Provides all employees of retail establishments with 15 or more employees engaged in work during Sundays or holidays shall receive from their employer no less than time and a half and shall be guaranteed at least a minimum of four (4) hours employment.
Impact
If enacted, S0857 would significantly impact existing regulations surrounding retail operations on holidays and Sundays, modifying the labor rights landscape in Rhode Island. By instituting a requirement for higher pay during holidays, the bill addresses concerns regarding fair compensation for employees who are often asked to work during significant family or social occasions, thereby ensuring that employees are not penalized for their commitment to work during these times. The bill also reinforces the concept of voluntary work, ensuring that refusal to work during holidays cannot result in job-related penalties or discrimination.
Summary
Bill S0857 proposes amendments to the Rhode Island General Laws regarding holiday business operations, particularly focusing on employee compensation for retail establishments. The bill mandates that all employees of retail establishments with 15 or more employees who work during Sundays or holidays shall be compensated at least time and a half for their labor, along with a guarantee of a minimum of four hours of employment. This legislation aims to establish fair pay practices and offer increased protections for retail workers during these periods of heightened business activity.
Contention
There may be points of contention surrounding the implementation of S0857, particularly from businesses concerned about the financial implications of mandatory overtime pay on holidays. There might be arguments about the potential economic strain this could place on smaller retail shops that operate with tighter margins. Additionally, some may argue that the bill could limit job opportunities for workers willing to work without the premium pay, thus affecting staffing levels during high-demand shopping times. The debate may highlight the tension between employee rights and business profitability in Rhode Island's retail sector.
Amends the current law so that, aside from any existing contract, all laborers, mechanics, and workers who are required to work on Sundays and/or holidays be paid by their employers at least one and one-half (1½) times the normal rate of pay.
Repeals the law that allowed employers to pay some of their minor employees and employees who are full time students and not attained the age of nineteen (19), less than minimum hourly wages, requiring them to be paid a minimum hourly wage.
Amends the definition of "small employer" for purposes of the small employer health insurance availability act to mean a business employing less than one hundred (100) employees rather than fifty (50) employees.
Commencing 1/1/25, gradually increases the minimum wage for employees receiving gratuities from the current ($3.89) to ($14.95) by 1/1/29 and on 1/1/30 the minimum wage shall be no less than the minimum wage established by the minimum wage law.
Prohibits an employer, employment agency, labor organization, or employee from directly or indirectly committing any act declared to be an unlawful employment practice.
Requires employers to provide each employee of a warehouse distribution center, upon hire, with written description of quotas applicable to the employee within defined time periods and adverse employment action for failure to meet the quota.
Protects bullying/psychological abuse in workplace inflicted upon employees by employers/co-employees/provides civil remedies to affected employees/fines against employers/imprisonment/fines against co-employees.
An Act Implementing The Recommendations Of The Program Review And Investigations Committee Concerning The Postponement Of Program Termination Dates In The Sunset Law.
An Act Implementing The Recommendations Of The Program Review And Investigations Committee Concerning The Postponement Of Program Termination Dates In The Sunset Law.