Workplace Justice

The Workplace Justice Project works primarily with low-wage workers to enforce and expand their right to an honest day’s pay for an honest day’s work. We use a variety of strategies including: legislative, regulatory and other policy advocacy, litigation, and coalition development. Using a strategic approach to combat identified systemic problems that negatively affect the lives of low-wage workers, we have achieved significant results in a variety of sectors and industries.

Most recently, the Workplace Justice Project has focused on combatting Independent Contractor Misclassification. ICM occurs when employees are wrongly classified as independent contractors by their employer and thereby denied benefits that accrue to employees, including but not limited to the right to unemployment insurance, workers’ compensation, overtime, and the right to be protected under federal anti-discrimination statutes. This all-to-common practice saves employers up to 30% of payroll costs, but leaves employees without crucial workplace protections. In 2009, the PJC responded to the increase of ICM and helped to pass Maryland’s Workplace Fraud Act (WFA). The WFA renders it illegal to misclassify employees as independent contractors in construction and landscaping, and provides for both administrative and private enforcement. The Workplace Justice Project is now actively litigating cases to enforce the new law and ensure that employees receive the pay and benefits to which they are entitled.

Know your rights in the workplace. Click on the brochure below for important information about worker misclassification.

Spanish version
English version

Additionally, the Workplace Justice Project remains active as co-counsel in two large, prominent lawsuits. Fox v. Tyson and related multi-district litigation challenges nonpayment of wages for “donning and doffing” safety and sanitary equipment in the chicken processing industry. PJC also remains active as co-counsel in Dukes v. Wal-Mart Stores, a national class action alleging gender discrimination in pay and promotion that was recently decertified by the U.S. Supreme Court. Strategies to hold the nation’s largest private employer accountable for its alleged discriminatory practices despite the Supreme Court ruling are being developed.

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FEATURES

04/27/12: April e-news: 2012 PJC legislative report released

01/10/12: Just Kids Partnership joins Moving Maryland Forward Network

If you have questions about how the Supreme Court decision in Dukes v. Wal-Mart may affect you, click here