The goal is to create a cost-of-living based Wage System that reflects regional realities, with tiered exemptions for Microbusinesses
”As businesses scale, so should the pay of their employees”

- Regional Production Wages are set according to determined locations associated with similar cost-of-living annual adjustments
- Permanent accessible wage schedule (Starting at $8/Hour) for microbusinesses that promote mom-&-pop shops and startups
- This number rises 5% for every employee up to 20 Employees up to $2 below the Regional Production Wage.
- Create a Wage Dashboard for direct income/tax management, social safety net service settings, and wage confirmation/disputes

Example: Regional Production Wage $17/Hour
- $8/Hour + 35cents per employee up to 20 employees = $15/Hour

Increasingly eliminate Wage Theft by strengthening enforcement and reporting
”Workers should be ensured that they are fully paid for their labor”

- Localize Wage Theft Enforcement Grants to fund inspections into labor violations and help recover wages
- Increase protections and recovery enforcement to ensure workers’ jobs are safe when reporting and recovered money assists with lost wages due to event.
- Wage Recovery Application for Wage Theft Reporting.
- Create a Wage Dashboard for direct income/tax management, social safety net service settings, and wage confirmation/disputes

Almost 3 Million workers a year experience some form of wage theft.

Establish an effective 5 Sick Days Guarantee for every worker.
”Taking care of your own health is working to protect the health of your fellow workers”

- National Paid Sick Leave Requirement, granting 5 Paid Sick Days (or 40 Hours) annually to all workers
- Microbusiness Payroll Tax Credit grants up to 50% Credit to offset costs of Paid-Sick Leave
- Anti-Retaliation Protections to safeguard against employer discipline or terminations due to Sick Leave within the effective 5 Days allotted

Could require a certain number of days at job before paid sick leave activates, like 2 Months.

Prevent Worker Misclassification and ensure proper worker benefits
”Workers that want to be Independent Contractors and those that want to be employees should be able to benefit from the correct systems”

- Enforce three point test for Independent contract workers :
- Worker is free from control or direction
- Work is outside the company’s standard course of business
- Work is operated through their own independent trade or business

- Employees should always have access to core benefits :
- Wage Protections
- Overtime Pay
- Unemployment Insurance
- Employer Contributions to Social Security and Medicare

Ensures that businesses are fully reimbursed for warranty repairs, considering employee compensation and additional costs
”No-Cost replacement, Fully Transparency in Warranties, Adequate Compensation for all”

- Replacement of defective products under warranty should be provided at no cost to businesses
- Warranty requirements are fully disclosed at the outset and ensure customer clarity
- Reimbursement considers correct employee payments, redundancy efforts, and additional component costs

Establish rules for repair rights, if you bought it, you should be allowed to fix it.
”Repair is a right, not a monopoly”

- Expand repair data access, requiring manufacturers to provide consumers and third-party services with diagnostic tools, repair manuals, and public software updates
- Combat proprietary lockets, preventing specialty tool and digital signature lockouts
- Enable repair and upgrades, banning practices that limit independent repair, upgrades, or warranty actions by third-party services