- “Your license is gone, your livelihood is gone, the care of your patients is gone. How fair is that?” Opposition grows to policy of yanking occupational licenses over unpaid student loans [Marc Hyden and Shoshana Weissman, Governing; Nick Sibilla, Forbes]
- Los Angeles ballot measure was billed as advancing affordable housing, but prevailing-wage provisions helped ensure that it didn’t [Steven Sharp, Urbanize Los Angeles]
- Not mad at Jon Hyman for advising client employers to avoid legal risk by not employing released sex offenders, just mad at the policymakers who play to the cheap seats by perpetuating the casual cruelties of the offender registry laws;
- “International programs demonstrate that paid leave benefits grow substantially over time, similar to other government entitlement programs.” [Vanessa Brown Calder, Cato; more Calder on paid leave mandates here, here, and (roundtable conversation) here (from last fall) and here; Emily Ekins, Cato and more (depth of public support depends on assumptions about impact on pay and women’s career prospects); Veronique de Rugy (why are conservatives supporting?)]
- Frankfurter and Greene’s 1930 book The Labor Injunction, one of the most influential books ever about American labor law, prepared the ground for the New Deal’s Norris-LaGuardia Anti-Injunction Act. How accurately did it portray the labor injunctions of its day? [Mark Pulliam, Law and Liberty]
- “What Will the E-Verify Program Be Used to Surveil Next?” [David Bier, Cato via David Henderson]
Filed under: immigration law, labor unions, Los Angeles, occupational licensure, sex offender registries
3 Comments
Re” Licensing–what if there’s a mistake and the license gets yanked accidentally?
On paid vacation time:
If I leave a business to go to another, I start at the bottom of any paid vacation benefit. BUT: what happens if the business is sold while I’m an employee—the previous business owners has paid vacation but the incoming business owners do not and you lose all vacation time.
So why not this: if a business is sold to another company and they have different paid vacation policies:
(A). Company selling business has paid vacation, company buying does not: The company buying must continue the paid vacation policy of the previous company until the last employee from before the purchase has left; however, the amount per employee is frozen at what it was on the day of the sale (I.e. an employee who has four weeks paid vacation yearly would still get it but could not add more vacation time).
Said expense would not count toward total labor costs
(B.). Company selling has no paid vacation but company buying does: The employees would slot into the vacation plan where they would had they worked for the new owners all along; so that if a company after five years gives two weeks’ time off any incoming employees with five years time in would also receive two weeks, just as if they had been there the beginning…..
Re: Berkeley report on L A housing Measure JJJ
“The report recommends several tweaks to Measure JJJ in order to soften its impacts, including exempting projects seeking to rezone sites specifically zoned for parking, exempting projects seeking to remove decades-old density restrictions, and exempting certain projects in “medium-market” areas which could offer more affordable rents.”
More buildings, higher density, and higher rents. It’s as if the Berkelites let the developers do their homework for them.