Category
Hospital staffing, home care, healthcare access, and occupational health.
30 articles
Unlike 30 states that set independent minimum wage floors above the federal rate, Texas adopted the federal number by reference and then built a legal architecture that prevents any city or county from going higher. The result: the minimum wage in Texas has been $7.
The US minimum wage in Texas is $7.25 per hour, identical to the federal floor set under the Fair Labor Standards Act, and unchanged since July 24, 2009.
California's minimum wage is a formula-driven system that recalculates every January 1 based on changes in the Consumer Price Index, capped at 3.5% annually. The statewide floor rose from $16.00 per hour in 2024 to $16.
California operates at least 40 distinct minimum wage floors simultaneously. The statewide base of $16.00 per hour that took effect January 1, 2024, functions as a starting point from which dozens of cities, counties, and industry-specific mandates build upward, creating gaps as wide as $4.
NYC's minimum wage operates through a system of geographic zones, industry-specific tip credits, and exempt salary thresholds that together produce at least five different legal pay floors. The base rate is $17.
Article X, Section 24 of Florida's constitution contains a wage-floor mechanism that advances automatically each September 30 without any legislative vote, gubernatorial signature, or agency rulemaking. The 2024 step brought the minimum wage in the state of Florida from $12.00 to $13.
Authorization cards measure interest, not resilience.
Healthcare workers declared victory on Measure ER as Los Angeles County continued counting ballots from the primary election, according to CBS Los Angeles. The ballot initiative, which healthcare labor organizations backed, appeared headed for passage as of June 11, though final certification remain
The Ontario Hospital Association has not freely negotiated a contract with hospital nurses in more than fifteen years, relying on binding arbitration to set terms for roughly 62,000 workers.
Anti-union law firms, third-party persuader consultants, and employer-run internal campaigns form the three pillars of a $1.7 billion annual industry dedicated to stopping workers from organizing.
Hospital and clinic networks run some of the most sophisticated internal surveillance systems of any employer in the country, and that infrastructure, originally justified by HIPAA compliance and patient safety, gives healthcare management an unusual capacity to monitor the very same digital channel
Rank-and-file organizing in healthcare facilities lives or dies on one structural question: whether the organizing committee reaches every shift, every department, and every building where workers show up.
