An Employers Responsibility Act would simultaneously address a series of evils for which employers are directly responsible. Among its remaining provisions:
(9) Employers refusing to hire would be required to pay an additional “crime tax.”
Sociologists and criminologists agree that “the best cure for crime is a job.” Thus, employers who refuse to hire contribute to a growing crime rate in this Nation. Such non-hiring employers would be required to pay an additional tax, which would be earmarked for agencies of the criminal justice system at State and Federal levels.
(10) The seeking of “economic incentives” by companies in return for moving to or remaining in cities/states would be strictly forbidden.
Such “economic incentives” usually:
- allow employers to ignore existing laws protecting employees from unsafe working conditions;
- allow employers to ignore existing laws protecting the environment;
- allow employers to pay their employees the lowest acceptable wages, in return for the “privilege” of working at these companies; and/or
- allow employers to pay little or no business taxes, at the expense of communities who are required to make up for lost tax revenues.
(11) Employers who continue to make such overtures would be prosecuted for attempted bribery or extortion:
- Bribery, if they offered to move to a city/state in return for “economic incentives,” or
- Extortion, if they threatened to move their companies from a city/state if they did not receive such “economic incentives.”
This would protect employees against artificially-depressed wages and unsafe working conditions; protect the environment in which these employees live; and protect cities/states from being pitted against one another at the expense of their economic prosperity.
(12) The U.S. Departments of Justice and Labor would regularly monitor the extent of employer compliance with the provisions of this Act.
Among these measures: Sending undercover agents, posing as highly-qualified job-seekers, to apply at companies—and then vigorously prosecuting those employers who blatantly refused to hire despite their proven economic ability to do so.
This would be comparable to the long-time and legally-validated practice of using undercover agents to determine compliance with fair-housing laws.
(13) The Justice Department and/or the Labor Department would be required to maintain a publicly-accessible database on those companies that had been cited, sued and/or convicted for such offenses as
- health and/or safety violations or
- violating immigration laws.
Employers would be legally required to regularly provide such information to these agencies, so that it would remain accurate and up-to-date.
Such information would arm job applicants with vital information about the employers they were approaching. They could thus decide in advance if an employer is deserving of their skills and dedication.
As matters now stand, employers can legally demand to learn even the most private details of an applicant’s life without having to disclose even the most basic information about themselves and their history of treating employees.
(14) CEOs whose companies employ illegal aliens would be held directly accountable for the actions of their subordinates. Upon conviction, the CEO would be sentenced to a mandatory prison term of at least ten years.
This would prove a more effective remedy for controlling illegal immigration than stationing tens of thousands of soldiers on the U.S./ Mexican border. With CEOs forced to account for their subordinates’ actions, they would take drastic steps to ensure their companies complied with Federal immigration laws.
Without employers eager to hire illegal aliens at a fraction of the money paid to American workers, the invasions of illegal job-seekers would quickly come to an end.
(15) A portion of employers’ existing Federal taxes would be set aside to create a national clearinghouse for placing unemployed but qualified job-seekers.
* * * * *
For thousands of years, otherwise highly intelligent men and women believed that kings ruled by divine right. That kings held absolute power, levied extortionate taxes and sent countless millions of men off to war–all because God wanted it that way.
That lunacy was dealt a deadly blow in 1776 when American Revolutionaries threw off the despotic rule of King George III of England.
But today, millions of Americans remain imprisoned by an equally outrageous and dangerous theory: The Theory of the Divine Right of Employers.
America can no longer afford such a dangerous fallacy as the Theory of the Divine Right of Employers.
The solution lies in remembering that the powerful never voluntarily surrender their privileges.
Americans did not win their freedom from Great Britain–-and its enslaving doctrine of “the divine right of kings”-–by begging for their rights.
And Americans will not win their freedom from their corporate masters–-and the equally enslaving doctrine of “the divine right of employers”––by begging for the right to work and support themselves and their families.
And they will most certainly never win such freedom by supporting right-wing political candidates whose first and only allegiance is to the corporate interests who bankroll their campaigns.
Corporations can–and do–spend millions of dollars on TV ads, selling lies–lies such as the “skills gap,” and how if the wealthy are forced to pay their fair share of taxes, jobs will inevitably disappear.
But Americans can choose to reject those lies–and demand that employers behave like patriots instead of predators.