Measure on the ballot in the 2016 Multistate 2016 General Election in Mississippi.
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Get StartedA "yes" vote raises the minimum wage from $8.05 an hour to $10 an hour in 2017, incrementally increases it to $12 an hour by 2020, and entitles employees to one hour of paid sick leave for every 30 hours worked
A "no" vote retains the current minimum wage and the employer's ability to determine their own paid sick leave policy
More families could meet their basic needs and lead healthier lives, in support of Proposition 206 (Learn more)
Higher-paid individuals would stimulate the economy to create more jobs, in support of Proposition 206 (Learn more)
Poverty would decrease in Arizona, in support of Proposition 206 (Learn more)
Earned sick days are a public health issue, and they benefit both the employer and the employee, in support of Proposition 206 (Learn more)
Women make up 70% of those who directly benefit from this measure—passing this measure would help to establish economic equality and stability for women across the state, in support of Proposition 206 (Learn more)
Decreases employment and increases prices for consumers, in opposition to Proposition 206 (Learn more)
Places Arizona at a competitive disadvantage against other states in attracting businesses, in opposition to Proposition 206 (Learn more)
Encourages restaurants to implement more automation, putting people out of work, in opposition to Proposition 206 (Learn more)
New costs will particularly difficult for small businesses to absorb, in opposition to Proposition 206 (Learn more)
The Fair Wages and Healthy Families Initiative increases minimum wage to $10 in 2017 then gradually to $12 by 2020; provides 40 hours annual “earned paid sick time” for employees of large employers (24 hours for those of small employers); time accrues at one hour earned for every 30 hours worked; time may be used to address circumstances caused by illness of employee or employee’s family, public health emergencies, or domestic violence; prohibits retaliating against employees using the benefit; allows for more generous paid time-off policies; and exempts employees who expressly waive the benefit under collective bargaining agreements
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