SCORECARD RESOURCE GUIDE: JOB QUALITY STANDARDS OVERVIEW WHAT STATES CAN DO ASSETS & OPPORTUNITY

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1 RESOURCE GUIDE: JOB QUALITY STANDARDS ASSETS & OPPORTUNITY SCORECARD OVERVIEW Income and assets are two threads that weave together to create financial security and opportunity for families. Income provides the cash flow to cover monthly expenses and can be set aside as savings to cover future expenses and invest in long-term assets such as a home, college education or small business. Wage employment is the primary source of income for families in this country. Unfortunately, in 2010, an estimated 30 million Americans held low- jobs, million of which paid minimum or less. 2 Workers in these jobs struggle to meet their basic day-to-day expenses, let alone save for the future. A full-time minimum worker earns $15,080 per year a stunning $7,970 below the federal poverty level for a family of four. Moreover, not all workers are even guaranteed a minimum because federal and state laws exempt certain groups of workers from coverage. Wages are one component of job quality, benefits such as health insurance, retirement contributions and protected time off are another. 3 Among these benefits, protected time off is critical for workers. Millions of Americans lack the basic leave benefits necessary to protect their earnings and jobs. Forty-two percent of workers in the United States lack access to paid sick days, 4 more than 60% lack paid medical leave and 89% lack paid family leave. 5 Moreover, only about 60% of workers are covered by the federal law 6 mandating unpaid family and medical leave. 7 Far too often, workers who lack these benefits confront the difficult choice between keeping their job or taking care of their own health or the health of a family member. 8 For those who must take time off, many are forced to deplete savings intended for other goals such as education, homeownership or retirement. Jobs with insufficient s and benefits impose substantial costs on working families, government programs and the economy. To mitigate these costs, states can adopt stronger job quality standards for workers. WHAT STATES CAN DO While federal policy provides a floor for and benefit standards, state policy can appropriately expand on and strengthen federal laws. For example, states can ensure that the minimum keeps pace with the rising cost of living and accounts for geographic variation. States can also ensure that no class of workers 1 Indicators & Data, s.v. Conditions of Employment, Working Poor Families Project, A low- worker is defined as an employed individual 18 years or older who earns below the poverty threshold for a family of four in 2010 ($22,314), adjusted for state cost of living. 2 Labor Force Statistics from the Current Population Survey, s.v. Characteristics of Minimum Wage Workers: 2010, Bureau of Labor Statistics, 3 CLASP defines job quality as spanning s and earnings, benefits, job security, advancement opportunities, health and safety and worker voice. Elizabeth Lower-Basch, Opportunity at Work: Improving Job Quality, (Washington, DC: Center for Law and Social Policy, 2007). 4 Claudia Williams, Robert Drago, Ph.D., Kevin Miller, Ph.D., 44 Million U.S. Workers Lacked Paid Sick Days in 2010: 77 Percent of Food Service Workers Lacked Access, (Washington, DC: Institute for Women s Policy Research, 2011). 5 Paid Family & Medical Leave: An Overview, (Washington, DC: National Partnership for Women and Families, 2012), 6 Family Medical Leave Act of 1993, Public Law Facts About the FMLA: What Does It Do, Who Uses It, & How, National Partnership for Women and Families, 8 Getting sick has serious economic consequences for workers and their families. Nearly one-quarter of adults in the U.S. (23%) report that they have lost a job or have been threatened with job loss for taking time off due to illness or to care for a sick child or relative. Nearly one in six (16%) report that they or a family member have been fired, disciplined, written up or threatened with firing or workplace discipline for taking sick time. Everyone Gets Sick. Not Everyone Has Time To Get Better. A briefing book on establishing a paid sick days standard, (Washington, DC: National Partnership for Women and Families, July 2011) pdf?docid=9121.

2 is excluded from protections and that laws are properly enforced. 9 Likewise, states can strengthen leave policies by establishing paid sick, family and medical leave for workers. While paid leave is the strongest policy action, states can take incremental steps to improve leave policies by expanding Federal Medical Leave Act (FMLA) coverage to workers not included under the federal law. ELEMENTS OF A STRONG POLICY Based on the expertise of the National Employment Law Project and the National Partnership for Women and Families, CFED considers a state to have taken meaningful steps to strengthen job quality standards for working families if it meets the following criteria: 1. Does the state have a strong minimum policy? States should enact minimum rates of at least $8.00 per hour or automatically annually adjust the rate for cost of living. 2. Does the state s minimum law guarantee full coverage for all workers? Contrary to popular conception, not all workers are guaranteed the federal or state minimum. Many labor laws exempt certain groups of workers from minimum coverage. States should extend minimum protections to agricultural, domestic, home care and tipped workers. 3. Does the state require employers to offer paid medical, family or sick leave? States should adopt policies including paid medical leave, family leave and sick leave that enable workers to address family or health issues without jeopardizing their earnings or job security. 4. Does the state expand the federal Family and Medical Leave Act (FMLA) to cover more workers? States can take significant incremental steps toward ensuring more workers have the right to unpaid family and medical leave by extending FMLA coverage to more workers and families. States should: Expand coverage to include smaller employers. FMLA only applies to employers with 50 or more workers; states should lower this threshold. Expand coverage to employees who have less tenure or have worked fewer than the 1,250 annual hours, required by FMLA. Expand the definition of family beyond care for a child, spouse or parent. For example, states should include care for domestic partners, siblings, grandparents or grandchildren. STRENGTH OF STATE POLICIES Legend D.C. Very strong policy Strong policy, but some room for improvement Some policy, but much room for improvement Minimal policy Weak or no policy 9 Despite the official removal of exclusions from state labor laws, loopholes often exist that allow employers to pay specific subsets of employees below the minimum. States should be vigilant in prohibiting or closing these loopholes. 2 RESOURCE GUIDE: JOB QUALITY STANDARDS

3 CFED: ASSETS & OPPORTUNITY SCORECARD A growing number of states have recognized the limitations of the federal minimum and enacted stronger state policies. Nine states have enacted minimum s of at least $8.00. To ensure that the actual value of the minimum does not erode with the rising cost of living, 10 states including four states that also set their at $8.00 or higher have indexed their minimum to an annual cost of living adjustment. Many states have extended minimum protections to workers in occupations left vulnerable by the federal law. Fifteen states have eliminated minimum exemptions for agricultural workers; four have eliminated exemptions for all domestic workers; 22 have eliminated exemptions for homecare workers; and seven have eliminated exemptions for tipped workers. California is the only state to have eliminated exclusions for all four groups of workers. Eight states have adopted some form of paid leave legislation. In 2008, the District of Columbia passed paid sick leave legislation; with Connecticut following in 2011 (see State Precedents section). Eleven states have extended the federal FMLA to cover more workers. CFED evaluated the strength of each state s policies against the four criteria described in the Elements of a Strong Policy section. The following table below shows which criteria each state met. CFED uses the following icons to denote the strength of state policies: Table 1: Strength of State Policies Legend State policy meets 4 criteria State policy meets 3 criteria State policy meets 2 criteria State policy meets 1 criteria State policy meets no criteria State Alabama Does the state have a strong minimum policy? 10 (state receives credit if it meets either sub-criteria) Is the state minimum at least $8.00? No state minimum Is the state minimum annually adjusted for cost of living increases? Does the state extend full minimum protection to agriculture, domestic, home care and tipped workers? 11 Does the state require employers to offer paid medical, family or sick leave? 12,13 Does the state expand FMLA to cover more workers? 14,15 N/A No No No Policy rating Alaska No ($7.75) No No No No Arizona No ($7.65) Yes No No No Arkansas No ($6.25) No No No No California Yes ($8.00) No Yes Yes (Family, Medical) Yes Colorado No ($7.64) Yes No No No 10 United States Department of Labor, Wage and Hour Division, Minimum Wage Laws in the States, January 1, Last modified January 1, Accessed July 27, www. dol.gov/whd/min/america.htm 11 Winning Wage Justice: An Advocate s Guide to State and City Policies to Fight Wage Theft, (New York: National Employment Law Project, 2011), Tipped worker minimum data provided separately by NELP. See Table 2 for additional information. 12 National Partnership for Women and Families, Work & Family State Policy Database. Accessed July 27, PageServer?pagename=issues_work_database. 13 Medical leave includes paid leave for personal injury (including pregnancy), typically provided by a state Temporary Disability Insurance program. 14 National Partnership for Women and Families, Work & Family State Policy Database. Accessed July 27, PageServer?pagename=issues_work_database. Supplemental data comes from: Advancing a Family Friendly America: How Family Friendly is Your State, National Partnership for Women and Families, (Accessed 7/27/12). See Table 2 for additional information. 15 States that have expanded FMLA coverage for parental leave only were not awarded credit. 3

4 State Does the state have a strong minimum policy? 10 (state receives credit if it meets either sub-criteria) Is the state minimum at least $8.00? Is the state minimum annually adjusted for cost of living increases? Does the state extend full minimum protection to agriculture, domestic, home care and tipped workers? 11 Does the state require employers to offer paid medical, family or sick leave? 12,13 Does the state expand FMLA to cover more workers? 14,15 Policy rating Connecticut Yes ($8.25) No No Yes (Sick) Yes Delaware No ($7.25) No No No No District of Columbia Yes ($8.25) No No 16 Yes (Sick) Yes Florida No ($7.67) Yes No No No Georgia No ($5.15) No No No No Hawaii No ($7.25) No No Yes (Medical) Yes Idaho No ($7.25) No No No No Illinois Yes ($8.25) No No No No Indiana No ($7.25) No No No No Iowa No ($7.25) No No No No Kansas No ($7.25) No No No No Kentucky No ($7.25) No No No No Louisiana No state minimum N/A No No No Maine No ($7.50) No No No Yes Maryland No ($7.25) No No No No Massachusetts Yes ($8.00) No No No No Michigan No ($7.40) No No No No Minnesota No ($6.15) No No No No Mississippi No state minimum N/A No No No Missouri No ($7.25) Yes No No No Montana No ($7.65) Yes No No No Nebraska No ($7.25) No No No No Nevada Yes ($8.25) 17 Yes No No No 16 Minimum Wages, District of Columbia Official Code 2001 Edition Division V. Local Business Affairs Title 32 Labor Chapter Nevada s minimum rate is $7.25 for workers with employer-provided health insurance. 4 RESOURCE GUIDE: JOB QUALITY STANDARDS

5 CFED: ASSETS & OPPORTUNITY SCORECARD State New Hampshire Does the state have a strong minimum policy? 10 (state receives credit if it meets either sub-criteria) Is the state minimum at least $8.00? Is the state minimum annually adjusted for cost of living increases? Does the state extend full minimum protection to agriculture, domestic, home care and tipped workers? 11 Does the state require employers to offer paid medical, family or sick leave? 12,13 Does the state expand FMLA to cover more workers? 14,15 No ($7.25) No No No No New Jersey No ($7.25) No No Yes (Family, Medical) Yes Policy rating New Mexico No ($7.50) No No No No New York No ($7.25) No No Yes (Medical) No North Carolina No ($7.25) No No No No North Dakota No ($7.25) No No No No Ohio No ($7.70) Yes No No No Oklahoma No ($7.25) No No No No Oregon Yes ($8.80) Yes No No Yes Pennsylvania No ($7.25) No No No No Rhode Island No ($7.40) No No Yes (Medical) Yes South Carolina No state minimum N/A No No No South Dakota No ($7.25) No No No No Tennessee No state minimum N/A No No No Texas No ($7.25) No No No No Utah No ($7.25) No No No No Vermont Yes ($8.46) Yes No No Yes Virginia No ($7.25) No No No No Washington Yes ($9.04) Yes No Yes (Family) 18 Yes West Virginia No ($7.25) No No No No Wisconsin No ($7.25) No No No Yes Wyoming No ($5.15) No No No No 18 Washington s Paid Parental Leave Law passed in 2007 but has yet to be implemented because of funding issues. The state pregnancy disability law permits pregnant women workers to take leave from work for the entire period of disability. 5

6 Table 2: Job Quality Standards: A Closer Look State Alabama State Minimum Wage Coverage of Workers 19 (state receives credit if it extends coverage to all 4 classes of workers) Agricultural Domestic 21 care 22 Tipped 23 Employers Home Smaller No state minimum Expanded FMLA coverage 20 (state receives credit if has expanded coverage in at least 1 of 3) Less Tenure or Fewer Hours Worked Definition of Family N/A N/A N/A No No No Alaska No No No Yes No No No Arizona Yes No Yes No No No No Arkansas No No No No No No No California Yes Yes Yes Yes No( ) No( ) Yes Colorado Yes No Yes No No No No Connecticut Yes No No No No( ) Yes Yes Delaware No No No No No No No District of Columbia Yes Yes Yes No Yes Yes Yes Florida No No No No No No No Georgia No No No No No No No Hawaii Yes No Yes No 24 No( ) Yes Yes Idaho No No No No No No No Illinois No No Yes No No No No Indiana No No No No No No No Iowa No No No No No( ) No( ) No Kansas No No No No No No No Kentucky No No No No No No No Louisiana No state minimum N/A N/A N/A No( ) No No Maine No No Yes No Yes Yes Yes Maryland No Yes Yes No No No No Massachusetts No Yes Yes No No( ) No( ) No 19 Winning Wage Justice: An Advocate s Guide to State and City Policies to Fight Wage Theft, (New York: National Employment Law Project, 2011). Supplemental data on home care workers comes from: Which states provide minimum and overtime to home care worker? (New York: National Employment Law Project, 2011). Tipped worker minimum data provided separately by NELP. 20 Advancing a Family Friendly America: How Family Friendly is Your State, National Partnership for Women and Families, (Accessed 7/27/12). 21 Many states provide coverage for some, but not all, domestic workers. States only receive credit if they provide coverage for all domestic workers. 22 Most states that provide coverage still have limited exemptions. 23 Under federal law, workers who rely on tips are subject to a special tipped worker minimum ($2.13 per hour); while many states have enacted state tipped minimum s somewhere between $2.13 and the full minimum, only seven states have tipped minimum s set at the full minimum. States only receive credit if they extend full minimum to tipped workers. 24 Hawaii s tipped minimum is only 25 cents less than full minimum. 6 RESOURCE GUIDE: JOB QUALITY STANDARDS

7 CFED: ASSETS & OPPORTUNITY SCORECARD State State Minimum Wage Coverage of Workers 19 (state receives credit if it extends coverage to all 4 classes of workers) Agricultural Domestic 21 care 22 Tipped 23 Employers Home Smaller Expanded FMLA coverage 20 (state receives credit if has expanded coverage in at least 1 of 3) Less Tenure or Fewer Hours Worked Definition of Family Michigan Yes No Yes No No No No Minnesota Yes No Yes Yes No( ) No( ) No Mississippi No state minimum N/A N/A N/A No No No Missouri No No No No No No No Montana Yes No Yes Yes No( ) No( ) No Nebraska No No Yes No No No No Nevada No No Yes Yes No No No New Hampshire No No No No No( ) No( ) No New Jersey Yes No Yes No No Yes Yes New Mexico No No No No No No No New York Yes No Yes No No No No North Carolina No No No No No No No North Dakota Yes No Yes No No No No Ohio No No Yes No No No No Oklahoma No No No No No No No Oregon No No No Yes Yes Yes Yes Pennsylvania No No Yes No No No No Rhode Island Yes No No No Yes 25 No Yes South Carolina No state minimum N/A N/A N/A No No No South Dakota Yes No Yes No No No No Tennessee No state minimum N/A N/A N/A No No No Texas Yes No No No No No No Utah No No No No No No No Vermont No No No No Yes No Yes Virginia No No No No No No No Washington No No Yes Yes No( ) No( ) Yes West Virginia No No No No No No No Wisconsin No No Yes No No Yes Yes Wyoming No No No No No No No ( ) denotes that the state has expanded FMLA coverage for parental leave only and thus was not awarded credit. 25 Rhode Island covers private companies with 50 or more employees and public organizations with 30 or more employees. 7

8 STATE PRECEDENTS: DEFENDING MINIMUM WAGE IN MISSOURI 26 In 2006, with the federal minimum stuck at $5.15 per hour for 10 years, states across the country were taking action to raise their minimum s above the federal level. In Missouri, advocates led by Missouri Jobs with Justice formed Give Missourians a Raise, a campaign to pass a ballot initiative (Proposition B) to raise the state minimum from $5.15 to $6.50 and index it to an annual cost of living adjustment (COLA). Through the campaign, advocates gathered nearly 100,000 signatures to put the initiative on the ballot; knocked on half a million doors to mobilize voters; rallied more than 2,000 faith congregations to educate their congregants about the initiative; and gathered more than 240 endorsements from clergy, business leaders, economists, labor unions and community organizations. As a result, the initiative won in every single county in the state and by a 20 point margin in all but one county. Despite the incredible popularity of the minimum increase in Missouri, opponents of Missouri s minimum have engaged in a concerted effort each year to weaken the law. In , opponents prevailed upon the state s department of labor to issue inaccurate guidance stating workers who receive tips were only entitled to the federal minimum of $2.13, rather than 50% of the state s minimum. Jobs with Justice led a Save Our Tips campaign mobilizing thousands of waiters and waitresses. With the Governor s support, the guidance was successfully defeated. Undeterred, in 2010, opponents sought to pass legislation mandating a lower minimum for teenagers, which also failed. In 2011, opponents attempted to weaken the minimum on two fronts. First, the Missouri legislature introduced a bill to eliminate the annual COLA indexing. Although the COLA repeal passed the House, it stalled in the Senate as legislators realized that the legislation was politically unpopular across demographic and partisan groups. The advocates who had joined together to pass Proposition B in 2006 and to defend the tipped minimum law in 2009 put this issue squarely in front of the media, and in front of Missouri s voters. The statewide coalition led constituents to contact targeted legislators with postcards and phone calls, organized a Lobby Day with low- workers to meet legislators face-to-face, and generated hundreds of constituent s to legislators in both chambers. That same year, the Missouri House attempted to cut all funding to enforce child labor, minimum and prevailing laws by effectively eliminating the Missouri Department of Labor s Wage and Hour Division. After a campaign led by Jobs with Justice, Governor Jay Nixon signed a budget that partially reinstated funding for the agency. In late 2011, Missouri Jobs with Justice filed a ballot initiative to put minimum on the ballot in 2012 in an effort to raise the minimum to $8.25 per hour. Unfortunately, opponents claimed that a significant number of ballot signatures were invalid, and the state ruled that the ballot initiative did not have enough signatures to move forward. Advocates initially planned to fight the ruling, but concluded the legal hurdles were too big to overcome within the short time period to get the ruling changed and advance the initiative. Each year, as legislation is introduced to reduce the minimum or carve off some aspect of it, Missouri Jobs with Justice has reached out to the people and organizations that helped get the minimum raised in 2006 and reached new workers and others who see the minimum as a building block of economic fairness. They have continued to build their base of supporters, allies and spokespeople, developing fresh campaigns each year. If past practice is any guide, opponents will continue to attempt to weaken Missouri s minimum law, and advocates will continue to be vigilant in protecting the minimum law and 26 CFED thanks Tsedeye Gebreselassie of the National Employment Law Project and Donnie Morehouse and Charlie Edelen of Missouri Jobs with Justice for their contributions to this section. 8 RESOURCE GUIDE: JOB QUALITY STANDARDS

9 CFED: ASSETS & OPPORTUNITY SCORECARD ensuring higher standards for low- workers. STATE PRECEDENTS: PAID SICK LEAVE LAWS IN DC AND CONNECTICUT 27,28 Connecticut and the District of Columbia have led the states in establishing paid sick leave for workers. 29 Advocates and policymakers in both jurisdictions have set a new standard for job quality and security for low-income workers through the passage of paid sick leave legislation. The passage of these laws signals significant progress to ensure earnings and eliminate the risk of job loss during times of illness. In March 2008, the District of Columbia City Council unanimously passed legislation guaranteeing workers the ability to earn paid sick time. Under the Accrued Sick and Safe Leave Act, workers in businesses with 100 or more workers earn up to seven days of paid sick leave each year; workers in businesses with 25 to 99 workers earn five days; and workers in businesses with 24 or fewer workers earn three days. This paid time off can be used to recover from illnesses, care for sick family members or seek routine or preventive medical care. The District law is also the first in the United States to include paid safe days for victims of domestic violence, sexual assault or stalking. Nearly three years later, in June 2011, Connecticut passed the first statewide paid sick days law, which took effect in January The law allows workers in service occupations who work in businesses with 50 or more employees to earn one hour of paid sick time for every 40 hours of work, up to 40 hours annually. Workers can use the job-protected leave to recover from illness, care for a sick child or spouse, seek medical diagnosis or treatment, or seek preventive care for themselves or their child or spouse. Survivors of family violence or sexual assault can use paid sick time to seek medical care, survivor services or relocation, or to participate in criminal or civil proceedings. Although groundbreaking, both pieces of legislation leave room for improvement, particularly with regard to coverage. In the District, certain workers including tipped workers, as well as workers in the first year of their jobs are excluded from coverage. As a result, 79% of District restaurant workers are not able to take paid sick leave when they are ill. In Connecticut, the law includes workers in the service sector, but excludes other sectors such as construction and manufacturing workers. In both the District and Connecticut, advocates are working to strengthen the laws. In the former, advocates are pushing to extend coverage to tipped restaurant workers and strengthen enforcement. In Connecticut, advocates are focused on working with state government and legislators to both propose improvements and improve implementation of the law. Despite their limitations, these laws set important precedents related to job quality for low- workers. They create a foundation for paid leave benefits that can be strengthened and expanded on in years to come, and serve as key examples of legislative victory to the 20 other paid sick leave campaigns underway across the states CFED thanks Helen Luryi of the National Partnership for Women and Families for her contributions to this section. 28 This section drawn from: Everyone Gets Sick. Not Everyone Has Time To Get Better. A briefing book on establishing a paid sick days standard, (Washington, DC: National Partnership for Women and Families, July 2011), 29 Three cities Milwaukee, WI, San Francisco, CA and Philadelphia, PA have also passed paid sick leave laws. 30 For more information on other state campaigns, see: 9

10 MAKING THE CASE: GUIDELINES FOR A SUCCESSFUL CAMPAIGN Convey a clear and consistent message. Advocates for job quality standards should focus communication with the media and policymakers on core messages highlighting the strengths of favored policies. Successful minimum campaigns in Missouri repeatedly promoted the message that cost of living indexing simply kept the minimum from eroding. Effective paid leave advocates continually reinforce the link between paid sick days and preserving public health. 2. Tout public support and polling. Although public attitudes on minimum and job leave policy vary along geographical and political lines, polling has consistently shown that voters are generally supportive of improving low- job quality. Raising the minimum is an appealingly, intuitive and easily comprehensible policy. When the question was put to Americans in a national poll in 2006 conducted by CNN, 86% supported increasing the minimum. More recently, in a fall 2010 nationwide poll, 67% supported raising the minimum to the critical threshold of $10 an hour, 32 with support proving resilient in recessionary climates. Three-quarters of the public support a law guaranteeing all workers a minimum number of paid sick days. 33 Public sentiment was crucial to Connecticut advocates efforts to enact statewide paid sick days. Voters favored the intensely debated legislation by a better than 2:1 margin, with nearly half of voters strongly supporting the bill Turn defense into offense. The fight to defend policy achievements, such as preventing new loopholes after the elimination of minimum worker exclusions, presents an opportunity to maintain and grow the advocacy coalitions that first helped enact the policy. Gains in job quality standards will be under constant threat by opponents and other interests. Advocates should use these times as windows to grow their constituencies and renew media attention. Through their many defensive efforts, Missouri Jobs with Justice gained more spokespeople representing a broad spectrum of voices low- workers, pastors and small business owners. These spokespeople are equipped to go to the Capitol to testify at hearings, be quoted in newspapers and speak face to face with legislators. 4. Utilize relevant scholarship and research. Advocates can buffet the common job-killing opposition arguments surrounding job quality standards by effectively deploying relevant research and scholarship. Decades of rigorous empirical research has demonstrated that minimum increases do not perpetuate unemployment, but rather grow local economies. Studies on California s paid family leave policy illustrate that the program has had little to no negative effect on employers. 35 Further evidence suggests that a paid-sick-days standard helps businesses reduce turnover and improve worker productivity. Since 2007, when San Francisco s law took effect, job growth has been consistently higher in the city than in neighboring counties that lack a paid-sickdays law, and the city has experienced stronger employment growth in leisure and hospitality, accommodation and food service the industries that critics claimed would be most affected by a 31 CFED thanks Tsedeye Gebreselassie of the National Employment Law Project and Donnie Morehouse and Charlie Edelen of Missouri Jobs with Justice for their contributions to this section. 32 Celinda Lake, Daniel Gotoff and Matt Price, memo for Raise the Minimum Wage, June , The Economic Power of and Popular Support for Raising the Minimum Wage, 33 Tom Smith and Jibum Kim, Paid Sick Days: Attitudes and Experiences, (Washington, DC: Public Welfare Foundation, 2010), 34 Key Findings from Connecticut Statewide Survey, Anzalone Lizst Research, (Accessed May 27, 2011). 35 Eileen Applebaum and Ruth Milkman, Leaves that Pay: Employer and Worker Experiences with Paid Leave in California, (Washington, DC: Center for Economic and Policy Research, 2011). 36 John Petro, Paid Sick Leave Does Not Harm Business Growth or Job Growth, (Washington, DC: Drum Major Institute, 2010), 10 RESOURCE GUIDE: JOB QUALITY STANDARDS

11 CFED: ASSETS & OPPORTUNITY SCORECARD paid-sick-days law. 36 RESOURCES For more information on this policy, go to Organizations The Center for Law and Social Policy, The Center on Budget and Policy Priorities, The Economic Policy Institute, The National Employment Law Project, The National Partnership for Women and Families, The Institute for Women s Policy Research, Publications Lower-Basch, Elizabeth. Opportunity at Work: Improving Job Quality, In Opportunity at Work Series, Policy Paper No.1, (Washington, DC: Center for Law and Social Policy, 2007). Winning Wage Justice: An Advocate s Guide to State and City Policies to Fight Wage Theft, (National Employment Law Project, 2011), Paid Sick Days Legislation: A Legislator s Guide, (Washington, DC: Center for Law and Social Policy, 2006), Everyone gets sick. Not Everyone Has Time To Get Better. A briefing book on establishing a paid sick days standard, (Washington, DC: National Partnership for Women and Families, 2011), Firestein, Nancy, Ann O Leary, and Zoe Savitsky, A Guide to Implementing Paid Family Leave: Lessons from California, (Berkeley, CA: Labor Project for Working Families, 2011), 11

12 CFED would like to thank the Surdna Foundation for the generous support that made this Resource Guide possible. Assets & Opportunity Scorecard published by CFED. CFED, October RESOURCE GUIDE: JOB QUALITY STANDARDS