It is long past time for Americans to address the following evils for which employers are directly responsible:
- The loss of jobs within the United States owing to companies’ moving their operations abroad—solely to pay substandard wages to their new employees.
- The mass firings of employees which usually accompany corporate mergers or acquisitions.
- The widespread victimization of part-time employees, who are not legally protected against such threats as racial discrimination, sexual harassment and unsafe working conditions.
- The refusal of many employers to create better than menial, low-wage jobs.
- The widespread employer practice of extorting “economic incentives” from cities or states in return for moving to or remaining in those areas. Such “incentives” usually absolve employers from complying with laws protecting the environment and/or workers’ rights.
- The refusal of many employers to provide medical and pension benefits—nearly always in the case of part-time employees, and, increasingly, for full-time, permanent ones as well.
- Rising crime rates, due to rising unemployment.
The solution to these evils can be summed up in three words: Employers Responsibility Act (ERA).
If passed by Congress and vigorously enforced by the U.S. Departments of Justice and Labor, an ERA would ensure full-time, permanent and productive employment for millions of capable, job-seeking Americans.
And it would achieve this without raising taxes or creating controversial government “make work” programs.
Such legislation would legally require employers to demonstrate as much initiative for hiring as job-seekers are now expected to show in searching for work.
And it would legally require employers to behave like patriots–not predators–toward the employees who make their profits a reality.
Among the provisions of a nationwide Employers Responsibility Act:
(1) American companies that close plants in the United States and open others abroad would be forbidden to sell products made in those foreign plants within the United States.
This would protect both American and foreign workers from employers seeking to profit at their expense. American workers would be ensured of continued employment. And foreign laborers would be protected against substandard wages and working conditions.
Companies found violating this provision would be subject to Federal criminal prosecution. Guilty verdicts would result in heavy fines and lengthy imprisonment for their owners and top managers.
(2) Large companies (those employing more than 100 persons) would be required to create entry-level training programs for new, future employees.
These would be modeled on programs now existing for public employees, such as firefighters, police officers and members of the armed services. Such programs would remove the employer excuse, “I’m sorry, but we can’t hire you because you’ve never had any experience in this line of work.” After all, the Air Force has never rejected an applicant because, “I’m sorry, but you’ve never flown a plane before.”
This Nation has greatly benefited from the humane and professional efforts of the men and women who have graduated from public-sector training programs. There is no reason for the private sector to shun programs that have succeeded so brilliantly for the public sector.
(3) Employers would receive tax credits for creating professional, well-paying, full-time jobs.
This would encourage the creation of better than the menial, dead-end, low-paying and often part-time jobs which exist in the service industry. Employers found using such tax credits for any other purpose would be prosecuted for tax fraud.
(4) A company that acquired another—through a merger or buyout—would be forbidden to fire en masse the career employees of that acquired company.
This would be comparable to the protection existing for career civil service employees. Such a ban would prevent a return to the predatory “corporate raiding” practices of the 1980s, which left so much human and economic wreckage in their wake.
The wholesale firing of employees would trigger the prosecution of the company’s new owners. Employees could still be fired, but only for provable just cause, and only on a case-by-case basis.
(5) Employers would be required to provide full medical and pension benefits for all employees, regardless of their full-time or part-time status.
Increasingly, employers are replacing full-time workers with part-time ones—solely to avoid paying medical and pension benefits. Requiring employers to act humanely and responsibly toward all their employees would encourage them to provide full-time positions—and hasten the death of this greed-based practice.
(6) Employers of part-time workers would be required to comply with all federal labor laws.
Under current law, part-time employees are not protected against such abuses as discrimination, sexual harassment and unsafe working conditions. Closing this loophole would immediately create two positive results:
- Untold numbers of currently-exploited workers would be protected from the abuses of predatory employers; and
- Even predatorily-inclined employers would be encouraged to offer permanent, fulltime jobs rather than only part-time ones—since a major incentive for offering part-time jobs would now be eliminated.