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.
Impact
If passed, S1058 would amend Title 28 of the General Laws concerning labor relations in Rhode Island. The bill specifically addresses the rights of nonexempt employees at warehouse distribution centers, setting standards for how employers communicate performance expectations. By formally requiring quota disclosures, the legislation aims to prevent misunderstandings about job requirements and mitigate undue pressure on warehouse workers, thus supporting their rights and promoting fair labor practices.
Summary
S1058, known as the Warehouse Worker Protection Act, seeks to enhance protections for employees working within warehouse distribution centers. The bill mandates that employers provide a written description of any production quotas that employees must meet upon hiring. This written documentation must detail the specific number of tasks or materials to be handled and any potential adverse actions that may occur for failing to meet these quotas. The goal of this legislation is to promote transparency between employers and employees regarding performance expectations and related consequences.
Contention
There may be points of contention surrounding this bill primarily related to the logistics of quota implementations and the burden on employers. Critics could argue that mandatory disclosures may limit flexibility and operational efficiency within warehouses. Additionally, the provision that protects employees against adverse employment actions related to quota compliance may lead to disputes over what constitutes an unreasonable quota, thus raising concerns about the balance between operational demands and worker protections. The discussion will likely encompass a range of stakeholder perspectives from workers' rights advocates to business owners, each presenting their case regarding the implications of these regulations.
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.
Requires employer provide employee with written quota descriptions/number of task/item production along with potential adverse employment action for failure to meet quotas/ provides employee protection against quotas/ remedies for violations.
Directs employers to take certain actions to protect their employees who are exposed to extreme hot and cold temperatures and failure to implement or perform any of those actions would be an unlawful employment practice.
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.
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.
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.
Requires employer to furnish items and conditions of employment and a pay stub explaining how wages were calculated/reasons for deductions/allows the employee to file a court action against employer for violation.