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Hourly Employment

Hourly Employment

45% of workers in the labor market (over one million people) receive hourly wages based solely on their scheduled work hours. This form of employment was initially meant to accommodate temporary and changing needs of the workplace, but was adopted on a broad scale across the labor market. Employers found that they could save on costs by hiring workers on an hourly basis as opposed to a regular yearly or monthly salary. Workers on hourly salaries are discriminated against and less of their rights are upheld regarding wages, holidays, and more.

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During the holiday season (when spending is at its highest yet workplaces close), a worker’s pay can be reduced by approximately 30%, even when he/she is willing and available to work the entire month. As opposed to workers who receive hourly salaries, workers with monthly or yearly salaries receive a full month’s salary, even when there are holidays and the workplace shuts down. The total salary of hourly workers is about 7% less on average per month, as compared to monthly/annual salaried workers. In addition, most of these workers have their break time deducted from their work hours – whether the law allows it or not.

Required Reform:

-An hourly salary should be for temporary job positions only.

-Amend the section of the Hourly Work Extension Order which requires workers to work the day before and after a holiday. In addition, workers should receive a full day’s salary even on the days before holidays begin (when workplaces close early).

-Set a minimum hourly wage which is 10% higher than the regular minimum wage.

-Pay breaks for all workers (not only workers who do physical labor, as specific regulations of the law prescribe). A worker’s break should be reduced from their work hours only when the break exceeds 30 minutes.