Uniform Giant Discriminating Against Women And Minority Employees
-- A new report details how African Americans, Latinos, and Women at Cincinnati-based Cintas Corporation have been denied Martin Luther King Jr.’s Dream--
Today, the Teamsters and UNITE HERE released a report, “The ‘Spirit’ is the Problem,” detailing systemic race and gender discrimination at Cintas Corporation, the nation’s largest uniform provider. While Cintas claims they maintain a “zero-tolerance policy on discrimination,” the report cites numerous employee testimonies and employment statistics indicating that women, African-American, and Hispanic employees endure racist and sexist comments, are shunted into lower-paying jobs, and are blocked by glass ceilings.
Reports from employees at Cintas facilities suggest a company that is operating in an era of racial and gender inequality when employers could lob crude epithets with impunity and could exclude women and minority employees from all but the lowest-paying jobs.
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Employees at Cintas’ North Irvington , New Jersey facility report the general manager called women “sluts,” and used the “N-word” in reference to African Americans.
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In San Leandro, California, a Hispanic man applied for a Cintas route driver position. He alleges Cintas hired him into a lower-paying position and explained that he had to undergo a probationary period in this position before he could become a route driver. Days after he was hired, a white man without previous driving experience was hired as a route driver, but was not required to complete a probationary period.
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A former Chicago-based Cintas Manager of National Account Services says she was instructed not to interview or hire women for sales positions.
“I had hoped that this kind of racism was over, but since it’s alive and well at Cintas we have to take our claims to court,” said Coretta Vick Silvers.
Ms. Silvers is one of several employees who in January 2004 brought a federal lawsuit against the company alleging widespread discrimination against women, African American and Hispanic employees. Ms. Silvers, who is African American, reports she earned fifty-cents to one-dollar less per hour than her white counterpart for performing the same work while she was employed at Cintas’ Raleigh, North Carolina facility.
“These employee statements indicate a disturbing culture where racism and sexism are all too common. Public agencies and companies that do not endorse race and gender discrimination should think twice before contracting with Cintas,” said Wilfredo Larancuent, UNITE HERE International Vice-President.
“Even 35 years after the death of Martin Luther King’s death, workers at Cintas continue to face an appalling system of racism and sexism. We are committed to assisting other Cintas employees who may have endured this type of degradation,” said Cheryl Johnson, Director, Teamster Human Rights Commission.
The unions have established a toll-free number, 1-800-872-8646, for Cintas workers who believe they have been discriminated against.
--Read more at Uniform Justice
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Comp time = Longer hours for less pay
The Fair Labor Standards Act (FLSA) requires employers to pay workers time-and-a-half cash for hours worked in excess of 40 per week. But President Bush has promised to enact so-called “comp time” legislation that would amend the FLSA to allow employers to pay workers nothing for overtime work at the time the work is performed — in exchange for a promise of paid time off in the future.
Comp time would undermine the 40-hour workweek.
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The FLSA established the 40-hour workweek so that workers could spend more with their families.
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The 40-hour workweek discourages employers from demanding overtime by making overtime more expensive. Comp time, by contrast, encourages employers to demand more overtime by making overtime less expensive.
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Comp time would make overtime less expensive for employers in two major ways: 1) Employers who compensate workers with time off instead of cash would be able to reduce payroll costs and payroll taxes; 2) Employers would save money by having, in effect, an interest-free loan from the “banking” of comp time up to 160 hours in a year per employee.
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By making it cheaper for employers to demand overtime, comp time would lead to more mandatory overtime, longer hours, and more unpredictable work schedules for workers.
Comp time is a pay cut.
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Millions of workers depend on cash overtime to make ends meet and to pay their housing, food, and healthcare bills.
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These workers would see a substantial reduction in their take-home pay if they were compensated with time off rather than cash up front.
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Although proponents of comp time say it is voluntary, comp time legislation permits employers to assign overtime preferentially to workers who “volunteer” for comp time instead of cash.
Comp time would provide no new work schedule flexibility.
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The FLSA already allows employers to give workers time off whenever they please, and to arrange all kinds of flexible work schedules. The vast majority of employers simply choose not to avail themselves of this flexibility.
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The only additional “flexibility” provided by comp time legislation is the flexibility for employers not to pay cash overtime. But the requirement to pay cash overtime happens to be the only real incentive for employers to adhere to a 40-hour workweek!
Protect overtime pay! Protect the 40-hour workweek!
--Read more at UAW and use web resource to contact congressional representatives and Senators to oppose comp-time legislation.
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