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Hourly, lower-wage workers are much less likely than salaried, professional employees to have workplace flexibility. Many are required to work in shifts that are unpredictable and constantly changing; they may be asked to work overtime with little notice; and they seldom have leeway to arrive late, leave early, or take time mid-day to deal with family or medical emergencies.
Every day, millions of workers in the United States are forced to jeopardize their wages and their jobs when they become sick or need to care for a sick child or loved one. For women, the inability to earn paid sick days can have particularly devastating consequences.
In 2008, workers and advocates in Milwaukee achieved a great victory when nearly 70 percent of voters in the city voted for a paid sick days standard. Unfortunately, in 2011, statewide legislation preempted the voter-supported law and prevented its implementation.
More than 900,000 Massachusetts workers - about 36 percent of the state's private sector workforce - are not able to take a paid sick day when they are ill.
More than 875,000 Arizona workers - about 42 percent of the state's private-sector workforce - are not able to take a paid sick day when they are ill.
More than 865,000 Washington workers - about 39 percent of the state's private-sector workforce - are not able to take a paid sick day when they are ill.
We all want what’s best for our kids. Both parents and educators know firsthand the importance of keeping children healthy, and access to paid sick days for parents can make a real difference.
Businesses benefit when employees are able to take time away from work to cope with personal and family illnesses. More satisfied and productive workers translate into improved workplace morale, greater worker loyalty and better bottom lines.
More than 490,000 Oregon workers - about 40 percent of the state's private sector workforce - are not able to take a paid sick day when they are ill.
A growing number of employers recognize the benefits of flexible workplace practices. These employers know that setting workplace standards that promote flexibility and allow workers to meet the dual demands of work and family improves employee productivity, loyalty and retention—creating happier, healthier workplaces, and better bottom lines.
On July 5th, 2011, Connecticut became the first state to pass a law giving many workers the right to earn paid sick days.
Manufacturing industry workers are struggling with job and financial insecurity. Few have access to the basic flexible workplace policies they need to manage their responsibilities at home and on the job.
More than 210,000 Philadelphia workers are not able to take an earned sick day when they are ill.
Every day, millions of U.S. workers face an impossible choice when they are sick: stay home and risk their economic security or go to work and risk their health and the public’s health.
An estimated 1.65 to 1.85 million New York City workers do not have access to paid sick days.
Every day, working women and men in the United States struggle to meet the dual demands of work and family because their workplaces are without basic family friendly policies. It is long past time for workplaces to reflect the needs of 21st century working families, which for many include the ability to care for children, family members and elderly relatives while also being productive, responsible employees.
More than 2.1 million Illinois workers - about 45 percent of the state's private-sector workforce - are not able to take a paid sick day when they are ill.
973,130 Maryland workers - 47 percent of the state's private sector workforce - are not able to take a paid sick day when they are ill.
More than 255,000 workers in Orange County, where Orlando is located - about 46 percent of the county's private sector workforce - do not have paid sick days.
In September 2011, the Seattle City Council passed and Mayor Michael McGinn signed the city's paid sick days law, making paid sick days available to more than 150,000 workers in Seattle who previously had none.
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