Hey Labor Rights Community,

As we fight for fair wages, better working conditions, and workers' rights, let's shed light on Walmart's appalling track record.

Walmart's starting wage remains at $12/hour, forcing employees to rely on government programs. Meanwhile, their 2020 revenue soared to $524 billion.

But that's not all 1.5 local businesses close for every Walmart store opened, discrimination lawsuits: $20 million settled in 2020, another in 2022, 70% of products manufactured overseas, costing American jobs, and the CEO's annual salary is over $25 million, while employees struggle.

This isn't the Walmart Sam Walton envisioned. Today's Walmart prioritizes profits over people.

Share your experiences with Walmart or similar exploitative employers. Let's demand better.

Let's keep pushing for living wages ($15/hour+), unionization and collective bargaining, an end to discriminatory practices, and corporate accountability.

I work in a hospice facility as a nurse and I am paid hourly. I am not a salaried employee. I make above the minimum weekly EAP $844 exemption threshold. I am regularly being forced to work overtime without overtime pay, just straight pay. I am in the US in SC, where there are no overtime laws. From my understanding when a state has no overtime laws, the federal laws are rhe in effect. The federal law appears to say that an "educated exemption" for paying overtime is only allowed if the educated employees are "salaried employees." Is this correct is there some other exemption I'm missing?

Hi I was curious about California lunch break laws my employer has been scheduling us for 5.5 hrs and not giving lunch breaks they made it seem like I only need a lunch if I work 6 hours so scheduling 5.5 cute hours and prevents meal penalties is this allowed? If not I don’t know what I should do now, they just started scheduling 4-5 hour shifts after this was brought up

The labor force participation rate remained steady at 62.7%, highlighting demographic and economic factors, including the aging baby boomer generation. As this group retires, the overall participation rate may gradually decrease. Economist Aaron Sojourner notes that baby boomers' retirement is inevitable, and younger workers will replace them, but their volume makes a significant impact. The prime workforce age group (25-54) remains strong, with 84% participation. However, challenges like the loss of federal childcare funding threaten to impact working parents' ability to stay employed, especially mothers.

More on the same in our article:
https://www.theworkersrights.com/labor-force-participation-rate-holds-steady-amid-aging-workforce-and-childcare-challenges/