How Much Does Goodwill Pay Employees

How Much Does Goodwill Pay Employees – News publications and social media highlight the need to better understand the charities we support so we can feel good about the donations we make and the time we give to volunteers. We’ve created the following quick facts to make it easier for customers, donors and others in the community to understand the term Goodwill uses in the community, and to dispel rumors and myths circulating online.

Watchdog sites (Charity Navigator, Charity Watch, GuideStar, Snopes). These are third-party organizations that independently rate and review nonprofits and provide information on executive compensation, performance, transparency, financial reporting and more.

How Much Does Goodwill Pay Employees

Despite claims in bogus emails and social media posts that appear frequently, the highly paid Mark Curran is not the CEO of Goodwill Industries of Northwest North Carolina nor the CEO of any other Goodwill agency. The board of directors sets the salary and compensation of the CEO and has a clear process for doing so, which includes annual reviews of performance, social impact and evaluations of the nonprofit compensation market.

Disabled Workers Paid Just Pennies An Hour

An important measure of a nonprofit’s effectiveness is the percentage of revenue directed to programs and services. The Better Business Bureau says a “good” charity directs at least 65 percent of its income to mission services. With 87 percent of our proceeds supporting mission and sustainability, Goodwill Industries of Northwestern North Carolina goes far beyond that minimum. Access Goodwill Industries of Northwest North Carolina financial reports, annual reports and other resources on our About Us page.

Goodwill Industries of Northwest North Carolina is a 501(c)3 nonprofit organization serving the local community since 1926.

Our employees have a starting wage of $13.50/hour and receive many benefits including retirement, health, dental and vision insurance, paid vacation, retail bonuses, educational benefits and more. It’s a great place to work and we’re always looking for dedicated people to join our team.

Over the past year, Goodwill Industries of Northwestern North Carolina has helped more than 26,000 people find new jobs, improve their employability, acquire marketable job skills and earn specific, nationally recognized credentials.

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Like for-profit businesses, nonprofits must pay competitive salaries to attract and retain strong talent who can best lead the organization. Running Goodwill is a complex business – our goal is to raise as much revenue as possible through innovative, sustainable and reliable business partnerships so that we can start more job training programs, job placement services and other support services that employ more people. to work in our communities. There has been a lot of misinformation about Goodwill executive salaries. Before you spread false rumors that could negatively impact the people who need us—and other nonprofits—so many, get the facts from independent sites like snopes.com.

Goodwill does not charge for its recruitment and training services – all services are free – because they are funded by our retail stores. Skills training classes often charge a fee, but that fee is paid to our community partners – not Goodwill. If an individual cannot afford to pay for a training course, Goodwill will cover it through our Scholarship Fund.

Donated products are sold in our retail stores, with proceeds going to fund Goodwill’s skills training, career counseling and youth services that help adults find work and youth on a positive path to self-discovery and success. Without the income from our stores, we would not be able to help the unemployed and underemployed in our community find hope, opportunity, and opportunity for a better life through the workforce.

Every day we strive to create a positive experience for our customers by providing quality products at a good price, while generating as much revenue as possible from our donations so that we can support our mission and continue to provide free services to thousands of people in the country. local community. One of the country’s best-known charities pays disabled workers just 22 cents an hour, thanks to a 75-year-old legal loophole that critics say needs to be closed.

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Goodwill Industries, a multibillion-dollar company whose executives earn six-figure salaries, is among the nonprofits allowed to pay thousands of disabled workers well below the minimum wage because of a federal law known as Section 14(c). . Some Goodwill workers in Pennsylvania earned wages as low as 22, 38 and 41 cents an hour in 2009, Labor Department records show.

“If they’re going to pay the CEO of Goodwill three-quarters of a million dollars, they can certainly pay me more than what they’re paying,” said Harold Leigland, who is legally blind and hangs clothes at Goodwill in Great Falls, Montana. for less than minimum wage.

“It’s a civil rights issue,” added his wife, Sheila, blind since birth, who quit her job at a Goodwill store when her wages were low. “I feel like a second-class citizen. And I hate it.”

Section 14(c) of the Fair Labor Standards Act, passed in 1938, allows employers to obtain special certification of minimum wages from the Department of Labor. The certificates give employers the right to pay disabled workers based on their ability, with no minimum wage limit.

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Many, but not all, of the special wage certificates are held by nonprofit organizations such as Goodwill, which then set up so-called “sheltered workshops” for disabled workers, where workers typically do manual labor such as hanging clothes.

Nonprofit certificate holders can also hire outside, for-profit workplaces, including restaurants, retail stores, hospitals and even tax offices. Among jobs retained by outsourcing companies, more than 216,000 workers are eligible for less than the minimum wage because of Section 14(c), although many end up earning the full federal minimum wage of $7.25.

When a nonprofit outsources Section 14(c) workers to an outside firm, it sets wages and pays salaries. For example, the Helen Keller National Center, a New York school for the blind and deaf, has a special salary certificate and places students in the Westbury, New York, Applebee’s franchise. Labor wages in 2010 ranged from $3.97 to $5.96 an hour. The company told NBC News that it also hired minimum wage workers from Helen Keller. An Applebee’s spokeswoman declined to comment on Section 14(c).

In 2010, Helen Keller also placed several students at a Barnes & Noble bookstore in Manhasset, New York, where they earned between $3.80 and $4.85 an hour. A spokesperson for Barnes & Noble defended the Section 14(c) program as providing employment to “people who otherwise wouldn’t have [job opportunities].”

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Most Section 14(c) workers are employed directly by nonprofit organizations. In 2001, the most recent year for which statistics are available, the GAO estimated that more than 90 percent of Section 14(c) workers were employed by nonprofit work centers.

Critics of Section 14(c) have directed much of their ire at nonprofits, where wages can be as low as pennies an hour, although some groups receive funding from the government. At one Florida workplace run by a nonprofit organization, some workers earned one penny an hour in 2011.

“People benefit from exploiting disabled workers,” said Ari Ne’eman, president of the Autistic Advocacy Network. “This is clear and unequivocal exploitation.”

Proponents of Section 14(c) argue that without it, workers with disabilities would have few options. A Department of Labor spokesperson said in a statement to NBC News that Section 14(c) “gives disabled workers the opportunity to find meaningful work and receive income.”

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Terry Farmer, executive director of ACCSES, a trade group that calls itself “the voice of disability service providers,” said repealing the provision could “force [disabled workers] to stay at home,” begin rehabilitation, “or otherwise engage in inefficiency and . unsatisfactory activities. activities.”

Harold Leigland, however, said he thinks Goodwill may pay him less because the company knows it has few other positions. “We are trapped,” he said. “Everyone who works at Goodwill is trapped.”

Leigland, a 66-year-old former massage therapist with a college degree, now makes $5.46 an hour in Great Falls.

His salary went up and down based on “time lessons,” a method used by nonprofits to calculate salaries for Section 14(c) workers. Employees use a clock to determine how long it takes a disabled employee to complete a task. This time is compared to the time it would take a person without a disability to complete the same task. The nonprofit then uses a formula to calculate the salary, which may be equal to or less than the minimum wage. Tests are repeated every six months.

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Leigland’s wage was higher than $5.46, but also dropped to $4.37 an hour based on the interim survey results.

He said he believes Goodwill makes it difficult to study when they want his salary to be low.

“Sometimes the test is easier than others. It depends on how close you are

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