Testimony submitted to this hearing by the Natural Resources Defense Council (NRDC) proposes a series of changes to federal environmental law that taken together can only serve to cripple American oil and natural gas production without attendant environmental benefits....The Committee – and more broadly the Congress – should summarily reject NRDC’s proposals. They follow the tired path of alleging to the Congress the need to change laws and regulations that do not follow NRDC’s world view and where NRDC and its allied professional anti-development organizations have failed to change the regulatory program through the normal processes or by appealing to the court system. This collection of proposals will have one clear effect – less exploration and production of American oil and natural gas and more foreign dependency. This is hardly an energy policy that makes sense of America.
[The business community will wage] all-out war [against paid family leave because] someone's got to pay for it [and] paid leave will give employees an incentive to use it.
To prejudice a narrow sector of the U.S. economy with the aim of funding a broad-based entitlement program is grossly unfair and burdensome to American businesses and consumers.
As a small-business owner, you are most likely too busy to be able to take the time to carefully review the Ledbetter Fair Pay Act of 2007, a complicated, vague bill that will have harmful effects on small business. As you'll soon learn, the Ledbetter Fair Pay Act of 2007 is anything but fair to small business. Tell your senator to vote ‘NO’ on this erroneous piece of legislation.
By paying workers who take extended time off from the job for almost any sort of family concern, this mandate would impose significant costs in the form of payments for replacement workers, including overtime. It would disrupt work schedules and leave difficult gaps in staffing for small and large companies…It's already hard enough to do business and provide jobs in New York state. Our leaders in Albany should not make it still harder.
When disagreements and disputes in the workplace fester and potential damage amounts increase, compromise and cooperation become far more difficult. Ms. Ledbetter claimed, however, that she was entitled by a special ‘paycheck rule’ applicable only to claims of alleged pay discrimination, to sleep on her rights for decades before raising her concerns with the EEOC.
By contrast, the dissent’s argument that a discrimination plaintiff can sue based on each paycheck she receives, if her current paycheck was somehow affected by discrimination in the distant past, would allow plaintiffs to sue based on discrimination that occurred decades before, even if the employer is innocent, the alleged discriminators have all died, and the employer no longer has access to any evidence that could vindicate it…That is fundamentally unfair, and at odds with the whole purpose of having a statute of limitations.
We want to take the message to the public and the San Francisco residents to let them know how close to the tipping point the restaurant industry is.
I can tell you that as of right now, we are not looking to expand in San Francisco. It’s a labor-intensive industry, and the last thing we need is to get dinged for it.
I’m going to have to raise prices for all my drinks and appetizers a dollar and entrees two dollars. I don’t know how else to do it. We are known as the best restaurant city in the world, but we are going to start lagging because there will be a lack of service, a lack of staff in the dining hall. Something has to give.