Agreed, the only stipulation employers must follow on wages in the legal minimum wage. And that is only if the employee is a w2 employee and not a 1099. The union can make demands, but nowhere does it say the school must agree to them. Now, in solidarity, other unionized employees might choose to walk out...figuring those are probably janitorial, grounds, food services staffs. But what keeps the School from asking the unionized employees (err Athletes) to share in the cost of maintaining the program? And if a player doesn't show up on time for practice, can the coach fire him and drop his scholarship mid season? So, in the scenario of a football player being late for practice and being fired in early October, do they have to pay half of the semester's tuition to remain in classes? I drive a company owned car, if I get fired, that "company owned asset" is immediately taken from me, so isn't permission to attend a lecture also a "company owned asset"? There are way too many questions to be answered to just jump into this...but hey, based on the number of wins the team has had overt the last few years, the READY FIRE AIM approach seems to fall right in line with their shooting style.
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