Days after print publication, Bill Knight’s syndicated newspaper column, which moves twice a week, will appear here. The most recent will appear at the top. (Columns before Sep. 11, 2017, are archived at http://billknightcolumn.blogspot.com/).

Wednesday, November 2, 2022

Politically, who's dissing you?

Information is power, it’s said, but increasingly – especially with today’s sophisticated, speedy technology – so is disinformation. In elections, maybe such fearmongering was always powerful.

Commentator H.L. Mencken in 1918 wrote, “Democracy tends to degenerate into a mere combat of crazes; the whole aim of practical politics is to keep the populace alarmed (and hence clamorous to be led to safety) by an endless series of hobglobins, most of them imaginary.”

Disinformation isn’t misinformation, which is incorrect material spread without the intent to mislead. For instance, after years, polio has resurfaced, but unlike decades ago, when people saw the polio vaccine as a way to avoid paralysis, anti-vax misinformation created doubt, and risk. Another example is illegal fentanyl produced in colors that look like candy, sparking a drug scare somewhere between “reefer madness” and toxic “brown LSD” at Woodstock. Despite the Illinois State Police and many sheriffs and local police not seeing the “rainbow fentanyl,” a near-panic arose, like mythical “razor blades in apples” scares around Halloween.

Unlike MISinformation that can grow into exaggerations, unintended consequences and danger, DISinformation is false assertions intentionally distributed in an act of deception for gain: to elect/defeat a candidate, to accept/reject people’s rights, to expand/contract the market for a product or service…

For Illinois’ election this month, there’s been misinformation and disinformation about the Safety, Accountability, Fairness and Equity Today Act (SAFE-T) and its Pretrial Fairness provision on cash bail. Honest confusion about how suspects will be treated after arrest makes some people anxious, and dishonest hyperbole about possible outcomes leads people to fear the worst.

Good-faith questions about implementing the law, taking effect Jan. 1, are being discussed by reasonable people in a positive, bipartisan way. Already, people are clarifying language and debunking lies like jails will empty come 2023, that police won’t be able to arrest trespassers, that courts henceforth can’t jail suspects awaiting trial. Actually, no offense is “non-detainable.” Judges will have discretion to hold suspects if they’re flight risks, present a danger to the community, are on probation or parole, have been released on another charge, etc. (And, obviously, those convicted of crimes aren’t affected.)

The 700+-page act, signed last year, stems from the American ideal that defendants are “innocent until proven guilty” and therefore shouldn’t be punished while innocent. A recent Loyola University study found the average pretrial detention to be more than a month behind bars, and 89% of incarcerated people haven’t been convicted – they just don’t have the money to be released.

Besides Illinois Attorney General Kwame Raoul and a nonpartisan task force set up by the state Supreme Court helping with implementation, lawmakers including Jeremy Karlin, a Knox County Democrat, and Jim Rowe, a Kankakee Republican, are working to clear up ambiguities and make the nation’s ideal real.

However, some candidates and issue opponents use false claims to frighten and curry favor.

“This [law] is a step forward,” said Cook County Public Defender Sharone Mitchell. But “you have people out there who have high office, who you would think have a duty to the truth, quite frankly just telling lies about what the law does.”

One figure attacking the SAFE-T Act might be Right-wing radio host Dan Proft, whose “People Who Play by The Rules” PAC’s commercials and mailers mimicking newspapers seem derived from the despicable Roger Stone or Lee Atwater, political consultants who made old-fashioned mud-slinging seem like tame tactics compared to the last 50 years.

“Proft’s papers have been accused of deliberately spreading disinformation and amplifying racism and homophobia,” wrote Capitol Fax columnist Rich Miller.

Actually owned by LGIS (Local Government Information Services), the mailers resembling newspapers include at least 34 titles, according to the Illinois Federation of Teachers, which lists the Peoria Standard, McLean County Times, Galesburg Reporter, and Illinois Valley Times.

“When a half-truth or outright lie appears in a Proft broadsheet, it’s not a flaw – it’s a feature,” said David Greising, president of the Better Government Association.

Will the SAFE-T Act work, or will disinformation succeed?

Monday, October 24, 2022

Union solidarity, public support keys to Peoria teachers union stettlement

Unity within the rank and file and support from the community made the difference in a settlement between the Peoria Federation of Teachers Local 780 and the Peoria Public Schools district, union leaders say.

With about 90% of PFT members voting, 99% of them ratified the three-year contract on Sept. 18; the Board of Education unanimously approved the new contract on Sept. 26.

Bargaining started in March, and after 19 stymied negotiating sessions, a mediator was called in. The third meeting with the mediator on Sept. 15 resulted in a Tentative Agreement.

 “I think the turning point was when we had a rally outside of the administration building/school board meeting in August,” said PFT bargaining chair Matt McCaw. “We honestly estimated over 800 teachers/community members there to support the union bargaining efforts. That show of solidarity really strengthened our position and helped the bargaining team greatly. We knew that if there were only 200 or 300 teachers there, we wouldn't be in a great position of strength at the bargaining table, but when 800+ showed up, and the district knew it, we felt like we held all the cards.”

PFT Local President Jeff Adkins-Dutro said what mattered were “our rally, the strike vote, the Labor Day parade [turnout], and the ‘We will walk’ count we had when we were nearing an impasse.

 “We worked from a strike backwards this time,” he continued. “We weren’t reacting to what was thrown at us. We looked ahead and had a strategy for each step.”

Assessing the final agreement, McCaw said, “We were quite pleased with the compensation package that we finally agreed to. We got 5% on the base and the step increase [based on years of experience] in year 1, 4% plus step in year 2, and 4% plus the step in year 3.

“Additionally, we agreed to a $2,000 retention bonus payable at the end of each school year,” he added. “Lastly, if the district receives more money in CPPRT [Corporate Personal Property Replacement Tax] revenue this year, then the teachers will receive either a $1,000 or $2,000 bonus payable at the end of 2023.

“The PFT is happy that we were able to get language added to the contract that addresses student discipline, social promotion, and attendance,” McCaw continued. “This isn't language that is typically found in teacher contracts and it was something that was very important to us. This will mandate the district to meet with us and work together to try to improve some of the major issues that our teachers deal with.”

The new agreement also includes a reduction of middle-school Professional Learning Community provisions from 3 to 2.

“We also were able to get new language added to the contract that says the district and the union will split the cost to have a system analysis done this school year that examines the high stress and low morale that our teachers have and what can be done to improve that,” McCaw said.

That collaborative study will be conducted during the 2022-23 school year

Adkins-Dutro said, “We got discipline, attendance, social promotion, working conditions, work space, and workplace protections all worked into the contract.

“We need these items worked on desperately,” he said. “These aren’t your typical bargaining items, [but] we bargained for them and got them – so we can hold the district accountable.”

The union didn’t achieve everything, of course, but it remains committed to fight for significant issues.

 “We were disappointed with the district because we were hoping to get language that guarantees a certified school counselor in each school and increase the number of counselors where the school population determined a need, but the district wouldn't agree. We also had hoped to decrease the current class size numbers found in our contract but had no success there either.

Adkins-Dutro agreed, saying, “We didn’t get the counselors. We will, however, be able to fight for lower class sizes at the state level.”

Sunday, October 23, 2022

Illinois Dept. of Labor meeting challenges of changes, report shows

The Illinois Department of Labor has increased its impact on workers in the state and its enforcement actions while preparing for growth in the economy, jobs and employment standards, according to its first Labor Day report.

“This report highlights some of the work we do here at IDOL as the state’s primary enforcer of more than two dozen state employment laws,” said IDOL’s Acting Director Jane Flanagan. “Among other things, these laws provide for payment of minimum wage, overtime pay, right to full payment of promised wages, restrictions on child labor, equal pay protections, and payment of local Prevailing Wage rates on public works projects.”

The state Department of Labor is responsible for the administration and enforcement of labor and workplace safety laws that protect workers and businesses across the state. With about 90 employees, IDOL operates under the jurisdiction of the Governor’s office.

IDOL must enforce long-time statutes and reforms passed by the legislature and signed by the governor, and four key initiatives have been:

* Adequate rest for workers – the One Day Rest in Seven Act (ODRISA) also now requires most employers to provide their employees with at least one 20-minute meal break for every 7.5-hour shift beginning no later than five hours after the start of the shift.

* Time off to grieve and care for family – the Family Bereavement Leave Act, updated from the Child Bereavement Leave Act, expands employees’ right to take unpaid time off from work to grieve and handle arrangements for a close family member who has died; and the Employee Sick Leave Act requires employers who provide sick time to employees to also allow them to use at least some of that sick time for the medical needs of family members.

* Wage protections for construction workers – responding to reports of wage theft in the construction industry, the Illinois Wage Payment and Collection Act added provisions that some general contractors whose subcontractors break the law by underpaying or failing to pay workers may be liable for that violation. And the Prevailing Wage Act was amended to specify that projects with taxpayer dollars are subject to its requirement.

* Just and equitable transition for energy workers – enacted in the Climate and Equitable Jobs Act (CEJA), this helps workers leaving industries that pollute become trained and fairly move to a new position.

 

Additional updates requiring IDOL’s attention include ensuring companies comply with reporting employee wage and demographic data as part of the modernized Illinois Equal Pay Act, which since 2003 has prohibited employers from discriminating between employees on the basis of sex by paying an employee of one sex a lower wage than an employee of a different sex for the same or substantially similar work; enforcing the Right to Privacy in the Workplace Act prohibiting employers from requesting or requiring an employee or job applicant to provide a password or other account information to gain access to the employee’s or prospective employee’s social networking account or profile; overseeing companies’ disclosure of health insurance coverage mandated by the Consumer Coverage Disclosure Act; administering new requirements for nurses staffing agencies to give nurses more freedoms; and managing protections for housekeepers, nannies and others covered under the Domestic Workers Bill of Rights.

Breaking down routine yet important duties in IDOL divisions, the report summarized the state’s Fair Labor Standards, which set wage and hour requirements, safeguard workplace rights and employee welfare, and regulate employment sectors where employees most need protection.

For example, this year, Illinois’ Minimum Wage law guarantees an hourly minimum wage of $12 and

an hourly tipped minimum wage of $7.20 for workers 18 years and older.The state’s minimum wage is scheduled to increase to $15 an hour by 2025.

(The report notes that those who think  they weren’t paid proper compensation

may file a wage claim with IDOL by visiting https://www2.illinois.gov/idol/Pages/Complaints.aspx.)

 

 

INSPECTIONS, ACTIVITIES UP

Tackling a significant law that ensures taxpayer-funded building projects compensate workers at their geographic area’s prevailing wage instead of a “race-to-the-bottom” process that could pay low wages and have less quality, IDOL occasionally reminds Illinoisans of the law’s value.

“Prevailing wage requirements are a benefit to Illinois businesses because wages paid by all contractors on public-works projects must reflect the local market standards for compensation and skilled trade; thus, out-of-state contractors or contractors from outside a county cannot undercut local contractors by paying lower wages on such projects,” IDOL says.

“Prevailing wage requirements level the playing field for contractors across the state and allow local contractors to remain competitive with contractors from outside the area.”

Prevailing Wage cases handled by IDOL increased from about 230 in 2021 to 275 already this year.

IDOL’s Occupational Safety and Health Division – whose jurisdiction covers about 560,000 state and local employees of some 8,500 public agencies – increased inspections 77%, to 431 between 2020 and 2021, and the number of workers at businesses where hazardous or unsafe conditions were remediated under the consultation program also grew about 53%, to 16,193 people.

The Amusement Ride and Attraction Safety Division (ARAS) more than doubled its inspections from 1,337 in Fiscal Year 2021 to 2,847 in Fiscal Year 2022.

IDOL’s relationship to law-abiding employers isn’t adversarial, exemplified by a collaborative approach to shared interests.

“Illinois OSHA’s On-Site Safety and Health Consultation Program helps Illinois businesses meet state safety and health regulations,” the report noted. “The consultation program is voluntary, free and confidential.”

The division’s consultation employer visits between 2020 and 2021 were up 55%, to 237 statewide.

IDOL’s consultation program evaluates participants’ workplace safety and health programs to determine if

they meet the criteria to be certified as a Safety and Health Achievement Recognition Program (SHARP) site.

 

Contact IDOL

www.Labor.Illinois.Gov

524 S. 2nd St., Suite 400 in Springfield 62701 (217) 782-6206

160 N. LaSalle St., 13th Floor in Chicago 60601 (312) 793-2800

2309 W. Main St. in Marion 62959(618) 993-7090

 

By email: dol.Questions@illinois.gov

 

Telephone hotlines (toll-free numbers)

minimum wage/overtime: )800) 478-3998

child labor law (800) 645-5784

day labor services (877) 314-7052

equal pay (866) 372-4365

amusement ride and attraction safety (217) 299-5512

 

Illinois OSHA:

enforcement (217) 782-9386

consultation (800) 972-4216

A September labor remembrance: Upton Sinclair

The author of “The Jungle,” the 1906 landmark novel about brutal, unsanitary working conditions in Chicago’s meatpacking plants, was Upton S...