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Whole Foods cuts workers’ hours after Amazon introduces minimum wage | US news

An email shared with the Guardian by a Whole Foods employee cites the shift cuts as a ‘direct result of guidance from our regional team’. In response to public pressure and increasing scrutiny over the pay of its warehouse workers, Amazon enacted a $15 minimum wage for all its employees on 1 November, including workers…

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Whole Foods cuts workers’ hours after Amazon introduces minimum wage | US news

imageAn email shared with the Guardian by a Whole Foods employee cites the shift cuts as a ‘direct result of guidance from our regional team’. In response to public pressure and increasing scrutiny over the pay of its warehouse workers, Amazon enacted a $15 minimum wage for all its employees on 1 November, including workers at grocery chain Whole Foods, which it purchased in 2017.
All Whole Foods employees paid less than $15 an hour saw their wages increase to at least that, while all other team members received a $1 an hour wage increase and team leaders received a $2 an hour increase.
But since the wage increase, Whole Food employees have told the Guardian that they have experienced widespread cuts that have reduced schedule shifts across many stores, often negating wage gains for employees.
“My hours went from 30 to 20 a week,” said one Whole Foods employee in Illinois.
Workers interviewed for this story were reluctant to speak on the record for fear of retaliation.
Is Amazon’s $15 minimum wage raise ‘bad’ for small business? | Gene Marks Read more
The Illinois-based worker explained that once the $15 minimum wage was enacted, part-time employee hours at their store were cut from an average of 30 to 21 hours a week, and full-time employees saw average hours reduced from 37.5 hours to 34.

5 hours. The worker provided schedules from 1 November to the end of January 2019, showing hours for workers in their department significantly decreased as the department’s percentage of the entire store labor budget stayed relatively the same.
“We just have to work faster to meet the same goals in less time,” the worker said.
An internal email shared by the employee from their department manager cited the across-the-board shift cuts as “the direct result of guidance from our regional team”.

In Maryland, another Whole Foods worker said their regional management is forcing stores to cut full-time employee schedules by four hours, to 36 hours a week. “This hours cut makes that raise pointless as people are losing more than they gained and we rely on working full shifts,” the worker said.

Another Whole Foods employee in Oregon noted: “At my store all full-time team members are 36 to 38 hours per week now.

So what workers do if they want a full 40 hours is take a little bit of their paid time off each week to fill their hours to 40.

Doing the same thing myself.”
‘They want us to be robots’: Whole Foods workers fear Amazon’s changes Read more
The labor budget and schedule cuts at Whole Foods in the wake of the minimum wage increase appear to be similar to changes Amazon made after it raised the pay of warehouse workers to a minimum wage of $15 an hour. That move was widely praised but Amazon also cut stock vesting plans and bonuses that had provided extra pay to some workers.
Some Whole Foods workers say the cuts have led to understaffing issues.

“Things that have made it more noticeable are the long lines, the need to call for cashier and bagging assistance, and customers not being able to find help in certain departments because not enough are scheduled, and we are a big store,” said one worker in California.
“Just about every person on our team has complained about their hours being cut. Some have had to look for other jobs as they can’t make ends meet,” they added.
In September 2018, several Whole Foods workers organized the group Whole Worker , with the goals of forming a union and providing workers a resource to organize since Amazon took over.

Whole Foods began training management to fight back against union organization shortly after the group went public with a mass email to Whole Foods employees throughout the United States.
“There are many team members working at Whole Foods today whose total compensation is actually less than what it was before the wage increase due to these labor reductions,” said a Whole Worker spokesperson in an email to the Guardian.
Whole Foods did not respond to multiple requests for comment on this story.
Amazon also did not respond to requests for comment.

Topics US news Whole Foods Amazon Minimum wage news.

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Labor

Termination or resignation: Your labour rights when leaving a job in the UAE

Image Credit: Pexels Despite having clear guidelines on employee rights in the UAE, it is usual for residents to be forced to accept less than what they’re owed in case of resignation or termination. From conditions of notice periods to arbitrary dismissals, there are laws protecting both employee and employer interests. End of contract Resignation…

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Termination or resignation: Your labour rights when leaving a job in the UAE

imageImage Credit: Pexels Despite having clear guidelines on employee rights in the UAE, it is usual for residents to be forced to accept less than what they’re owed in case of resignation or termination.
From conditions of notice periods to arbitrary dismissals, there are laws protecting both employee and employer interests.
End of contract Resignation When you resign, your employer’s acceptance or rejection of your resignation is not essential legally. Even if the resignation was submitted by email, it is considered accepted from the date of submission. Therefore, your contractual notice period (up to a maximum of three months) starts from this date.

Termination Your dues and receivables differ based on whether you are terminated on account of redundancy (cost-cutting) or if you’re terminated in what is considered arbitrary dismissal (wrongful termination).
Also read Revealed: Over 8,000 jobs open in Dubai in one month; industries hiring include real estate, construction, hospitality Career: 7 tips on how women can succeed in a tech job In arbitrary dismissal, employers are liable to compensate the employee for wrongful termination along with gratuity and other dues. In redundancy, there is no such compensation other than gratuity pay and/or notice period compensation.

Your rights and responsibilities Notice period You have to serve notice period when resigning, and this will usually between one month and three months based on your contract. It cannot be more than three months as per law, and your employer cannot force you to work longer than that.
Also read Career: 7 things to know about your notice period in the UAE Your notice period is counted from the day of resignation or termination. In case of termination, the employer might ask you to work during the notice period or pay you the salary for the period before letting you go.

Air fare According to Article 131, your employer is not obligated to pay your air fare to your home country unless it is specified in the labour contract. If it is mentioned, the firm is obligated to all fares as specified by contract.
Also read UAE’s Emirates, flydubai, Air Arabia roll out discounted tickets for flights from Dubai, Sharjah In this case (contractual obligation), however, if the employee enters into the service of another sponsor or employer after, then the latter becomes responsible for air fare from the point of recruitment.

If the termination is by fault of the employee, the employer is not legally liable to pay for air fare if the employee has the means to pay – even if it is mentioned in his or her labour contract.
This law is specific to the cost of a travelling ticket for the employee. Other costs such as shipping or family repatriation are also legally payable if agreed upon in the labour contract or as per contractual company policies.
Visa costs You, as an employee, are never required to reimburse your employer for visa costs at any time. Visa costs and sponsorship costs are the sole responsibility of the employer and regardless of how or why your contract is terminated, you are not legally liable to pay for this.

Companies have been known to ask for installment-based deductions for visa costs from employees – this is illegal and punishable by law.
Experience certificate According to Article 125 of the UAE Labour Law, an employee upon end of contract should be given an end-of-service certificate detailing start date, end date and nature of work performed during the period of employment. It may also state your latest pay or wage details if requested.
An employee can request this certificate upon the end of his or her contract, and the employer would be liable to furnish this, along with any and all certificates belonging to the employee.

Gratuity Pay Payment of gratuity pay depends on how long you have been employed for as well as your contract type.
Guide How to calculate UAE gratuity pay Visa cancellation and passports Charges of visa cancellation and the process are the employer’s responsibility.
Your passport should be handed over to you immediately after the completion of cancellation.
Many employers still force employees to give up their passports for ‘safe-keeping’ or as ‘guarantee’ but this is illegal according to the UAE Labour Law.

Only a competent court or other federal authority is allowed to keep your passport.
Some companies agree to give up passports only close to the time of departure from the country – this is also illegal. At no time is your employer allowed to keep your passport, unless visa renewal or cancellation is in progress.
More From Employment Career:7 tips on how women can succeed in a tech job Suspension with lower pay for more than 10 days illegal What you should know when you start working At what age can you start working in the UAE? Trending UAE gratuity pay calculator Fired or resigning? Here are your labour rights 4 best ways to invest your Dh2,000 in UAE 36 tips to help you leave Dubai rich!.

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19,000 truck drivers just scored up to $100 million from one of America’s biggest trucking companies – and it’s the latest federal court win by truckers for better labor practices

19,000 truck drivers just scored up to $100 million from one of America’s biggest trucking companies – and it’s the latest federal court win by truckers for better labor practices Rachel Premack Mar 14, 2019, 09.02 PM Smart-Trucking.com/YouTube Truck drivers who worked for Swift Transportation, one of the largest trucking companies in the US, are…

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19,000 truck drivers just scored up to $100 million from one of America’s biggest trucking companies – and it’s the latest federal court win by truckers for better labor practices

image19,000 truck drivers just scored up to $100 million from one of America’s biggest trucking companies – and it’s the latest federal court win by truckers for better labor practices Rachel Premack Mar 14, 2019, 09.02 PM Smart-Trucking.com/YouTube Truck drivers who worked for Swift Transportation, one of the largest trucking companies in the US, are eligible for a payout of up to $100 million. According to the class action suit, they were misclassified as independent contractors instead of company drivers. It’s the latest win for truck drivers in the nation’s courts .

Swift Transportation, one of the largest trucking companies in the US, has agreed to pay up to $100 million to 19,000 former and current truck drivers in a class action suit filed in the United States District Court for the District of Arizona. The truck drivers filed against Swift in Dec. 2009.

They claimed they were misclassified as independent contractors instead of employees, and were thus locked out of certain benefits under federal labor law.
One of those benefits includes being paid minimum wage for every hour that truck drivers work.

Traditionally, truckers are just paid for every mile that they drive. The case returns to a question that’s been plaguing America’s courts in recent years – whether truck drivers deserve minimum wage for nondriving duties.
Swift did not respond to Business Insider’s request for comment.
Dan Getman, a co-lead attorney representing the 19,000 truck drivers involved in the federal case, wrote in a legal statement filed on March 11 that this case challenges Swift’s “owner operator” system.

That allows Swift, and most other trucking companies, to employ truck drivers as independent workers even as they acted as full-time employees.
“(T) heir actions ultimately generated an exceptional $100 million-plus-dollar fund for the class of thousands of drivers and may potentially result in changes to the industry that could benefit all misclassified drivers,” Getman wrote.

Read more: Truck drivers wait an average of 2.5 hours at warehouses without getting paid – here are the 20 cities where truckers wait the longest The decision to pay out speaks to other federal court cases appearing around the country in favor of ensuring truck drivers are paid for every hour they spend on the road.
The Supreme Court ruled in Jan. that contract truck drivers, or owner-operators, at a Missouri trucking company should be allowed to settle disputes in court, rather than arbitration. That suit started when the plaintiff in the case, owner-operator Dominic Oliveira, sued his employer for not paying him minimum wage.

And a federal court in Arkansas decided in a class-action suit in Oct. 2018 that drivers should be paid for every hour truckers spend in their trucks while not sleeping – 16 hours a day of at least minimum-wage pay.
In 2017, a Nebraska court decided that trucking giant Werner Enterprises must pay $780,000 to 52,000 student truck drivers after being accused of pay-practice violations.

Another major carrier, C.R. England, paid $2.35 million in back wages to more than 6,000 drivers in 2016 .

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19,000 truck drivers just scored up to $100 million from one of America’s biggest trucking companies — and it’s the latest federal court win by truckers for better labor practices

Smart-Trucking.com/YouTube Some truck drivers who worked for Swift Transportation, one of the largest trucking companies in the US, are eligible for part of a total payout of as much as $100 million. The drivers had argued in a class-action suit that they were misclassified as independent contractors instead of company drivers and were thus locked…

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19,000 truck drivers just scored up to $100 million from one of America’s biggest trucking companies — and it’s the latest federal court win by truckers for better labor practices

imageSmart-Trucking.com/YouTube Some truck drivers who worked for Swift Transportation, one of the largest trucking companies in the US, are eligible for part of a total payout of as much as $100 million. The drivers had argued in a class-action suit that they were misclassified as independent contractors instead of company drivers and were thus locked out of certain benefits. It’s the latest win for truck drivers in the nation’s courts . Swift Transportation, one of the largest trucking companies in the US, has agreed to pay up to $100 million to 19,000 former and current truck drivers as part of a class-action suit filed in the US District Court for the District of Arizona. The truck drivers filed the suit against Swift in December 2009, arguing that they were misclassified as independent contractors instead of employees and were thus locked out of certain benefits under federal labor law.

One of those benefits is a minimum wage for every hour a truck driver works. Traditionally, truckers are paid for every mile they drive, but a question at the center of court cases in recent years has been whether truck drivers deserve a minimum wage for nondriving duties. Swift did not respond to Business Insider’s request for comment. Dan Getman, an attorney representing the 19,000 truck drivers involved in the federal case, wrote in a legal statement filed on Monday that this case challenged Swift’s “owner-operator” system that allowed it and other trucking companies to employ truck drivers as independent workers even as they acted as full-time employees. “Their actions ultimately generated an exceptional $100 million-plus-dollar fund for the class of thousands of drivers and may potentially result in changes to the industry that could benefit all misclassified drivers,” Getman said. Read more: Truck drivers wait an average of 2.

5 hours at warehouses without getting paid — here are the 20 cities where truckers wait the longest Several other federal court cases around the country have sought to ensure that truck drivers are paid for every hour they spend on the road. The Supreme Court ruled in January that contract truck drivers, or owner-operators, at a Missouri trucking company should be allowed to settle disputes in court, rather than having to enter into arbitration. That suit started when the plaintiff in the case, Dominic Oliveira, sued his employer on charges that it didn’t pay him minimum wage.

In October, a federal court in Arkansas ruled in a class-action suit that drivers should be paid for every hour they spend in their trucks while not sleeping, for up to 16 hours a day of at least minimum-wage pay. In 2017, a Nebraska court decided that Werner Enterprises, a trucking giant that was accused of pay-practice violations, must pay $780,000 to about 52,000 student truck drivers. In 2016, another major carrier, C.R. England, was ordered to pay $2.35 million in back wages to more than 6,000 drivers.

More: BITranspo Trucking Truckers truck drivers Popular .

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