Campaign News

Two Federal Reserve bank presidents on Wednesday met separately with community and labor groups that are pushing for continued near-zero interest rates just as U.S. central bankers appear to be only weeks away from raising them.

Representatives of the groups said that by airing their concerns about labor market health to Richmond Fed President Jeffrey Lacker and Dallas Fed President Rob Kaplan, they hope to help shape policymakers' understanding of the economy, if not necessarily their views on monetary policy.

The views of Kaplan, the new president of the Dallas Fed, are unclear, but his predecessor Richard Fisher made the regional Fed bank's name synonymous with opposition to easy monetary policy.

Lacker is a policy hawk who cast the lone dissents on the Fed's decisions in September and October to continue the central bank's low-rate policies.

"Our expectation isn't that we are going to be able to change his mind," said Michael De Los Santos, who is organizing the meeting with Lacker.

To Lacker, the near-normal unemployment rate of 5.1 percent means the labor market no longer needs the lift provided by exceptionally low interest rates.

"We want to be able to present our side of the statistics," said De Los Santos, who is director of operations at Action NC, a community and activist group. Attending the meeting will be a young man from Charlotte who has struggled to pay for college and is worried about finding full-time employment, and a fast food worker from Richmond, Virginia who has trouble making ends meet, he said.

Kaplan will likewise meet with workers who have struggled to find adequate jobs and income, said Shawn Sebastian of the Center for Popular Democracy, which organized the meeting in Dallas.

A Dallas Fed spokesman did not immediately respond to a request for comment. A Richmond Fed spokesman confirmed the meeting and deferred any comment until after it is over.

Including today's meetings, members of the so-called Fed Up Coalition have had sit-down meetings with nine of the Fed's 12 regional Fed bank presidents, and four of the five Washington-based Board of Governors. (Reporting by Ann Saphir in San Francisco; Editing by Christian Plumb)

Source: Reuters

Capitolwire - October 1, by Christen Smith - A report released Wednesday insists meager state oversight has allowed charter school officials to defraud taxpayers out of $30 million over the last 17 years.

And “that's just scratching the surface of the problem,” says Ted Kirsch, president of the American Federation of Teachers' Pennsylvania chapter.

“It's only talking about what's being reported and there are other things that haven't gotten to the surface yet and they are still being investigated,” he said during an interview Wednesday. “The (fraud) problem is a lot more widespread.”

The Center for Popular Democracy, Integrity in Education and Action United authored the 15-page report last month in which it calls for a moratorium on new charters while the state Attorney General's office investigates all 174 charter schools for potential fraud. The report also pushes the General Assembly to mandate annual fraud risk assessments capable of detecting and preventing waste and abuse.

“While the state has complex, multi-layered systems of oversight in the charter system, this history of financial fraud makes it clear that these systems are not effectively detecting or preventing fraud,” the report reads. “Indeed, the vast majority of fraud was uncovered by whistle-blowers and media exposes, not by the state's oversight agencies.”

The report's index details allegations of fraud against 11 separate charter schools across the state. At least nine of the charter school officials mentioned in the report have pleaded guilty and received prison sentences.

“It’s time for lawmakers to stop providing charter industry players a blank check with little oversight and no accountability,” said Lily Eskelsen García, president of the National Education Association, the parent organization of the Pennsylvania State Education Association. “...For students in all types of schools—traditional, charter or magnet—the key is having a sound structure for oversight and accountability, while providing educators with autonomy to create great learning environments for their students. Let’s work with families, educators and community members to make sure all students can attend great schools that meet their needs.”

“What's lacking here is a process to hold the charter operators accountable,” Kirsch said. “We need some laws that govern the accounting procedures and how money is handled by charter operators. These people are making a lot of money. It's a cash cow.”

Tim Eller, spokesman for the Department of Education, criticized the report Wednesday for “failing to mention” the state uses the same accounting practices for both public schools and charter schools.

“All public schools, including charter schools, are subject to audits by the state Auditor General,” he said. “The Auditor General is charged with ensuring that public entities are using taxpayer dollars for their intended purpose.”

Auditor General Eugene DePasquale said he couldn't confirm the report's $30 million figure, but said “we have found waste in the system,” particularly related to the issues of lease reimbursement and special education funding.

The auditor general uncovered “$1.2 million in improper lease reimbursements” in an August 2013 audit of Chester Community Charter School — Pennsylvania's largest. He said Wednesday lease reimbursement fraud represents about half of the charter cases his office has uncovered.

The audit found that Chester Community Charter School's founders sold the original building to a non-profit organization for $50.7 million, then created a for-profit management company to run the charter school, all the while collecting illegal reimbursement payments from the state for the buildings.

When asked about the report’s proposals regarding more oversight, DePasquale said: “If we had more resources, certainly we could audit more schools. That's absolutely true. But we need partners at the Department of Education to respond when we do find issues.”

DePasquale also suggested the General Assembly pass charter school reform that would address fraud involving lease reimbursements.

Two separate pieces of legislation — House Bill 6188 and Senate Bill 1085 — included measures to improve transparency and accountability in charter schools, but both bills have been stalled in the opposing chambers since budget negotiations wrapped up in July.

“House Bill 618 which passed the House in September of 2013 was basically loaded with accountability measures related to governing audits and academic performance,” said Steve Miskin, spokesperson for House Majority Leader Mike Turzai, R-Allegheny. “We are hoping the Senate passes it.”

Senate leadership did not respond to requests for comment Wednesday.

“If the widespread allegations mentioned in the report prove to be true, then those guilty should be prosecuted to the full extent of the law,” said Bob Fayfich, executive director of the Pennsylvania Coalition of Public Charter Schools, in a statement released Wednesday. “However, the report draws sweeping conclusions about the entire charter sector based on only 11 cited incidents in the course of almost 20 years, while ignoring numerous alleged and actual fraud and fiscal mismanagement in the districts over that same time period, which dwarf the charter school allegations in terms of alleged misuse of taxpayer dollars.”

Fayfich says the coalition supports mandating more stringent audits in the name of accountability, but doesn't think the public sector should be exempt.

“If the authors’ recommendations are to conduct a fraud audit of every charter school based on the actual and alleged misdeeds of a few, and initiate a moratorium on all charter schools until those audits are complete, then, in the name of intellectual integrity, the same recommendations should apply to traditional public school districts,” he said. “Fraud and fiscal mismanagement are wrong and cannot be tolerated, but to highlight them in one sector and ignore them in another indicates a motivation to target one type of public school for a political agenda.”

Renee Martin, acting communications director for the Attorney General Kathleen Kane, said Wednesday a copy of the report “has been shared with our attorneys.”

Reproduced with permission from Daily Labor Report, 97 DLR C-1 (May 20, 2014). Copyright 2014 by The Bureau of National Affairs, Inc. (800-372-1033) <https://www.bna.com/>

Bloomberg BNA - May 19, 2014, by Rhonda Smith — Although employee scheduling software is helping employers control labor costs and boost productivity, its impact on retail and restaurant workers is far more bleak, advocates for employees told Bloomberg BNA May 8-19.

“In New York, we're interviewing workers at all big retail chains—Gap, Banana Republic and others,” said Stephanie Luce, an associate professor of labor studies at City University of New York. The interviews are part of an ongoing research project focused on scheduling challenges facing retail workers in New York City.

“What is prevalent in our interviews is just huge frustration with scheduling,” she said. “It's arbitrary. It feels like it's unpredictable. And it can change from week to week or season to season. So this concern about who gets to set the schedule, and do employees have any voice or protections in that, is very prevalent.”

‘On Call' Scheduling Has Drawbacks

The Retail Action Project, a New York-based campaign sponsored by the Retail, Wholesale and Department Store Union, released a video May 1 highlighting the conundrum retail employees face daily over their work schedules. RWDSU is an affiliate of the United Food and Commercial Workers.

“Even though the technology enables [employers] to predict 80 percent of their labor costs well in advance, they are scheduling workers according to the smaller percentage of hours that they can't predict,” Carrie Gleason at the Center for Popular Democracy said.

“Workers are unable to get sufficient hours, and are forced to endure ‘on call' scheduling, where they must wait by the phone to see if they'll be called upon to work,” RAP organizers said on the union's website. “They can't take other jobs, or do anything else that would interfere with their unstable, unpredictable work hours.”

The video is part of an effort to educate workers and policy makers about the need for “fair, stable and predictable schedules for millions of underemployed low wage workers in one of America's biggest job creating industries,” RAP said.

Employment of retail sales workers is projected to grow 10 percent from 2012 to 2022, according to the Labor Department. That growth is about as fast as the average for all occupations, the agency said, but because many workers leave retail there will be a large number of job openings in that sector.

There were 4.6 million retail jobs in 2012, the agency said. It projected that 450,200 will be added in that sector by 2022.

Wanted: ‘Family-Sustaining' Practices

Carrie Gleason, director of a new initiative at the Center for Popular Democracy that focuses on work scheduling issues, told Bloomberg BNA May 16 that new policy protections are needed to ensure “family-sustaining practices” in low-wage sectors.

The technology currently available could be used to actually improve scheduling practices for workers, she said.

“Burgeoning low-wage industries are now relying heavily on a part-time workforce and increasingly using scheduling technology according to fluctuating market demand,” she said. The ultimate result for workers is “very little say in how they work and when they work.”

Gleason also said, “Even though the technology enables [employers] to predict 80 percent of their labor costs well in advance, they are scheduling workers according to the smaller percentage of hours that they can't predict.”

Giving workers more access to the technology would allow them to self-schedule, she said, adding that this would really elevate the quality of workers' jobs. “But, unfortunately, companies like Macy's are not using the technology to the workers' potential,” she said.

Unions have criticized Macy's for not considering employee seniority when using scheduling software to decide who works and when.

Some Retailers Address Scheduling Concerns

Retailers and restaurants in some cities have taken steps to address workers' scheduling concerns, either because they made a business decision to do so or union members pushed for changes during negotiations over collective bargaining agreements.

Employers cited as trailblazers include United Parcel Service of North America Inc., Costco Wholesale Corp., Lord & Taylor, In-N-Out Burgers Inc., and, after new contracts were negotiated, Macy's and Bloomingdale's Inc. in New York City.

All part-time workers at Costco receive their schedules at least two weeks in advance and are guaranteed a minimum of 24 core hours each week, according to a policy brief the Center for Law and Social Policy and two other groups released in March (49 DLR A-6, 3/13/14).

“We want people to work for us who consider us a career,” Mike Brosius, the company's assistant vice president of human resources, said in the brief. “Long-term employees are more productive and serve the needs of our customers better. So we give our employees what's fair and what they need to make a living.”

In a Harvard Business Review article titled “Why ‘Good Jobs' Are Good for Retailers,” Zeynep Ton, an adjunct associate professor of operations management at the Massachusetts Institute of Technology's Sloan School of Management, highlighted Costco, Trader Joe's, QuikTrip and Mercadona, a supermarket chain in Spain. She said these retailers invest in their employees and, in return, reap healthy profits.

“Not surprisingly, I found that unpredictable schedules, short shifts, and dead-end jobs take a toll on employees' morale,” Ton wrote. “When morale is low, absenteeism, tardiness, and turnover rise, increasing the variability of the labor supply, which, of course, makes matching labor with customer traffic more difficult.”

Unions have pushed to shape employers' scheduling policies in collective bargaining agreements.

Union Turns to NLRB for Help

UFCW Local 888, in East Rutherford, N.J., filed an unfair labor practices charge April 28 with the National Labor Relations Board against Century 21 Department Stores LLC. The family-owned, discount retail clothing company operates eight stores in New York and New Jersey and plans to open another one in Philadelphia, a company spokeswoman said May 20.

In its charge, the union alleged that Century 21 refused to bargain “over the implementation and effects of a change in the work schedule system at its Manhattan facility, in violation of the National Labor Relations Act.”

“Until two years ago, we had no issue with scheduling,” Max Bruny, president of UFCW Local 888, told Bloomberg BNA May 16. “Everyone had a fixed schedule. The model was full-time employment. We had members there for 40 years. They had a good schedule [and] good predictability.”

Now, workers are being assigned fewer hours or shifts that require them to work later than they traditionally have—regardless of seniority.

The new scheduling system is “hard on the workers' life—a nightmare,” Bruny said.

Employees who have worked for Century 21 for decades are now being scheduled to work erratic hours, sometimes at night, he said.

“Grievances we're filing relate to workers not being able to schedule for school or take care of sick family members,” Bruny said.

ACA Could Lead to Drop in Workers' Hours

Neil Trautwein, vice president and employee benefits counsel at the National Retail Federation, told Bloomberg BNA May 19 that the Affordable Care Act could be a factor in employer decisions about how many hours employees are scheduled to work. The NRF represents retailers, chain restaurants and grocery stores.

ACA rules mandate that employers with 50 or more full-time workers provide health care coverage. Anyone who works at least 30 hours a week is considered a full-time employee. A tax penalty of as much as $3,000 per employee is levied for noncompliance.

“The 30-hour definition under the ACA is unnecessary and distorts how we manage employees,” Trautwein said.

The NRF supports the Save American Workers Act (H.R. 2575), proposed legislation that calls for raising the threshold from 30 hours per week to 40 hours per week. The bill's backers say this would preserve employee wages and working hours.

“There will be an [employer] incentive, particularly for less well-performing employees, to be held below 30 hours,” Trautwein said. “That's a natural consequence of the ACA structure.”

He added that employee scheduling software also helps employers move high-performing workers into certain positions at certain times.

“Broadly speaking, part-time jobs have been valued in retail and chain restaurants, particularly over the years because of flexibility they allow to wrap work around school or other family responsibilities,” Trautwein said. “A lot of part-time workers aren't interested in working a large number of hours.”

Union Wants More Input About Schedules

UFCW Local 888, which represents more than 2,500 workers at Century 21, would like more input about the new scheduling system and its impact on workers, Bruny said.

“[Century 21] says we should negotiate for all the stores at one time in two years,” when the union's five-year contract with the stores expires, he said.

“Our argument is, ‘This is a drastic change in the workers' lives,' ” Bruny said. “Workers are becoming part-timers overnight. I think that should trigger negotiations. That has to be bargained collectively before a change can be made.”

Bruny also would like to negotiate with Century 21 over whether hourly employees can be cross-trained so they are prepared to work in different store departments should they agree to do so based on the scheduling system. “That would make it easier on the workers,” he said.

Without negotiating over such matters, Bruny added, “we are losing quite a few longtime, full-time workers.”

A Century 21 spokeswoman declined to discuss the NLRB charge, but said to ask “Kronos directly for a statement.”

Kronos Inc. is a workforce management company in Chelmsford, Mass., that sells electronic scheduling systems to organizations. The company did not respond to a Bloomberg BNA request for comment on the NLRB charge UFCW filed against Century 21.

Macy's West Scheduling Proposal

During recent contract negotiations in California, leaders of UFCW Local 5 in San Jose described as “problematic” a Macy's West proposal to implement an electronic scheduling system the company calls “My Schedule Plus.”

“While the computer-based program would create greater scheduling flexibility and an opportunity for more hours for those that want them,” the union said May 5 in an online post, “without modification it would eliminate base schedules and ignore seniority around shift selection.”

Mike Henneberry, a spokesman for UFCW Local 5, told Bloomberg BNA May 8: “At first the company said, ‘We can't change it.' But it turned out they could.”

Macy's did not respond to a Bloomberg BNA request for comment.

Henneberry said Kronos created the Macy's scheduling system.

Charles DeWitt, vice president of business development for Kronos, said such software can be adapted to suit employers' unique needs.

“If the employer wants to maintain a base schedule or respect seniority, it can,” he told Bloomberg BNA May 12. “Various employers have different policies. With the Kronos system, we've tried to capture all that in a system and let retailers, hospitals, and manufacturers put their policies in place.”

Respecting Employee Seniority

Members of RWDSU Local 3 in New York in 2012 ratified a five-year collective bargaining agreement with Bloomingdale's that gave some 2,000 employees at the company's flagship store in New York City more control over hours and scheduling, the union said (86 DLR A-8, 5/3/12).

RWDSU said at the time that scheduling flexibility in the Bloomingdale's contract went further than any other union contract with a large retail company. Under the contract, senior employees have first choice of their preferred hours, and all workers are able to choose one weekend off a month and the late nights they want to work.

A 2011 contract settlement covering some 4,000 workers at Macy's in New York City also improved employees' control over their scheduling, the union said (121 DLR A-13, 6/23/11).

Allen Mayne, RWDSU's director of collective bargaining, told Bloomberg BNA May 9: “The main problem with the Macy's system is it did not recognize an employee's seniority. It lumps all employees together in the same pool and hours are divided up depending on your availability.”

This has a detrimental impact on long-term employees, especially in retail, Mayne said. “In a union environment, where benefits are even better, many employees have many years of seniority,” he said.

RWDSU was able to negotiate in the contract a work rule that allows employees with seniority to have priority access to the scheduling system, Mayne said.

“But there's not enough oversight,” he said. “This is done kind of on the honor system, but people can get in there and input out of seniority order.”

Luce at CUNY said there's a “disconnect” between how sophisticated and helpful to employers the scheduling software has become in the past 15 years and how rudimentary it remains for most retail employees.

“Employees are still submitting their scheduling requests on paper or going into the store to look at their schedules,” she said. “Clearly, the software could allow for employees to be at home and swap shifts. But they are not given access to those systems.”

Source

More than 60 organizations associated with the Black Lives Matter movement have released a series of demands on Monday, including for reparations.

The list of six platform demands is aimed at furthering their goals as the presidential campaign heads into the homestretch.

The release of the six demands comes a few days before the second anniversary of the shooting of Michael Brown in Ferguson, Mo., which set off months of protests and led to a national conversation about police killings of blacks.

As part of the effort, the groups are demanding, among other things, reparations for what they say are past and continuing harms to African-Americans, an end to the death penalty, legislation to acknowledge the effects of slavery, as well as investments in education initiatives, mental health services and jobs programs.

“We wanted to intervene in this current political moment where there is all this amazing and inspiring work that is resisting state violence and corporate power,” said M. Adams, co-executive director of Freedom Inc., a nonprofit group based in Madison, Wis., which focuses on violence within and against low-income communities of color.

The list comes right after the Republicans and Democrats held their respective national conventions, and as the general election fight is heating up, with the two nominees, Donald J. Trump and Hillary Clinton, now crisscrossing the nation campaigning. But the coalition will not be endorsing any presidential candidate.

Marbre Stahly-Butts, who is part of the leadership team of the Movement for Black Lives Policy Table, which worked on the demands, said: “On both sides of aisle, the candidates have really failed to address the demands and the concerns of our people. So this was less about this specific political moment and this election, and more about how do we actually start to plant and cultivate the seeds of transformation of this country that go beyond individual candidates.”

The groups worked on creating the demands for a year before making their demands known on Monday. They now plan to start local campaigns aimed at pushing for changes in law enforcement and community programs in cities across the country.

“We seek radical transformation, not reactionary reform,” Michaela Brown, communications director of Baltimore Bloc, another participating group, said in a statement. “As the 2016 election continues, this platform provides us with a way to intervene with an agenda that resists state and corporate power, an opportunity to implement policies that truly value the safety and humanity of black lives, and an overall means to hold elected leaders accountable.”

By YAMICHE ALCINDOR

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