California legislators are presumably very busy trying to figure out how to keep the state out of bankruptcy.
But that hasn't stopped them from proposing stricter rules for employers. The following are two of the proposals moving through Sacramento while you're working hard to keep your doors open:
• AB 1000, This would mandate paid sick leave for all California employees. No exceptions. The formula would give full-time employees about nine paid sick days per year, or more if they work overtime. Anyone doubt that all nine days will be used every year?
• AB 514, Current law mandates that an employer give a breastfeeding employee a “reasonable” unpaid break to express milk. This bill would mandate a 20-minute paid break for every four hours of work, in addition to regular meal and rest periods. All employers, regardless of size, would be required to comply. No doubt it will triple the rate of breastfeeding in the state.
“But, surely,” you may say, “aren't our lawmakers also considering more flexible rules when the employer and employee agree to them?” I'm glad you asked.
Yes, both AB 141 and SB 187 would allow an employer and employee to agree to an alternative workweek schedule, such as four, ten-hour days instead of five, eight-hour days, which would normally result in significant overtime costs. Similar bills have been killed in committee every year since 2006, despite the support of nearly every business organization in the state.
Why? The cause is mainly opposition from unions that want to preserve the secret ballot method of establishing alternative workweeks.
Oddly, they oppose the secret ballot, preferring the open card check method, when it comes to union organizing. Seems it's OK for unions to lobby employees one-on-one, but not for the boss to do it.
A lesson from my GPS
On an unrelated note, I want to share a lesson I recently learned from my GPS.
I came late to the GPS trend; I figured all I needed is a Google map to go anywhere. But once I plugged in an address and Miss Garmin told me each turn to make, I was sold.
The GPS also shows me what time I can expect to arrive, to the minute.
The other day, I was driving through Rancho Santa Fe. As my kids can tell you, I am not the most patient driver.
Nothing gets to me like being stuck behind a slow poke on a two lane road. A slow poke, of course, is anyone going slower than I would.
There I was, trying not to tailgate, but also not hanging back far enough to seem like I approved. I must be losing 10 minutes sitting behind this person.
What's he doing, sight-seeing? Taking pictures for Street View?
I could go another way, but I might lose another 10 minutes. Wait, he's turning now, and I'm going straight.
I looked at my GPS, and it told me I could now expect to reach my destination two minutes later than before. Two minutes, not 10, not even five. It seems like I spent more time cursing at my fellow traveler than I actually lost.
I immediately realized this impatience habit is not serving me well. Life's too short to worry about two extra minutes driving through the woods.
But that hasn't stopped them from proposing stricter rules for employers. The following are two of the proposals moving through Sacramento while you're working hard to keep your doors open:
• AB 1000, This would mandate paid sick leave for all California employees. No exceptions. The formula would give full-time employees about nine paid sick days per year, or more if they work overtime. Anyone doubt that all nine days will be used every year?
• AB 514, Current law mandates that an employer give a breastfeeding employee a “reasonable” unpaid break to express milk. This bill would mandate a 20-minute paid break for every four hours of work, in addition to regular meal and rest periods. All employers, regardless of size, would be required to comply. No doubt it will triple the rate of breastfeeding in the state.
“But, surely,” you may say, “aren't our lawmakers also considering more flexible rules when the employer and employee agree to them?” I'm glad you asked.
Yes, both AB 141 and SB 187 would allow an employer and employee to agree to an alternative workweek schedule, such as four, ten-hour days instead of five, eight-hour days, which would normally result in significant overtime costs. Similar bills have been killed in committee every year since 2006, despite the support of nearly every business organization in the state.
Why? The cause is mainly opposition from unions that want to preserve the secret ballot method of establishing alternative workweeks.
Oddly, they oppose the secret ballot, preferring the open card check method, when it comes to union organizing. Seems it's OK for unions to lobby employees one-on-one, but not for the boss to do it.
A lesson from my GPS
On an unrelated note, I want to share a lesson I recently learned from my GPS.
I came late to the GPS trend; I figured all I needed is a Google map to go anywhere. But once I plugged in an address and Miss Garmin told me each turn to make, I was sold.
The GPS also shows me what time I can expect to arrive, to the minute.
The other day, I was driving through Rancho Santa Fe. As my kids can tell you, I am not the most patient driver.
Nothing gets to me like being stuck behind a slow poke on a two lane road. A slow poke, of course, is anyone going slower than I would.
There I was, trying not to tailgate, but also not hanging back far enough to seem like I approved. I must be losing 10 minutes sitting behind this person.
What's he doing, sight-seeing? Taking pictures for Street View?
I could go another way, but I might lose another 10 minutes. Wait, he's turning now, and I'm going straight.
I looked at my GPS, and it told me I could now expect to reach my destination two minutes later than before. Two minutes, not 10, not even five. It seems like I spent more time cursing at my fellow traveler than I actually lost.
I immediately realized this impatience habit is not serving me well. Life's too short to worry about two extra minutes driving through the woods.