Is paying someone an annual salary, as opposed to an hourly wage, a form of exploitation even if the work is identical? President Obama thinks it can be. On March 13, Obama issued an Executive Order directing the Department of Labor to draft a regulation to expand the eligibility of salaried workers to receive overtime pay. The threshold would rise from the current $455 a week to an estimated $970 a week; employees making less effectively would be converted to hourly status and paid at an overtime rate for work done beyond 40 hours in a given week. The president insists the issue is fairness. “Overtime is a pretty simple idea,” he said at the White House ceremony. “If you have to work more, you should get paid more.” Yet the issue isn’t so simple. Indeed, the mandate may wind up reducing employee hours – and increasing employee lawsuits.…
Greenpeace, which has been blown off by one of its co-founders because of its radical behavior, often leaves itself open to easy ridicule – for example, by the promotion of dirty energy sources. Now they’ve done it again.
Only 1½ years ago Greenpeace cheered Apple Computer for its departure from the U.S. Chamber of Commerce over its disagreement on cap-and-trade and federal climate change policy. With Al Gore on the board of directors, you understand what side of the issue the company is on.
So imagine everyone’s surprise when Greenpeace this week slammed Apple in a report on the electricity sources (coal, nuclear, gas, renewables, etc.) technology companies use for their “cloud” computing offerings. Tech companies such as Google, Facebook, and Amazon provide many of their services (like searches, social interaction, product sales, email, and in Apple’s case, iTunes) from servers based at massive data “farms,” located at various …
Published in July 2007, the report compares “diversity training” to thought control. Click here or on the cover to the right to download the 16-page pdf version.
“Diversity training” is a term that describes a brief, but intensive program of lectures, presentation of written and audio-visual materials, and perhaps most ominously, participation in role-playing exercises, all of which are intended to heighten employee awareness of potential sources of racial and ethnic conflict. The report argues that diversity training is counterproductive and instead results in weakened company morale and increased racial resentment.
Carl F. Horowitz, director of NLPC’s Organized Labor Accountability Project and the study’s author, observes:
Even in mild form, diversity training is manipulative and abusive, creating a double standard in which blacks and other nonwhite employees can criticize or complain about whites, but whites can never answer in their own defense.
That CEOs and other corporate officials not