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Saturday, May 18, 2024 |
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Obama Admin Not Business Friendly |
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Pacman
Prominent MUSA Citizen Joined: Jun 02 2007 Status: Offline Points: 2612 |
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Posted: Jan 30 2009 at 2:53pm |
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VietVet
MUSA Council Joined: May 15 2008 Status: Offline Points: 7008 |
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Pacman- I understand your viewpoints being a small business owner. I agree that the policies should support the growth of small/large businesses. I also agree that if policies are made to cater to union desires, that it hurts all employers, both large and small and hurts Ohio in attracting new business. I have been employed for both large and small companies over my 40 years of working. None have been with union shops. I have witnessed some fairly unscrupulous employer behavior over the years to the workers in these non-union shops. Some employees are certainly guilty of some poor actions against the employer also. We have talked about the employer rights. We have talked about policies that support the unions in the workplace. What about worker rights in the non-union workplace? Is the only solution to quit when things go wrong between employer/employee in a non-union shop or should the non-union employee have some rights also? Shouldn't we have some policies to address this situation? What's your opinion as an employer?
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Pacman
Prominent MUSA Citizen Joined: Jun 02 2007 Status: Offline Points: 2612 |
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Obama Strikes again:
These actions will hurt states like Ohio that are so layden and tied to Unions, Businesses will look to locate in states where the Unions don't play such a big role. Like the South.
Obama also used the occasion at the White House to announce formally a new White House task force on the problems of middle-class Americans. He named Vice President Joe Biden as its chairman.
Union officials say the new orders by Obama will undo Bush administration policies that favored employers over workers. The orders will: _Require federal contractors to offer jobs to current workers when contracts change. _Reverse a Bush administration order requiring federal contractors to post notice that workers can limit financial support of unions serving as their exclusive bargaining representatives. _Prevent federal contractors from being reimbursed for expenses meant to influence workers deciding whether to form a union and engage in collective bargaining. "We need to level the playing field for workers and the unions that represent their interests," Obama said during a signing ceremony in the East Room of the White House. "I do not view the labor movement as part of the problem. To me, it's part of the solution," he said. "You cannot have a strong middle class without a strong labor movement." Signing the executive orders was Obama's second overture to organized labor in as many days. On Thursday, he signed the first bill of his presidency, giving workers more time to sue for wage discrimination. |
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Pacman
Prominent MUSA Citizen Joined: Jun 02 2007 Status: Offline Points: 2612 |
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Vet I look at Obama and His admin as currently making knee Jerk reaction decisions which are going to come back and haunt him. Going on Al Arabiya TV for his First TV appearance and the next day getting a thumb in the eye from Mahmoud Ahmadinejad demanding an apology and for the USA to abandon Israel. Today we have Castro demanding the return of Gitmo to Cuba. Chavez must be waiting in the wings and lets not forget Kim Jong-il, Granted these are all Nut cases but I think Obama is being perceived as weak.
Closing Gitmo with no clue as to what to do with the detainees.
Pushing thru a Stimulus package with to many PORK and BS programs which do nothing to stimulate the creation of Jobs.
Another knee jerk decision is the one above to go from a 180 days Statute of Limitations to 10 year or more is nuts. The whole idea is to create jobs and not throw obstacles in the way.
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John Beagle
MUSA Official Joined: Apr 23 2007 Location: Middletown Status: Offline Points: 1855 |
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I would have to say that is a disincentive for some businesses to stay in the US.
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Middletown News
Prominent MUSA Citizen Joined: Apr 29 2008 Location: United States Status: Offline Points: 1100 |
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Employees may sue you for an allegedly discriminatory pay decision made 10 years ago because the pay they receive today was allegedly affected by that 10-year old decision.
Now how is that supposed to attract new business to our country?
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VietVet
MUSA Council Joined: May 15 2008 Status: Offline Points: 7008 |
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Pacman- prior to this being signed, it wasn't worker friendly. So, where do we compromise? What's the answer for both worker and business person? As a business person, what would you like to see happen?
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Pacman
Prominent MUSA Citizen Joined: Jun 02 2007 Status: Offline Points: 2612 |
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New Changes in Labor Laws
In what will likely be the first of many labor and employment laws enacted under the new administration, President Obama has signed today the Lilly Ledbetter Fair Pay Act of 2009. The law is a response to the 2007 United States Supreme Court decision of Ledbetter v Goodyear. In this case, the Court held that the statute of limitations for filing pay discrimination claims under Title VII begins to run on the date of the first discriminatory pay decision. Ms. Ledbetter's claim was time barred because the first allegedly discriminatory pay decision was made years before she filed a charge with the EEOC. The New Law The new law reverses the Ledbetter decision. In short, the new law provides that, regarding discriminatory compensation practices, an unlawful employment practice can occur each time an employee is paid if the employee is affected by application of that prior discriminatory compensation practice. Each time an employee is paid, a new statute of limitations begins to run. Note that although the Ledbetter decision arose under Title VII, the new act also applies to claims of pay discrimination under the Americans with Disabilities Act, the Age Discrimination in Employment Act, and the Rehabilitation Act. What Does This Mean for You? In essence, employers lose the protection of a reasonable statute of limitations. Employees may sue you for an allegedly discriminatory pay decision made 10 years ago because the pay they receive today was allegedly affected by that 10-year old decision. While an employee can only recover monetarily for discrimination occurring up to two years prior to the filing a of charge, the employer must try to defend itself for decisions that possibly were made years earlier, long after evidence may exist or witnesses can be located. What Should You Do? How can you protect yourself against these lawsuits that may be filed years after a decision is made? Here is how: · Use written performance evaluations to document your decisions regarding compensation, but make sure the evaluations are honest, objective and meaningful · Use written performance management forms (e.g., written warnings, performance management plans) to document issues with employee performance. Importantly, train supervisors in the law and the proper use of human resource tools, such as annual evaluations or other performance management documents and systems. |
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