extra hours they work. Almost all hourly workers are automatically eligible for overtime pay, but salaried workers are only automatically eligible for overtime pay if they make below a certain salary threshold, and that threshold has been so eroded by inflation that dramatically fewer workers qualify today than they did in 1975. Read More.

Worker Misclassification

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Paid Sick, Family, and Medical Leave

Paid family leave and paid sick leave enable workers to take time off for the arrival of a child, or a serious health condition affecting themselves or a relative, without forcing them to choose between work and family.

There is no federal law that ensures all workers are able to earn paid sick days in the United States. EARN groups are working to enact state and local laws to ensure workers can take time off when they are sick. Read more.

Unemployment Insurance

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Work Hours and Fair Scheduling

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Publications

The State of Working New Hampshire

In its present state, the New Hampshire economy offers a number of encouraging signs. Both employment – the total number of people working in the Granite State – and economic output – the value of the goods and services those individuals produce – have been on the rise over the past several years. At the same time, the quality of New Hampshire’s workforce remains high, as its level of educational attainment continues to exceed that in most states, while the extent of severe economic hardship, as expressed by the state’s poverty rate, is still lower here than anywhere else.

Yet, the state of working New Hampshire – the circumstances faced by many individual workers and their families – is somewhat less favorable. As this Issue Brief details, New Hampshire’s workforce is aging in character and all but stagnating in size. Moreover, recent years have seen a continuation of a longer-term shift in the types of jobs available in the Granite State, with service sector employment – and the comparatively lower wages associated with it – becoming more prominent. Further, the income for the typical New Hampshire household, as well as hourly wages for much of the Granite State workforce, have yet to recover ground lost since the Great Recession. In fact, the median hourly wage in New Hampshire has dropped more sharply than nearly anywhere else over the last eight years.

Patchwork Recovery: As Job Gains Spread, Gaps Are Becoming More Stark

There are finally more jobs in Virginia than before the recession started eight years ago. Today, workers in high-wage occupations, certain industries such as education and health services, and several of Virginia’s larger communities are better off than before the recession. In many communities, occupations, and industries, though, people still struggle. Growth in low- and middle-wage occupations hasn’t materialized. Virginia’s goods-producing industries never recovered. And many of Virginia’s communities are only a little better off today than during the last recession.

Equal Pay and Opportunity: A step toward fair wages for women and better workplaces for all

  • April 12, 2016
  • Marilyn Watkins, Sam Hatzenbeler

From high-profile CEOs and movie stars to healthcare and retail workers, men consistently make more than women. Social scientists and economists have found clear evidence that gender-based discrimination persists – and is so deeply ingrained in culture and practice that it often goes unrecognized. Ensuring that all employees have the right to discuss and ask about pay and job opportunities, and that anti-discrimination laws are effectively enforced, will benefit women, families, businesses, and our state economy.

Women Still Paid Less Than Men: Oregon’s Gender Pay Gap

  • April 11, 2016
  • Staff Report

Like the rest of the nation, Oregon has a gender pay gap: the typical woman in Oregon earns about 82 cents for every dollar that a man earns. The causes for why the typical woman earns less are complex. To some extent, the gap reflects the fact that she still serves as the family’s principal caretaker — the vital work of raising kids, caring for an elderly parent or caring for a family member who has fallen ill. Those duties take her out of the workforce. The gap also reflects, in part, that employers have not valued the labor of women as highly as the labor of men. Indeed, it too reflects the persistence of gender discrimination.

There are steps that Oregon policymakers can take to even the playing field. These include investing in affordable, quality child care to expand access; requiring paid family leave for all workers; strengthening fair pay standards; and ensuring that workers can count on predictable work schedules. By helping eliminate the gender pay gap, lawmakers can increase the economic security of Oregon families and advance gender equity.