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  1. I just don’t get it… “it would hinder his flexibility to reward the most talented employees, Karabas said, adding that it also could have the unintended result of creating a revolving door of mediocre talent.”

    What in the ordinance says you can not give raises to workers? The ordinance only says workers should be paid, at least, $10 an hour. Other than that, you can give raises to whoever you want with or without ordinance…

    • The forced minimum wage ($10 per hour or whatever it is increased to along with forced benefits such as paid sick leave) means that you are OVER-paying the least value-added workers. So much so that you have no money left over to reward the good workers (with raises and /or bonuses) and still remain profitable.

      • Put another way: “To earn $15/hr (in compensation and cash-equivalent benefits) you must create more than $15 worth of value for the employer to cover the cost of Social Security, workers’ comp, your training, business and property taxes, capital investment, rent, etc. This is a fact of survival for any business.”

      • Carl, I can’t help but notice your unusually strong rhetoric repeating the word “forced.” I’m curious: would you also apply it to the realms of residents being “forced” taxes to pay for fire and police protection, businesses being “forced” not to employ children as laborers, and “forced” elementary education?

  2. The five days of paid sick leave is only for people working full time. It takes two months of 40-hour weeks to earn a single day of sick leave.

    I wonder–does Chris really have 20 full-time instructors?

    • Actually Paid Sick Time is for all workers, not only full time, but it would time a longer time to accrue your hours. If you work 20-hour weeks it would take you full four months to accrue 1 paid sick day.

      • Of course. Not only that, but if Chris’s workers are already covered by a “paid time off” policy, the existing policy can be used to satisfy the sick leave ordinance as long as it as at least as permissible as the ordinances. If Chris isn’t already offering at least five days of paid time off to his full-time workers, then I have no sympathy for him or his business.

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