Tuesday, August 29, 2006

Ranks of uninsured Americans grow

The percentage of people with job-based health insurance dropped again last year, helping push up the level of uninsured Americans to 15.9% of the population, the highest since 1998.
Estimates released Tuesday by the Census Bureau show that 46.6 million people lacked health insurance in 2005, up from 45.3 million in 2004. Unlike in other recent years, there was no increase in the rate of enrollment in government-based programs, such as Medicaid, which had helped to offset declines in private insurance.
Job-based health insurance, which is the way most Americans get their coverage, began falling in 2001, even as health insurance premiums rose at double-digit annual rates. Last year, premium growth averaged 9.2%, lower than in previous years, but still three times inflation.
Census report : Poverty rate little changed at 12.6%
"It's especially worrisome because if we get into another economic downturn, there will be even fewer people with access to employer coverage or fewer who can afford it," says Peter Cunningham, senior fellow with the Center for Studying Health System Change, a non-partisan Washington research group.
Reasons for the decline in job-based coverage are many, including people losing jobs, employers not offering insurance and workers choosing not to enroll.
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The Census estimates, which are based on surveys that seek to determine how many people were without insurance for the entire year, show:
• The percentage of people who received health insurance through their jobs decreased from 59.8% in 2004 to 59.5%. That's the lowest rate since 1993 and below the recent peak of 63.6% coverage in 2000.
• Hispanics had the highest rate of being uninsured, at 32.7%, a rate unchanged from 2004.
• The percentage of children without coverage grew, from 10.8% to 11.2%.
"This really represents the first increase in the percentage of children who are uninsured since 1998," when the State Children's Health Insurance Program went into effect, Cunningham says.
• The number of people who bought their own insurance outside of their jobs fell, from 9.3% of the population to 9.1%, the lowest since the Census began tracking that in 1994, when it was at 12%.
Because employers offer insurance as a way to attract and retain employees, Paul Fronstin of the Employee Benefit Research Institute says unemployment may not be low enough to fuel a rise in job-based health insurance. Unemployment fell from 5.5% in 2004 to 5.1% in 2005 and was 4.8% in July.
"In order to see a turnaround in those uninsured numbers, we'll need to see an unemployment rate in the neighborhood of 4% to 4.5%," Fronstin says.

Usa Today

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Saturday, August 26, 2006

US sues Norwegian Cruise Lines for discrimination

NEW YORK/LONDON (Reuters) - Miami-based Norwegian Cruise Line Inc. is being sued by the U.S. Equal Employment Opportunity Commission (EEOC) for racial discrimination in a workplace, an EEOC official said on Friday.
EEOC filed a lawsuit on Tuesday against the cruise line (NCL) in a Honolulu federal court representing seven or more Muslim employees of Middle Eastern descent who had worked aboard the Pride of Aloha in July 2004.
Anna Park, an attorney at EEOC in Los Angeles, said the workers were fired because they were deemed a security risk.
She said the EEOC had investigated the matter in the past two years, and the suit was filed because it could not reach a resolution with NCL.
EEOC is the plaintiff in the case representing the seven people, but more ex-employees may come forward, Park said.
"We are in the discovery phase of the law suit right now. NCL has not been served the papers yet," she said.
NCL is a wholly owned subsidiary of Star Cruises Ltd. <0678.hk> SCL, publicly listed in Hong Kong, is a core member of the Genting Group and 36.1 percent owned by Resorts World, which is, in turn, 57.7 percent owned by Genting Berhad.
Susan Robison, a spokeswoman for NCL, said in an e-mailed statement on Friday that the cruise company was proud of its employment practices and record, and that it did not discriminate in hiring.
"Our employees come from a very broad range of ethnic and religious backgrounds, which provides a wonderful diversity among our staff," Robison said.
She said the firings were probationary period dismissals, and NCL was confident that when the facts and circumstances surrounding them came out at trial, its actions would be judged to have been completely proper.
NCL operates 12 cruise ships, which represents about 9 percent of the overall cruise capacity in North America in terms of berths.
By the end of 2007, the company's fleet size will increase to 15.
Reuters

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Thursday, August 24, 2006

Health care is employment leader

It’s always interesting to see Workforce West Virginia’s annual list of the state’s top 100 employers. The latest list, which doesn’t count public sector or government employers, came out on Tuesday.
The list is compiled from the number of employees recorded on the companies’ Quarterly Contribution Report for March 2006, which is filed by companies covered under the unemployment compensation insurance system.
Wal-Mart remains the largest employer in the state. It took over the top spot several years ago, marking the move from West Virginia’s mining and manufacturing based economy to a service-based economy. This is true in every state in the union and America as a whole. Wal-Mart is the largest employer nationwide.
What I really find fascinating is how prominently health care related employers figure in the list every year. This year, West Virginia University Hospitals/United Hospitals took over the No. 2 spot from Charleston Area Medical Center Inc., which came in third. They flip flopped from their rankings last year. I would guess that the reason why WVUH jumped one spot is because of the addition of City Hospital and Jefferson Memorial Hospital to its family.
Of the top 10 employers, three are medical facilities. In addition to WVUH and CAMC, St. Mary’s Hospital comes in 10th. Of the top 25, 10 are health care related.
Depending on how you classify them, about half of the top 100 employers are health care related businesses. such as Mylan Pharmaceuticals Inc. at No. 19, Rite Aid of West Virginia Inc. at No. 16 and Highmark West Virginia Inc (Mountain State Blue Cross and Blue Shield) at No. 61. I’m also counting care for the elderly and mental health facilities.
Two tri-county employers make the top 100: PNGI Charles Town Gaming Ltd. at No. 32 and Quad/Graphics Inc. at No. 51.
Speaking of the tri-county, in each county, Berkeley, Jefferson and Morgan, the board of education is the leading employer.

The top 10 in Berkeley County are:
1. Board of Education
2. Veterans Administration Center
3. City Hospital
4. Quad/Graphics
5. U.S. Department of Treasury
6. Wal-Mart
7. Aerotek Inc.
8. Quebecor World Fairfield Inc.
9. General Motors Corporation
10. Orgill Inc.

The top 10 in Jefferson County are:
1. Board of Education
2. PNGI
3. Shepherd University
4. AB&C Group Inc.
5. Wal-Mart
6. Jefferson Memorial Hospital
7. Royal Vendors Inc.
8. National Park Service
9. Clarion Hotel and Conference Center
10. Jefferson County Commission
The top 10 in Morgan County are:
1. Board of Education
2. U.S. Silica Co.
3. War Memorial Hospital
4. W.Va. Division of Natural Resources
5. Dayspring Inc.
6. Caperton Furnitureworks LLC
7. Morgan County Commission
8. Citizens National Bank of Berkeley
Springs
9. Food Lion
10. Country Inn at Berkeley Springs

Now there are some revelations. The county governments in Jefferson and Morgan counties are among the top 10 employers in those counties. I wouldn’t have guessed that.
In all three counties, the local hospital ranks in the top 10.
And how many federal and state government installations figure into the employment of all three counties is interesting to see: the VA medical center, the IRS Computer Center, Shepherd, Harpers Ferry National Historical Park, Cacapon State Park and Berkeley Springs State Park.
And finally, how much does coal play in employment numbers in West Virginia? Consolidation Coal Co. is No. 8, Eastern Associated Coal Corp. (a subsidiary of Peabody Energy) is No. 34, Hobet Mining Inc. (a subsidiary of Arch Coal) is No. 37 and four Massey Energy subsidiaries come in at No.s 58, 71, 85 and 94 respectively: Spartan Mining Co., Alex Energy Inc. (Intrepid Mining Co.), Independence Coal Co. Inc. and Elk Run Coal Co Inc. (Black Castle Mining Co.).
The Journal

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Friday, August 18, 2006

Bennigan's managers accused of sexual harassment

STAMFORD -- Managers at Stamford's Bennigan's restaurant have been accused of sexually harassing at least two female employees, according to a lawsuit filed yesterday by the U.S. Equal Employment Opportunity Commission.The suit, filed at U.S. District Court in Bridgeport, alleged that several managers at the Atlantic Street restaurant subjected two women, and possibly others, to offensive sexually harassing conduct, including unwanted and inappropriate touching, sexually explicit comments, sexual advances, demands for sexual favors and demeaning language.
On one occasion, a manager cornered a woman in a storage room, grabbed her by the wrist and forcibly kissed her, the lawsuit alleged."This case is an all-too-frequent example of a smaller employer that neglects its legal obligation to provide its employees with a work environment free of sexual harassment," Spencer Lewis, a New York district director with the commission, said in a statement.Markus Penzel, a Boston-based senior trial attorney for the commission, said one of the women, Stephanie Horowitz, filed a complaint with the commission earlier this year. The commission investigated the complaint and after believing it had a case, tried to reach a settlement with the restaurant's corporate parent, Benni's LLC, of Plano, Texas, Penzel said.A manager who answered the telephone yesterday at the Stamford Bennigan's referred calls to its attorneys at the Hartford firm, Siegel, O'Connor & Beck PC.Attorneys did not return calls for comment yesterday afternoon.Horowitz said the incidents started in about December 2003. According to the lawsuit, Aris Konstantindis, a district manager and director of operations kissed Horowitz and other female employees on the back of their necks while commenting on their beauty. A kitchen manager, Tino Popsecu followed Horowitz into a storage closet, flicked the lights and said "three hours in here with me, baby."When Horowitz complained to supervisors, including two female managers, her complaints were ignored, the lawsuit says.The restaurant also failed to distribute any sexual harassment policy to Horowitz, and the company failed to train its managers regarding sexual harassment, according to the lawsuit. As a result of the harassment, Horowitz quit in September 2004, the lawsuit said.The commission says the restaurant's personnel records were destroyed during its renovations in July 2004.The lawsuit asked the court to order the restaurant chain to provide sexual harassment training for staff and counseling for alleged victims; to provide back pay with prejudgment interest in amount to be determined at trial; to compensate employees for nonpecuniary losses, including pain, suffering and humiliation; and to pay punitive damages for their malicious and reckless conduct in amounts to be determined at trial.
Stamford Advocate

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Study finds immigrants don't deny U.S.-born workers jobs

Author: Rakesh Kochhar, associate director for research, Pew Hispanic Center

Rapid increases in the foreign-born population at the state level are not associated with negative effects on the employment of native-born workers, according to a study by the Pew Hispanic Center that examines data during the boom years of the 1990s and the downturn and recovery since 2000.
An analysis of the relationship between growth in the foreign-born population and the employment outcomes of native-born workers revealed wide variations across the 50 states and the District of Columbia. No consistent pattern emerges to show that native-born workers suffered or benefited from increased numbers of foreign-born workers.
In 2000, nearly 25 percent of native-born workers lived in states where rapid growth in the foreign-born population between 1990 and 2000 was associated with favorable outcomes for the native born. Meanwhile, only 15 percent of native-born workers resided in states where rapid growth in the foreign-born population was associated with negative outcomes for the native born. The remaining 60 percent of native-born workers lived in states where the growth in the foreign-born population was below average, but those native workers did not consistently experience favorable employment outcomes. The same results emerged from the analysis of data for 2000 to 2004.
When ranked by the growth in the foreign-born population between 1990 and 2000, the top 10 states showed significant variation in employment outcomes for native-born workers in 2000. Native workers in five states had employment outcomes that were better than average and native workers in the other five states had employment outcomes that were worse than average. The pattern also held for the 2000 to 2004 time period.
The size of the foreign-born workforce is also unrelated to the employment prospects for native-born workers. The relative youth and low levels of education among foreign workers also appear to have no bearing on the employment outcomes of native-born workers of similar schooling and age.
The study uses Census Bureau data at the state level to examine the growth of the foreign-born population and the employment outcomes for the native born during two time periods, 1990 to 2000 and 2000 to 2004. The question it addresses is whether above-average growth in the foreign-born population was associated with worse-than-average employment outcomes for the native-born population.
The analysis maps the growth of the foreign-born population in a state over a given time period against three measures for native-born workers - employment rate, labor force participation rate and unemployment rate - at the end of the time period. That establishes the relationship between the pace of immigration and outcomes for the native born. The analysis also explores the relationship between the share of foreign-born workers in the workforce of a given area and the employment rate for native-born workers. That establishes the relationship between the size of the foreign-born presence in a state's workforce and a key outcome for the native born.

Posted by employment123 at 2:14 PM | | Comments

Job discrimination on rise with diversity

By Andrea JamesThe Associated Press


Employment discrimination cases in the Mobile area are on the rise as more foreign-born workers move to the Gulf Coast, according to the U.S. Equal Employment Opportunity Commission, which opened a Mobile office Tuesday.
Of the 2,704 employment discrimination charges filed in Alabama last year, about one-third came out of Mobile, which is a growing percentage, according to agency officials.
"Some of the areas that have historically had traditional demographics -- African Americans, Caucasian -- have now become much more diverse, and whenever there's that level of diversity, there are usually issues relating to access and inclusion," Cari Dominguez, chairwoman of the EEOC, said after Tuesday's ribbon-cutting ceremony at the Riverview Office Plaza. "We felt very strongly that this is a place where we need to set anchor."
Allegations of race-related discrimination make up more than half of the cases in Alabama, compared with just 35 percent of cases nationwide, according to statistics provided by EEOC. In the Mobile area specifically, alleged discrimination based on national origin is on the rise, according to Dominguez.
Workplace discrimination has changed since the EEOC was first formed in 1965 to enforce the Civil Rights Act, Dominguez said.
"In the old days it was very straightforward -- it was blatant, overt discrimination," she said. "In this day and age, it isn't. It's very subtle, it's very nuanced. We still see egregious cases of discrimination, but it's changed dramatically."

Posted by employment123 at 2:10 PM | | Comments

Teenagers should know about their rights on the job

So you're back in high school and eager to earn a little cash to pay for all those teenage expenses, whether a used car or a new iPod.But before you get an after-school job, you need to know about young workers' right in the workplace.
State and federal agencies are trying to educate teenagers, saying teenagers are particularly susceptible to having their rights infringed on, mainly because they are new to the workplace, are eager to impress and reluctant to make waves."It sets your frame of mind for the rest of your work life if you don't know what to do," said Corrado Gigante, director of the U.S. Equal Employment Opportunity Commission in Newark, N.J. The agency protects workers against discrimination. "You shouldn't be subjected to violations of the law."In her three years as a lifeguard at the Avon (N.J.) Swimming Pool, Sara Bramhall has had time to observe what some teenagers go through to make a good impression on the job."Sometimes I think younger workers try to work twice as hard, do twice as much, twice as fast, so their supervisors don't think their age is interfering with their ability," said Bramhall, 18, of Avon.In sounding an alarm, government officials said the stage is set for danger. Teenagers often work temporary and part time, so employers might not take the time to train them. They often have supervisors who aren't much older than themselves. And they often work physical jobs that can lead to injuries.Most significant? "Their desire to succeed or please," said Frank Meilinger, a spokesman for the U.S. Occupational Safety and Health Administration. "They're a little bit more willing to take risks or be more tentative to voice concerns if they're unsure of something or are in a hazardous situation."The laws for workers typically cover three areas -- wage and hour, safety, and discrimination -- and many of them are clear-cut. Other laws are open to interpretation. Teenagers who might get away with teasing or harassing students at their high school could land themselves and their employers in trouble for similar behavior in the workplace, Gigante said.Cayley Barlowe, 18, of Rumson, N.J., has worked as a hostess at Salt Creek Grille in Rumson for three years. She has learned she isn't allowed to work a full shift without getting a break to eat. She knows she can't wear open-toed shoes in case someone drops a glass. And she knows what to do if a customer or co-worker makes an inappropriate comment."The motto there is, 'When in doubt, get a manager,'" Barlowe said. "It's not written on paper, but they always tell us to do that."Managers who don't address the problem quickly can find it cascade out of control. OSHA reports that as many as 250,000 workers younger than 18 sustain work-related injuries and illnesses a year. And from 1992 to 2002, an average of 64 teenage workers a year died from work-related injuries.Moreover, companies that don't follow labor laws face heavy fines. Foodarama Supermarkets Inc., for example, was fined by the U.S. Labor Department more than $300,000 last summer for violations at 11 ShopRite supermarkets in Monmouth and Ocean counties in New Jersey.The department said the supermarket chain allowed dozens of underage workers to operate dangerous equipment or work more hours than the law permits."More and more, we're seeing charges from younger people," Gigante said."These companies need to understand these individuals are covered by the laws, and they need to oversee the work site as they would whether (the workers) are 18 or 38."
The Times

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Catholic Charities USA Worries Welfare Reform is Taking a Major Step Backwards as 1996 Law Marks Tenth Anniversary

ALEXANDRIA, Va., Aug. 18 /U.S. Newswire/ -- Welfare reform is at a crossroads at the 10-year anniversary of the landmark 1996 reform legislation, as proposed new regulations will be a significant step backwards from the gains in recent years by imposing new unfair burden on married welfare recipients and families, Catholic Charities USA said today.
"While welfare reform has helped millions of people leave long-term welfare dependency, the story is not all positive, as there is a growing number of poor families and children," said Rev. Larry Snyder, president of Catholic Charities USA. "While proponents of the 1996 law will tout the reductions in welfare caseloads, it's important to know that Catholic Charities agencies have seen a significant increase in people seeking food, clothing and housing assistance services over the last four years as people have left welfare."
Despite more than a 50 percent drop in the number of families on public assistance since the overhaul of the nation's welfare system a decade ago, poverty is creeping up and many families continue to struggle every day to make ends meet.
"I am afraid that we are creating a permanent under class of people who leave welfare but cannot escape long-term poverty," Father Snyder said. "These families continue to work two or three jobs, but still cannot provide for their families' basic needs."
Father Snyder expressed concern about recent regulations issued by the federal government that will significantly restrict education and training opportunities and will limit the positive programs that states and their community partners such as Catholic Charities have developed to help low-income families transition to the workforce.
"These changes are a major step backwards for welfare reform, and will reverse the progress of the past decade," Father Snyder said. "The danger is that these new rules, unless they are changed, will force states to cut off support to vulnerable families during a critical time in their transition to independence.
"We hope the Administration and Congress will take the steps necessary to address some of the fundamental problems with these proposed rules and continue in the spirit of welfare reform to strengthen families and lift them out of poverty, not impose new barriers that makes it more difficult for them to reach self- sufficiency," Father Snyder said.
During the early years following passage of the welfare reform bill in 1996, states were given flexibility to help families find employment. But even during the strong economic conditions of the late 1990s, only welfare recipients with the fewest employment barriers were able to find employment -- with most employed in low-paying jobs with limited benefits or mobility.
Research over the past decade has demonstrated that the most effective path to self-sufficiency for recipients in the Temporary Assistance for Needy Families (TANF) program is through a combination of work and education. Today, states are experiencing more challenges in helping families find sustainable employment because current welfare recipients are more likely to have substantial barriers to employment.
Catholic Charities USA is also concerned that the new law places an additional burden on married TANF recipients by requiring that they work at a higher rate than single recipients. The increase will limit the ability of states to serve low-income married families and will require many parents to find second jobs to meet the work requirements as well as piece together additional child care and transportation.
"The TANF program was created with a primary goal of encouraging the formation and maintenance of two-parent families," said Father Snyder. "Unfortunately, the new rules set forth seem to contrast one another in terms of promoting marriage.
Father Snyder called on Congress and the Administration to adopt important reforms to this 10-year-old law that would make it more family-friendly and create more opportunities for the poor.
US Newswire

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Arkansas Unemployment Rate Goes Up

The U.S. Department of Labor said Friday that the unemployment rate in Arkansas in July was 5.4 percent, up from a 5.2 percent mark in June.Total employment in Arkansas fell by 10,300 jobs, to just over 1.3 million. The Labor Department said the unemployment rate was impacted by recent graduates and students entering the workforce, and the decrease in the employment-population ratio. The increase in unemployment also is attributed to seasonal reductions in schools and government and recent layoffs in the manufacturing sector. The unemployment rate for minorities in Arkansas was 10.1 percent, while it stood at 4.4 percent for whites. The youth unemployment rate was 19 percent – 27.6 percent for minorities and 16.5 for whites. Nationally, the jobless rate also increased by two-tenths of a percent to 4.8 percent in July.
A.Press

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Manufacturing employment shows gains

Manufacturing jobs in Greater Binghamton were up by 600 in July, but total private sector jobs were flat from a year ago as declines in other sectors wiped out the strong showing in the production sector.
Manufacturing was up by 3.4 percent over the year, with a particularly strong showing in computer and electronics manufacturing.
But employment in business and professional services was down by 200, and the trade, transportion and utilities sector showed a 300 job delcine, according to stastics compiled by the New York state Department of Labor.
The Greater Binghamton jobless rate was 5.1 percent in July, up from 4.5 percent in June and up from 4.8 percent a year ago.
Pressconect

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Monday, July 17, 2006

N.H.'s June jobless rate unchanged from May

CONCORD, N.H. --Unemployment in June was 3.3 percent, unchanged from the previous month, the state reported Monday.
The national unemployment rate in June was 4.6 percent, also unchanged from the month before, New Hampshire Employment Security said.
An estimated 714,380 people held jobs in the state in June, up 3,670 from the previous month and 8,850 from June 2005, when the jobless rate was 3.6 percent.
The estimated number of jobless people looking for work in the state was 24,460 last month. That was an increase of 160 from May, but a drop of 2,010 from the previous June, the department said.
Boston.com

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High-tech employment shows signs of recovery

By Bob Keefe
Palm Beach Post-Cox News Service
Monday, July 17, 2006
Finally, it's a good time to be a tech worker again.
In technology hubs across the country, companies are hiring, salaries are rising and the black clouds that have hovered over tech sector job-seekers since the dot-com bust are starting to clear.
"We're seeing just explosive growth in everything," in the technology sector, said Chad Macy, a high-tech recruiter in Austin, Texas, with staffing company Spherion Corp. "It's an amazing time to be a tech worker."
A report released Thursday shows that the number of job cuts in the technology sector plunged in the second quarter of this year to the lowest level in nearly six years.
Nationally, tech companies cut 29,226 jobs in the second quarter, according to the latest report from outplacement firm Challenger, Gray & Christmas Inc.
That's still a lot. But it was about 26 percent fewer job cuts than the previous quarter and the lowest number since the third quarter of 2000 — just before the dot-com bust that devastated the tech industry.
"The tech sector is so volatile that it's hard to say if this is a trend... but certainly job cuts are down," said Challenger spokesman Jim Pedderson.
Indeed, trying to figure out where tech employment is heading can sometimes seem as tough as figuring out technology itself.
Just as Challenger was releasing its report Thursday, semiconductor giant Intel Corp. disclosed it was planning to cut 1,000 management jobs nationwide. Some analysts predict the world's biggest chipmaker may lay off thousands more in coming months.
Another tech industry giant, Sun Microsystems, Inc., is in the middle of laying off 5,000 workers.
Yet unlike in the past, the good news is that while some tech companies are cutting jobs, others are adding them.
• In the capital of the technology world, Silicon Valley, 43 percent of CEOs in a recent survey by the business group Bay Area Council said they plan to hire new workers in the next six months — a higher percentage than any time since the dot-com bust.
• In Atlanta, technology firms added 1,300 new jobs in the past six months alone, according to figures from Georgia State University's Economic Forecasting Center. By comparison, Atlanta tech companies were cutting 1,000-2,000 jobs annually just a few years ago.
"The bleeding has stopped," said Rajeev Dhawan, a Georgia State economist and director of the forecasting center. "This is what you call a turnaround."
• In Austin, where tech hiring has generally been on an upswing the past year, Samsung Electronics Co. is building a new semiconductor factory and hiring about 900 workers. Other companies also are adding jobs.
"Three years ago, I didn't have any companies calling me" seeking workers, said Hector Aguilar, chairman of the electronics and advanced technology program at Austin Community College, which is working with Samsung to find workers.
"Today I have one or two companies calling me every week and asking, 'Do you have graduates?' " Aguilar said. "I say, 'How many do you need?' And they say, 'All of them.' "
Even with all the hiring, the tech industry still has a long way to go before it makes up the job losses of a few years ago.
In the Silicon Valley-San Francisco Bay area, for instance, the number of total jobs is still down about 335,000 from before the dot-com bust.
And in Atlanta, the number of people employed in tech jobs today is about 90,000 — about 22,000 fewer than its peak five years ago, according to Georgia State figures.
Nonetheless, high-tech headhunters say that job seekers who couldn't get a single offer a few years ago now often have several to consider.
"It's definitely an employees' market," said Mike Mayeux, chief executive of recruiting firm Novotus in Austin. "The supply of good talent is virtually dried up."
As a result, Mayeux and others said, employers are being forced to offer higher salaries, more benefits and other incentives — all things they haven't had to worry about for years.
They also have to worry more about keeping good workers.
In a May survey of high-tech workers by Fort Lauderdale-based Spherion, nearly half of all respondents said they were considering looking for a new job in the next year, apparently because the market is so good.
"What we're seeing now is a true shift in the market," Mayeux said. "The market has gone through the available talent that was out there. Now, (employers) are having to up ante with higher salaries" and other benefits to keep current workers from quitting for better jobs.

Posted by employment123 at 4:41 PM | | Comments

Let bosses know you want to change responsibilities

Looking for a new job but not a new company? Don't keep your desire for another position under wraps, according to one successful mover.
In his 21 years at Chubb Co., Doug Adams, an analyst, has moved up and around in the organization, holding seven different positions. The keys to mobility are networking within the company and approaching your current managers with candor. Adams offers the following tips:
Stay in the know: Besides monitoring internal job postings, make connections outside your department to learn about other facets of the company and possible openings. Adams suggests joining company groups to expand your network.
"You're able to meet a variety of people at all levels in the organization," Adams said.
Don't slink away: If you're interested in another position at the company, don't hide it from your current boss.
Adams recommends setting up an informal meeting to explain to your boss why you want to leave. Emphasize that you like your position but want to make the next step in your career.
Improve your performance: If you don't get the new job, continue to work hard at your old one. Your performance could catch the attention of someone else at the company.
TRAINING: Workers lack knowledge of what their company needs
Ever felt lost at a new job, even after several months? Your bosses have noticed, and they point to generic training programs as part of the problem, one survey found.
Only 20% of respondents believed that more than three-fourths of their employees understood the company's strategy and what's needed to achieve success in the industry, while 40% said fewer than half had such an understanding.
Some of the problem stems from inadequate training. Only 36% of respondents said that their companies tailor human resource and training programs to support specific work functions, while 63% depend mostly on the same training and support for everyone.
"Not many organizations do a good job of creating HR programs that address the business' needs and goals," said Ed Jensen, partner with Accenture's human performance practice. "There's not a lot of science behind these programs and they often miss the mark."
Jensen says the need for better training will grow even more as baby boomers leave the workforce en masse. "Companies are going to struggle to replace, not the body, but the knowledge and expertise of these workers."
INTERNET: More books hold info on running online businesses
The success of online stalwarts such as eBay, Amazon and Yahoo! has led to a growth in books about running a small business online.
A number of informative titles focus on developing and starting an online business, sometimes with assistance from existing sites. Here are a few recent titles devoted to creating an online business:
"Launching Your Yahoo! Business" by Frank Fiore and Linh Tang (Que Publishing, $21.99). How to plan, set up and launch an online business.
"How to Make Money Online with eBay, Yahoo! and Google" by Peter Kent and Jill K. Finlayson (McGraw-Hill, $29.95). How to use Web powerhouses to develop an online business.
"The Unofficial Guide to Starting a Business Online" by Jason R. Rich (Wiley Publishing, $18.99). Targeting a niche market, online trends, promotion and site design.
"Start Your Own e-Business" by Robert McGarvey and Melissa Campanelli (Entrepreneur Press, $14.95). Guide to developing an online business, and pitfalls to avoid.
Detroit Free Press

Posted by employment123 at 4:37 PM | | Comments

Tuesday, July 11, 2006

Teachers, district still negotiating pay, benefits

COLTON - Despite a marathon negotiating session that failed to produce a new labor agreement, teachers' representatives and school-district officials expressed optimism Monday they could bridge their differences.
The parties met for more than eight hours Friday with a state mediator called in to resolve the dispute after the union declared an impasse in negotiations in May.
"We're still very hopeful," said Arlene Roper, a third-grade teacher at Alice Birney Elementary School and a union representative. "We expected it might take more than one day. Very often it takes two or three days to get a deal in mediation."
District officials said they are pleased that talks are moving forward.
"We feel like there was good communication that took place, and we're looking forward to the next session," district spokeswoman Katie Orloff said.
The two sides are scheduled to meet again with the mediator in early August.
Although the parties expressed hope of reaching a compromise on a labor accord, union representatives are preparing a formal response to district accusations that they have been spreading inaccurate information about the district's proposal.
The union is expected to file a written response Friday with the state Public Employment Relations Board.
The district last month filed a complaint with the board accusing the union of engaging in 18 violations of state labor-negotiation law.
In the complaint, the district asked the board to order the union to stop the alleged violations of the Educational Employment Relations Act.
"Essentially, the district has no grounds for filing any of those charges," said Ken Johnson, president of the Association of Colton Educators. "All the activities we participated in, we have every legal right to do so."
The district says the union is unfairly representing the district's positions at the bargaining table and communicating misleading information
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to its members and the media.
Johnson called the district's accusations "ridiculous."
"They want us to stop saying mean things about them," Johnson said. "If they are granted what they are requesting, it would mean we can't organize and communicate with our members, which is our basic right."
It is unclear when the five-member board, which oversees public-sector collective bargaining in California, would rule on the matter.
The two sides are at odds over the size of the pay and benefit package the district's 1,250 teachers should receive.
The district has offered a 7 percent raise over the next two years, but teachers' representatives say it comes with too many strings attached.
The union also says the district is offering fewer health benefits to newer teachers than existing employees.
Another sticking point is a district proposal to increase class sizes in lower elementary grades.
Union representatives are firm in their demand that the district leave in place its 20-to-1 student-teacher ratio in kindergarten through third grades.
"We're not going to sacrifice our students as part of this process," Johnson said. "We believe in the merits of the class-size reduction program. We always have, and that's not going to change."
District officials say their proposal is fair and reasonable, given the district's fiscal condition.
San Bernardino County Sun

Posted by employment123 at 9:34 PM | | Comments

Delta to introduce Bill on equal employment for male, female soon

ASABA—A Bill which seeks to give equal chance to both males and females in job opportunities, education and other relevant sectors where men usually dominate will soon be introduced in the state.One of the three female legislators in the State House of Assembly, Mrs. Chinwe Monu-Olarewaju stated this at the palace of the Asagba of Asaba during the presentation of her Constituency Report to her people commencing from June 2005 to May this year.
She said that “I introduced the Bill on Child Rights for the purpose of domiciling it in Delta state. The Child Rights Act (2003) was passed by the National Assembly and had to be reviewed and domesticated according to Delta state peculiarities before it would become operational in the state”, explaining that “this was no mean task but it was completed and presented to the House. It has now gone through the second reading and would be passed with dispatch going by the enthusiasm of the members on it.”.
She further said that “I have completed arrangements to introduce a Bill on Gender Equality that will give equal opportunities to all sexes in education, job opportunities and so on”.Among achievements recorded during the period of review were in area of water project, health facilities and empowerment of Oko women farmers with N500,000:00 this cropping season among others.
The Asagba of Asaba, Obi Chike Edozien, the Speaker of the State House of Assembly, Mr. Frank Enekorogha as well as a prominent community leader, Ogbueshi Chiedu Onwuegbuzie showered encumions on the legislator for marvelous performance and for deeming fit to report back to her people.
Vanguard

Posted by employment123 at 9:33 PM | | Comments

Creative employment in the Depression

It was just about the worst of times in the Inland Empire of 1931.
The Great Depression was relentlessly tightening its grip on the world; jobs were scarce and money even harder to find.
But amid all this despair was a little-remembered act by a government official that offered a glimmer of hope to many while paying big dividends to the city of Upland in coming years.
In those Depression years, the region was reeling from the virtual shutdown of the nation's economy. It was so bad in late 1930 that the Board of Supervisors of San Bernardino County ordered the firing of any female county employee married to an employed man. The county wanted to fill those positions with an unemployed person to spread the few existing jobs to more families.
In December 1931, Upland went so far as to establish a municipal wood yard to provide work for the needy. Those willing to work cut wood for 35 cents an hour were paid in coupons good at local cafes or stores. The wood would be sold to pay for the coupons, reported the Upland News of Dec. 15, 1931.
It was a great idea, for about 10 days. Unfortunately the scrap wood available in the city was far less than the number of men willing to cut it, and the program ran out of steam.
Earlier that year, Upland installed a new water line along Foothill Boulevard between Euclid and Mountain avenues without using mechanized equipment to do the excavation. Instead, City Manager Richard G. Manley ordered the work be done by hand, providing a badly needed salary to more than 30 men who dug the trench.
And this leads to the story about another act of concern from Manley.
In about 1926, Upland purchased about 20 acres at Mountain and 23th Street with the idea of sinking a new water well there. The location turned out to be a poor choice for a well, so the land was left vacant.
In 1931, the city became concerned because a number of Upland residents, many who had lost jobs, had fallen behind in their water bills. Manley determined the easiest solution just turning off the water would solve nothing and make the plight of those in arrears all the worse.
Instead, Manley came up with the novel approach, allowing residents to work off their debts at the city's vacant field up in Upland's rich lemon-growing area.
The residents were able to pay off their past-due water bills by the sweat of their brows, clearing the land of brush and rocks. Others set out lemon trees in the field and cared for them as they grew into a productive grove.
The families kept the water tap on, and the city got a productive resource. This was especially true in 1936, when the grove was sold for $42,000.
We jump ahead almost three years when the growing city had ambitious plans to build a new City Hall at Second Avenue and D Street. Almost half of the $75,000 price tag was provided by the Public Works Administration, a New Deal-era agency that provided funds for public projects and create employment.
Under most circumstances, the only way to raise the city's share of the costs would have been to issue bonds, going deep into debt at a time when that was hardly a good idea.
But the city had an ace in the hole the money from the sale of the grove developed by residents given the chance to work off their water debts.
The city used those proceeds to pay the rest of the cost. The new City Hall opened in early March 1939 with no direct charge to Upland taxpayers.
"In all probability had it not been for this series of events and transactions Upland would not now have the elegant new city hall it is about to dedicate," praised the Upland News in an editorial on Feb. 28, 1939.
I'd like to acknowledge the help with this piece from Don Clucas, whose history book on Upland's centennial will be out this fall.
Joe Blackstock can be reached by calling (909) 483-9382.
San Bernardino County Sun (Calif)

Posted by employment123 at 9:29 PM | | Comments

Wednesday, July 05, 2006

Dollar Rallies On Promising Employment Report

Written by John Kicklighter, Junior Currency Analyst
With American traders coming back from their extended holiday weekends, economic data helped subsidize revitalized market activity. Price action in the dollar-denominated majors was indeterminate in the Asian and European sessions, that is until the North American liquidity came online to provide a solid greenback bid. The EURUSD arguably made the most violent swings since Tuesday’s close. An initial rally in the pair up to 1.2837 when London and Tokyo money flow was running high, was quickly turned back to 1.2750 before feigning a bounce that evolved into another round lower to 1.2705. Action against the British pound produced the same type of sell off, though the now established range high around 1.8485 led to an eventually 165 point decline down to 1.8325. Both the USDCHF and the USDJPY pairs made strong greenback runs as well. The former went on for 150 points, while the latter captured a 120 point advance.
When fundamental traders came back to their terminals after the extended weekend, they were immediately offered tradable data. The most widely available to market participants was May factory orders. On the back of the previous month’s downwardly revised 2.0% decline, bookings for the more recent month actually rose 0.7%. Further, excluding volatile transportation equipment and aircraft, capital goods orders actually advanced 1.2%. This was a promising sign for the Fed in terms of both economic growth and inflation. Concerning price growth, demand from consumers and intermediate producers seems to be unfazed by the aggressive pace at which the Federal Reserve monetary policy body has been hiking rates. Moreover, with initial signs that the housing market and consumer demand will provide little buoyancy to GDP figures in the future, the jump in business equipment orders within the overall read suggests firm spending will fill in some of the gap. Though this factory read was better than expected, it was not the catalyst for the strong dollar lead in the morning hours of the New York session. Instead, a lesser known payroll numbers sparked speculation that Friday’s NFPs would outpace the market’s initial concensus for 160,000 new hires. A report from Automatic Data Processing Inc. revealed US companies took on 386,000 additional employees in June, the most in 2001. Though this provides some of the strong bullish sentiment the ailing dollar has craved over the past few weeks, market participants are likely to discount the reads importance. In the ADP’s short life as a relatively reliable employment indicator, it has had a shaky correlation to the more conclusive Bureau of Labor Statistics read. Two more indicators this week will pique the markets interest: the ISM non-manufacturing for June and the NFP figure for the same month due Friday.
With American equities coming back online, the rude awakening of North Korea’s test launch and the impending volatility usually associated with NFPs Friday; sent the major indices lower. The NASDAQ was the big mover, off 1.7% to 2,152.42. Trailing far behind, the SP 500 index moved 0.9% lower to 1,268.84, while the Dow brought up the rear with only an 0.8% drop to 11,141.49 by 16:00 GMT. Making the movers and shakers list, AT&T shares were up $0.19, or 0.7%, to $28.12 after receiving an analyst upgrade as earnings estimates were boosted by the company’s merger with BellSouth. Making its way 1.95% lower, shares of Boeing Co. slipped $1.65 to $79.69 despite being awarded an option to build three GPS satellites worth $138 million.
Treasuries plunged in the morning hours as today’s ADP payroll report fueled fears that the August FOMC meeting would more likely end in an additional 25 basis point hike. The benchmark 10-year contract was 20/32nds lower to 99 6/32nds of face with yields 8 basis points higher at 5.23 by 16:10 GMT. Following suit, the longer term 30-year security plunged 1 2/32nds to 88 13/32nds with an 8 basis point boost in yields to 5.28.
Daily FX.com

Posted by employment123 at 5:43 PM | | Comments

Silicon Valley Still Leads California in Tech Employment

San Jose and Silicon Valley remain California's strongest technology epicenter, drawing the highest salaries and employing the most tech workers, according to the California Cybercities 2006 report, released June 27 by the AeA, a tech industry trade association.
San Jose and Silicon Valley employed 214,900 tech industry workers in 2004 and paid them an annual average wage of $126,700.
Los Angeles followed San Jose/Silicon Valley with 165,700 jobs, paying an average of $75,500. San Francisco-Oakland came in third overall, employing 156,700 at an average pay of $96,900, and San Diego followed in tech employment, paying 99,900 an average of $85,200.
Average annual tech wages were 106 percent higher than private sector wages throughout California. At the cities level, this number jumped to 183 percent in Santa Cruz but dropped to 53 percent in Ventura.
California's tech industry lost significantly fewer jobs in 2004 compared with 2003, a net 10,600 versus 67,800 respectively, though the vast majority of these (10,500 jobs) were lost in San Jose/Silicon Valley.
Gains were seen in other parts of the state: Sacramento boasted 1,300 new jobs in 2004; Riverside-San Bernardino gained 1,000; Fresno added 200; and Santa Barbara expanded by 150 new tech jobs. This reflects a growing geographical diffusion across the state, where Northern California employs 439,000 tech industry workers, compared with 418,000 in Southern California.
Across the country, high tech employment accounted for 61,000 jobs in 2004, according to the AeA Cyberstates report released in April.
PC Mag.com

Posted by employment123 at 5:41 PM | | Comments