All Articles Tagged "wages"
Fed up with being paid low wages by one of world’s largest corporations, several employees are taking McDonald’s to court. A number of lawsuits have filed against the fast food chain recently accusing the company of a variety of practices to get around paying workers what they’re due.
Suits have been filed in California, Michigan, and New York against McDonald’s and its franchisees. The six lawsuits and one amended lawsuit involve both franchise-owned and company owned sites. The lawsuits charge a number of violations such as the use of software that figures out the ratio of labor costs as a percentage of revenue. “When that ratio rises above a target, attorneys say workers are forced to wait around before they can clock in,” reports The Grio. Lawyers also say workers in Michigan must buy their own uniforms, which violates labor rules.
President Barack Obama, Democratic lawmakers and labor organizers want to increase the federal minimum wage of $7.25 an hour (or about $15,000 annually for full-time work) to $10.10. Obama has already told the Labor Department to amend rules that will make overtime pay accessible to a number of groups who couldn’t get it before.
In a statement, McDonald’s said it is looking into the claims and will take any necessary actions.
“McDonald’s and our independent owner-operators share a concern and commitment to the well-being and fair treatment of all people who work in McDonald’s restaurants,” the company said.
Most of America’s more than 14,000 McDonald’s locations are owned by franchisees.
Meanwhile, the people who aren’t suing McDonald’s were protesting against it. Rallies in New York (where the photo above was taken), Miami, Los Angeles, Chicago and Boston sought not only the $15-per-hour wage increase that workers have been rallying for for some months now, but also called out the chain for what they call “wage theft,” highlighting some of the practices alleged in the aforementioned lawsuits.
African-American Women In America Make Advancements In Education & Entrepreneurship, Struggle In Other Areas
HealthOne in four African-American women are uninsured.
- More than any other group, African-American women suffer from hypertension: 46 percent of black women 20 years of age and older have hypertension; only 31 percent of white women and 29 percent of Hispanic women of the same age do.
- White women may be more likely to have breast cancer, but African-American women are more likely to die from it. An average of five black women per day (or 1,722 annually) succumb to breast cancer.
- An incredible 65 percent of new AIDS diagnoses among women are African American.
- In 2004, the college graduation rate of African-American women was 24.1 percent and has not increased at the same rate as those of white women, Latinas, or Asian American women. Thirty percent of white women have a college degree.
- Only two percent of African-American women are in the fields of science, technology, engineering, and mathematics, or STEM; women as a whole make up 24 percent of the STEM workforce.
- “According to Census data about work-life earnings, white women make more than African American women among full-time, year-round workers, regardless of what degrees they have obtained,” reports the organization.
EntrepreneurshipBusinesses owned by African-American women continue to grow despite significant financial and social obstacles.
- “African American-owned businesses are the fastest-growing segment of the women-owned business market and are starting up at a rate six times higher than the national average,” reports CAP.
- The number of companies started by black women increased nearly 258 percent from 1997 to 2013.
- In 2013 the number of black women-owned businesses was estimated at 1.1 million. This comprised an incredible 42 percent of businesses owned by women of color and 49 percent of all African American-owned businesses.
- Businesses owned by black women employed 272,000 workers and generated $44.9 billion in revenue in 2013.
- But of the top 10 fastest-growing private companies owned by black entrepreneurs from 2009 to 2012, just 27 percent were owned by black women.
Economic securityThis is a major issue for African-American women as they continue to have higher rates of unemployment than white women and continue to have lower amounts of weekly usual earnings and median wealth in comparison to their male counterparts and white women.
- According to the most current available data, African-American women only made 64 cents to the dollar compared to white, non-Hispanic men in 2010. White women, however, made 78.1 cents to the same dollar.
- African-American women only earned $610 per week, whereas black men earned $666. White women’s median usual weekly earnings were $718 in the second quarter of 2013.
- The rate of unemployment for African-American women was 181 percent more than that of white women in the second quarter of 2013. Black women had an unemployment rate of 10.5 percent versus to 5.8 percent for white women.
Political leadershipWhile black women have long been community leaders, they are underrepresented in all levels of government.
- Only 14 of the 98 women in Congress are African American.
- Of the 29 women of color now serving in the House of Representatives, 16 are black.
- There is only one African-American female currently serving as mayor—Stephanie Rawlings-Blake of Baltimore–in the nation’s top 100 cities.
Have you ever had a conversation with a friend or co-worker about money-related topics that revealed you are on the lower end of the salary spectrum? Even if it was unintentional there’s nothing like feeling you aren’t getting paid the proper amount, especially if you know you put in the hard work and effort. So depressing! Though it’s never good form or etiquette to flat out ask people such personal questions, there are some ways to poke around to see if you are making what you deserve. Here are some tips on how to tell if you’re underpaid.
Fast food workers have been taking to the streets as of late demanding higher wages, but workers at one burger restaurant aren’t as worried about making ends meet on minimum wage.
Detroit-area fast food eatery Moo Cluck Moo, which already gained attention for paying its workers $12 per hour, will raise its starting wage to $15 per hour beginning October 1, The Daily Beast reports. Other fast-food workers are demanding chains like McDonald’s, Burger King and KFC increase their salaries to $15 per hour. Some workers at these chains are just making slightly more than the federal minimum wage of $7.25 per hour.
Moo Cluck Moo, a relatively new business, has done what many say is foolish: increased starting salary wages 25 percent.
But Brian Parker, one of the owners of Moo Cluck Moo, told The Daily Beast he believes his employees deserve it. “It’s not an easy job to do,” said Parker. “We’ve got a line out the door.” Parker also said that when they paid $12, the employees performed better. So he expects even more improvement.
“We’ve had very low turnover,” said Parker. “Of the people that are working for us, we don’t have anybody disgruntled. With better productivity, higher quality of customer service, and the publicity, the $15 an hour the owners feel was a good investment move.
Moo Cluck Moo isn’t the only fast food eatery beefing up salaries. According to The Huffington Post, John Pepper, the CEO of burrito chain Boloco, pays his workers a starting wage of $9 per hour.
On a scale of one to 10, how much would you say you don’t like your job? Do you have your ups and downs like everyone else? Or a pure hatred for the company that employs you? Maybe there’s no reason in particular… people just don’t stick around. While some people are able to navigate around their emotions, there are some that just can’t fight the feeling of being unsatisfied at work, which can lead to quitting or just flat out acting up in protest.
Well it looks like you are not alone as a recent study shows a detailed list of companies that employ the least loyal employees. Did your company make the list? Let’s find out!
Check your Adjusted Gross Income on your income tax return. “That adds sources such as business income; interest, dividends, and capital gains; alimony; and taxable Social Security benefits and pension distributions. Combined, they generate another 25 percent, but still leave out almost one-quarter of income,” reports Forbes.
Then there’s what’s called Expanded Cash Income, or ECI, which includes money many might not consider income, but should.
According to Forbes, this includes employer-paid health insurance and other non-retirement benefits, which add almost seven percent to the average American household income. There’s more: Your employer’s share of payroll taxes bumps it up by more than three percent and employer contributions to your retirement plan can add about another one percent. All together, those employer-paid benefits and contributions increases the average income by about 11 percent.
“Gross compensation is total comp before your employer subtracts benefits including payroll taxes. If your boss didn’t have to pay those taxes, your wages would be higher,” reports Forbes.
These figures can vary greatly, depending on who you are. For example, with retirees, non-taxable Social Security benefits and IRA and pension distributions are their major sources of income. However, for low-income people, much of their ECI is culled from Social Security benefits — including Supplemental Security Income (SSI), Food Stamps, and other government transfers.
The income mix is also very different depending on you income bracket. For the highest earning households (making an average of $7.7 million), wages and salaries represent less than 30 percent of income with investment returns adding up to more than one-third and business income another 22 percent.
A middle-income household ($60,000 on average) has wages and salaries representing more than half of expanded cash income; distributions from retirement funds fuel about 10 percent of income.
“The bottom line: You probably make more money than you think. And even if it is not taxed, it is still income,” concludes Forbes.
There are just some things you don’t talk about with other people at work: gastrointestinal issues, that strange cousin who’s only allowed to enter and leave your house through the back door, that mysterious tattoo that manages to see daylight every once in a while, and, most importantly how much money you make.
But that last taboo might be falling by the wayside. We just came across this recent Wall Street Journal piece that indicates the newbies to the workforce — the Millennial generation — are chatting about how much money they’re making with their colleagues. And using the information to their advantage.
“Accustomed to documenting their lives in real time on social-media forums like Facebook and Twitter, they are bringing their embrace of self-disclosure into the office with them,” the article says. “And they’re using this information to negotiate raises at their current employer or higher salaries when moving to a new job.”
Of course, employers would prefer if everyone kept their wages on the hush-hush so they can negotiate down and keep salaries in check. But as with most everything in this day and age, the Internet is passing along information, through sites like GlassDoor.com, making once unknown salary stats public knowledge.
A labor law expert tells the WSJ that barring people from talking or tweeting about their pay is against the law. So the article recommends even more transparency from employers. Some companies, like the tech business Digg, are already taking that idea and running with it, for instance, offering “salary bands” that clearly outline how much people get paid. The article also outlines a couple of suggestions for talking about your salary at work so you can get a leg up. Among them:
Know your motivation—don’t bring up the topic if you just want to brag. That never goes over well.
It’s acceptable to ask a manager about the company’s pay philosophy and pay practices. Leaders should be able to explain why they pay the way they do.
Would you — or have you — ever talked about your salary with colleagues?
No one wants to ever find out they are not realizing their full potential in their profession. It’s actually a bit heart-wrenching as the average person would like to achieve success and feel appreciated. One area not to mess with is one’s salary.
There will always be things a person can’t help like the economy and how it affects employees. In the same breath, if everyone is earning more than you, you might want to take a look at your situation. There is definitely a gender wage gap that we’re still working to close. But we have to put in some of the legwork ourselves. Here are nine reasons why you are probably making less than you should.
A recent study published in the Administrative Science Quarterly revealed that a male boss is likely to pay his staff better wages following the birth of his first daughter. The study, which analyzed the impact that fatherhood has on style of management was co-authored by David Gadis Gross, one of the associate professors at Columbia School of Business. More magazine recently caught up with Gross to discuss his findings, check out some what he revealed during the Q&A.
On what led him to participate in the study:
“I think individual managers can make a lot of difference; personalities matter. But we don’t have a lot of systematic evidence of why certain managers manage in certain ways. This study is an initial attempt to start filling in that big gap. I have two children myself, and I certainly think that has had an influence on me. When you’re a parent, whether a father or a mother, it affects you, and I think it affects you whether you have boys or girls.”
On what the study revealed about a male supervisor after he has his first child:
“For the first child of either gender, women employees’ wages actually increase, and for the first daughter, wages of both employees—men and women—increase.”
On finding that fathers tend to become more generous after having a daughter:
“Fathers don’t seem to play with daughters the same way [they do with sons]. They seem to be more nurturing, they seem to be more focused on developing social skills and less on achievement. By having a daughter, especially his first daughter, a male CEO, to some degree, [may go] through some process of socialization that could make him more generous toward his employees.”
“There’s a paper that’s been around for a couple of years that looks at male U.S. congressmen, and finds that if they have daughters of reproductive age, they tend to vote a little bit more favorably on women’s reproductive rights issues. So, you can see a situation where if a CEO has a daughter, he might start to regard his female employees more benignly.”