Planned Parenthood’s Cecile Richards, born with a silver spoon in her mouth, was given $590,000 from non-profit group in 2013
“Poor George, he can’t help it. He was born with a silver foot in his mouth”
If former Texas governors can roll over in their graves, it happened this past week as her daughter Cecile – President of Planned Parenthood – boasted both a silver spoon and a silver foot, while trying to explain away a video discussing body parts and their transportation reimbursements to her organization.
Ann passed September 13, 2006, the same year her daughter, Cecile, took over leadership of Planned Parenthood from Gloria Feldt, who had begun the shift of Planned Parenthood in 1996 from a public asset to also focus on political action. The organization, founded by Margaret Sanger, Ethel Byrne and Fania Mindell in 1916, had grown to four million clients by the Bill Clinton years, thanks to the leadership of former president Faye Wattleton.
Cecile continued the Feldt course with an advocacy we will examine later in this blog.
In this modern era, when millions or folks volunteer their time to churches and civic organizations, the big charities often pay big bucks to staffs and leaders. Very big bucks.
Cecile received some $591,000 working for her non-profit in 2013, according to IRS Continue reading →
This is my proposed amendment to The Fair Labor Standards Act of 1938 (FLSA; also referred to as the Wages and Hours Bill), a federal statute of the United States:
In addition to the payment of overtime wages at 1.5 times the normal rate for workers, who exceed eight hours per day or 40 hours a week, the Federal Government shall require employers, who schedule any employee less than 30 hours per week or six hours per day, to pay all such employees at 1.25 times the prevailing rate for the same occupation of said employee, who works more than 30 hours per week. That requirement will extend to all hours worked at an undertime schedule.
This regulation is designed to recognize that such “undertime” employees are burdened with travel to and from their place of employment, often for minimal hours which are not equivalent to the proportional burden on full time employees.
In addition this regulation recognizes that employees who work less than 30 hours per week are generally not entitled by employers to various benefits, such as vacations, sick time or profit-sharing. It would be inequitable to pay them the same wages as full time employees if they receive far fewer benefits of employment.
Finally, this change in the FLSA recognizes that the American way of life depends on adequate employment and compensation of its citizens and that undertime employment creates a deficit in earnings for millions of workers.
Let it be resolved that this amendment be instituted no later than January 1, 2016. The co-sponsors are:
The goal is to get sponsors and public recognition that working 25 hours a week is not okay in America. If employers have to pay more per hour for part-time, they will hire more full-time (less expensive) workers instead. If companies want to juggle hours and shorten the week, they can do it – but they will be the ones to pay for it, not the employees.
Worker earns $12,320 more than “boss”, despite same hours. Let’s end employers’ abuse of “management” exemption.
The threshold to qualify for overtime pay, now $23,660, is expected to rise to $50,440 a year if new regulations are adopted by the Barack Obama administration. Until now, companies were allowed to call you a manager, pay you $26,000 and require you to work, say, 58 hours a week – no extra pay for hours worked more than 40. This has left many Americans earning far less than the folks they supervised, all just wage slavery for extra time of devotion to the job..
An example is a fast food worker, who earns $11 an hour, which is below the current threshold exemption for overtime (most of these employees don’t even make that much). He is promoted to manager at a salary of $26,000 a year. The job requires him to arrive early, leave late, work an extra day on the weekends, for a total of 18 hours a week, bringing him to 58 hours (not unusual for “junior managers”).
The new manager’s total hours per year are 58 hrs. X 52 weeks = 3,016 hours a year. Even if paid just Continue reading →