A few months ago, President Donald Trump devoted his weekly address to the beleaguered American employee. “For too long, American workers were forgotten by their government—and I mean totally forgotten,” he said. “My administration has offered a new vision. The well-being of the American citizen and worker will be placed second to none.”
No doubt he’ll come up with more pro-worker blather for Labor Day. Don’t listen. The only way Trump is helping the average employee is if you consider The Simpsons’ Mr. Burns a working stiff.
The rollback of labor rights and protections since Trump took office is staggering. It puts worker safety at risk and guarantees that many workers will earn less, but that’s not all. Measures to help victims of discrimination receive redress are on the scrap heap. Unions are running scared. “It’s a death by a thousand cuts,” explains Heidi Shierholz, a senior economist at the Economic Policy Institute.
Last week, as most of us in the United States were riveted by Hurricane Harvey’s descent on Texas, the Occupational Safety and Health Administration removed from its Internet home page a list of workers who died as a result of workplace injuries, burying it deep within the website. At the same time, it changed how the list is compiled; it will now only include instances where the company was cited for safety violations leading to a worker’s death. Details such as the name of the deceased worker are also no longer considered worthy of inclusion. The Atlanta Journal-Constitution worked out that of the at least 32 Georgia workers it determined died as a result of work-related injuries since October 1 of last year, only two even get a mention on the new list.
Then on Tuesday, the day Trump visited hurricane-stricken Texas, the White House announced it had put a stop to a 2016 Obama-administration ruling requiring companies with 100 or more employees to report pay by gender, race, and ethnic background to the Equal Employment Opportunity Commission. Advocates had hoped it would help combat the United States’ stubborn pay gap. But Ivanka Trump, a self-described advocate for women’s rights, was not disappointed. “The proposed policy would not yield the intended results,” she sniffed in a statement accompanying the White House decision. “We look forward to continuing to work with EEOC, OMB, Congress and all relevant stakeholders on robust policies aimed at eliminating the gender wage gap.”
Those “robust policies” won’t include the Obama era Fair Pay and Safe Workplaces order. That’s gone too. That 2014 executive order required prospective federal contractors to disclose workplace safety and discrimination violations. It also mandated pay transparency and forbade mandatory workplace arbitration in cases of discrimination and harassment at the covered businesses. Supporters proclaimed it a major advance in civil-rights regulation. Management-side law firms and business interests were less than impressed. Legal powerhouse Littler Mendelson, which says on its website that it’s the largest “global” employment and labor-law practice, claimed it “dramatically increases risks for government contractors.” Well, that wouldn’t do. “The rule simply made it too easy for trial lawyers to go after American companies and American workers who contract with the federal government,” then–Press Secretary Sean Spicer explained when asked. Maybe Ivanka Trump wasn’t available to offer cover that day.