Employment – Ocupario http://ocupario.org/ Fri, 24 Sep 2021 01:46:41 +0000 en-US hourly 1 https://wordpress.org/?v=5.8 https://ocupario.org/wp-content/uploads/2021/07/icon-3-150x150.png Employment – Ocupario http://ocupario.org/ 32 32 South Korea further broadens the scope of beneficiaries of the EI system https://ocupario.org/south-korea-further-broadens-the-scope-of-beneficiaries-of-the-ei-system/ Fri, 24 Sep 2021 01:46:41 +0000 https://ocupario.org/south-korea-further-broadens-the-scope-of-beneficiaries-of-the-ei-system/ (Yonhap) South Korea plans to allow delivery and designated drivers to receive benefits from the EI system starting next year as the government seeks to extend the work safety net, a senior government official. It is part of the government’s plan to extend the EI program to all workers as the COVID-19 pandemic has taken […]]]>

(Yonhap)

South Korea plans to allow delivery and designated drivers to receive benefits from the EI system starting next year as the government seeks to extend the work safety net, a senior government official.

It is part of the government’s plan to extend the EI program to all workers as the COVID-19 pandemic has taken its toll on the job market.

The government plans to allow some platform workers, including delivery and designated drivers, to subscribe to the EI system starting in January, according to Deputy Finance Minister Lee Eog-weon.

This decision will allow them to receive unemployment benefits if they lose their job.

To strengthen the social safety net, the government has allowed artists and 12 special types of workers, including insurance agents, to register for the employment insurance program since last December.

South Korea introduced the Employment Insurance program in 1995 as the main job safety net for regular workers.

All employers, who hire at least one worker, were required to register for EI as of 1998.

But atypical contract workers, freelancers, self-employed and other vulnerable workers are not required to purchase Employment Insurance because they are not considered workers under the Labor Standards Act. (Yonhap)


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Workforce Recovery Strategies Committee Aims to Address Pandemic Employment Challenges Through Collaboration https://ocupario.org/workforce-recovery-strategies-committee-aims-to-address-pandemic-employment-challenges-through-collaboration/ Thu, 23 Sep 2021 13:17:47 +0000 https://ocupario.org/workforce-recovery-strategies-committee-aims-to-address-pandemic-employment-challenges-through-collaboration/ It’s a common refrain: Preparing Philadelphians for the workforce of the future will require collaboration. A City of philadelphia-A group of government workers, community stakeholders and business leaders aims to keep this priority in mind while addressing the racial and economic inequalities that have been highlighted in the international scale in summer 2020. This group, […]]]>
It’s a common refrain: Preparing Philadelphians for the workforce of the future will require collaboration.

A City of philadelphia-A group of government workers, community stakeholders and business leaders aims to keep this priority in mind while addressing the racial and economic inequalities that have been highlighted in the international scale in summer 2020.

This group, called Paths of reform, transformation and reconciliation, had met every two weeks to address these issues exacerbated by the pandemic. When we showed up in June – a year later – we heard member speakers say that the events of the past year had changed “everyone”. According to its own report, the city described the changes it was making to its police service, how it had approached economic recovery and assistance, and how it would work on community reform, including racial and social issues.

Another change spurred by a year of meetings has been the formation of the Workforce Recovery Strategies Committee. Philadelphia Works President and CEO Patrick clancy said in June that its other 13 partner organizations had realized that instead of leading parallel efforts to increase access to workforce development and training programs, they should work together. Philadelphia Works formed the committee earlier this year with the goal of aligning and coordinating city, state, and federal resources to invest in a shared workforce strategy.

“We realized that we shouldn’t be duplicating efforts, but maximizing them,” Clancy said. “The results will be better if we work together on these initiatives. “

So how are you? It’s too early to say what the results will be, but this month Clancy shared a few more details about the workforce committee’s plans, including partner organizations. Along with Philadelphia Works – a quasi-public, non-profit organization serving employers and connecting job seekers with employment and training opportunities – here are the organizations involved:

  • City of philadelphia, including representatives from six municipal departments and bodies such as the Commerce Department and Mayor’s Office of Education
  • Philadelphia Youth Network
  • Urban Affairs Coalition
  • United Way
  • Philadelphia Community College
  • Philadelphia Industrial Development Corporation
  • Greater Philadelphia Chamber of Commerce
  • Philadelphia Housing Authority
  • Philadelphia School District
  • Philadelphia OIC
  • Philadelphia Urban League
  • Office of the president of the municipal council
  • Greater Philadelphia Philanthropy Network

In their virtual meetings, Clancy said, the partners assessed the funding to which existing programs might be eligible and how current workforce programs may intersect. They also identify where the city lacks certain training programs or where new opportunities will soon arise.

The recent $ 1 billion in infrastructure, for example, offers multiple opportunities for future programming to ensure that Philadelphians are trained for jobs in energy, roads or travel. Much of the infrastructure work will be union work, Clancy said, and they are talking with local officials about preparing for that work and creating a vital jobs – that is, jobs that offer long-term opportunities, a high rate of pay, benefits and opportunities for growth.

Another element of the current landscape is the anti-violence work underway in the city, Clancy said. The partners aim to raise funds for workforce development linked to youth programs to create opportunities for young people who will remain focused on career potential, although he did not specify how much. .

One of the main goals of this collaboration, he said, is “to make sure that we don’t miss out on large groups of individuals who, for other reasons, don’t have enough points of contact. connection with jobs ”.

A direct result of this collaboration was the work of Philadelphia Works which grew the Women in non-traditional careers program that trains and connects women to high-demand business programs. It is also rolling out 10 new training programs in IT and healthcare, after seeing that these industries were in high demand for new workers.

The conversation about workforce development and working amid the pandemic has been convoluted, said Clancy – and as the head of an organization with a goal of employing people in stable jobs, It has been difficult to watch unemployment soar and people being made redundant in the midst of a pandemic. As vaccines have spread, there has been some economic recovery, but people always quit their jobs at extremely high rates.

In August, the US Bureau of Labor Statistics reported a slight drop in national unemployment. Sectors such as professional and business services, transportation and warehousing, private education and manufacturing experienced greater growth, while retail jobs continued to experience declines in the number of workers.

Clancy said his organization was surveying clients on what might be keeping them from working. While unemployment assistance has been cited, working conditions and safety with the Delta variant, access to childcare and work culture are high on most people’s lists, a- he declared.

In other words, it’s not just that people don’t want to go back to work. Instead, restaurant or retail jobs, where traditionally turnover is very high and workers have direct contact and exposure to the public, are not considered “valid” for pay and employees. unpredictable schedules that are often associated with it.

“There is a feeling that people are tired of the way this has been,” Clancy said.

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Wal-Mart sued by EEOC for sexual harassment | United States Equal Employment Opportunity Commission (EEOC) https://ocupario.org/wal-mart-sued-by-eeoc-for-sexual-harassment-united-states-equal-employment-opportunity-commission-eeoc/ Wed, 22 Sep 2021 20:03:53 +0000 https://ocupario.org/wal-mart-sued-by-eeoc-for-sexual-harassment-united-states-equal-employment-opportunity-commission-eeoc/ Defuniak Springs store management allowed male associate to abuse coworkers, federal agency charges BIRMINGHAM, Alabama – Wal-Mart Stores East, LP violated federal law by allowing a male employee at its Defuniak Springs, Fla. Store to sexually harass at least three employees, the United States Equal Opportunity Commission (EEOC ) charged in a complaint filed today. […]]]>

Defuniak Springs store management allowed male associate to abuse coworkers, federal agency charges

BIRMINGHAM, Alabama – Wal-Mart Stores East, LP violated federal law by allowing a male employee at its Defuniak Springs, Fla. Store to sexually harass at least three employees, the United States Equal Opportunity Commission (EEOC ) charged in a complaint filed today.

According to the EEOC lawsuit, between at least July 2018 and the end of November 2018, at least three female employees were sexually harassed by a male colleague. The abusive conduct included repeated instances of sexual comments and inappropriate touching. After one of the women complained to management, Walmart failed to end the harassment and instead fired her four days later. The offending colleague continued to harass other employees, according to the EEOC.

Sexual harassment is a form of discrimination based on sex and violates Title VII of the Civil Rights Act of 1964. The EEOC has filed a lawsuit in the U.S. District Court for the North District of Florida (Equal Employment Opportunity Commission v. Walmart, Inc., d / b / a Wal-Mart Stores East, LP, Civil Action # 3: 21-cv-01051-TKW-HTC) after first attempting to reach a pre-litigation settlement by through its conciliation process. The EEOC is asking for back pay and reinstatement of the dismissed employee, compensatory and punitive damages for all victims, and an injunction to remedy and prevent future sexual harassment in the workplace.

“This case is a reminder that employers must take complaints of sexual harassment seriously and not retaliate against employees who assert their legitimate rights,” said Bradley Anderson, district manager of the Birmingham district office of the EEOC. “Employees should be applauded for standing up for their rights, not punished. “

Marsha Rucker, regional attorney for the Birmingham District Office of the EEOC, said: “Retaliation against victims who complain of harassment is a violation of federal law. When employers punish victims instead of tackling the problem, the EEOC will hold them accountable. “

Walmart, founded in 1962 and based in Bentonville, Arkansas, owns and operates a chain of more than 11,000 largest grocery and retail stores in the world. Walmart is the world’s largest company by revenue and the world’s largest private employer.

EEOC’s Birmingham District includes Alabama, Mississippi (except 17 northern counties), and the Florida Panhandle.

The EEOC advances opportunities in the workplace by enforcing federal laws prohibiting discrimination in employment. More information is available at www.eeoc.gov.


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Southwick hosts job fair amid report of weak job growth in Massachusetts https://ocupario.org/southwick-hosts-job-fair-amid-report-of-weak-job-growth-in-massachusetts/ Wed, 22 Sep 2021 03:58:56 +0000 https://ocupario.org/southwick-hosts-job-fair-amid-report-of-weak-job-growth-in-massachusetts/ SOUTHWICK, Mass. (WWLP) – Job growth is slowing in Massachusetts, according to the latest jobs report. This is what we hear since the reopening of state, businesses need workers to meet customer demand. A familiar sight to many employers, career fairs are popping up in western Massachusetts. All with one goal in mind. Amber Bach, […]]]>

SOUTHWICK, Mass. (WWLP) – Job growth is slowing in Massachusetts, according to the latest jobs report.

This is what we hear since the reopening of state, businesses need workers to meet customer demand. A familiar sight to many employers, career fairs are popping up in western Massachusetts. All with one goal in mind.

Amber Bach, member of the Southwick Economic Development Commission, said: “We just felt that there were a lot of businesses in need of help. We saw a lot of signs of seeking help, so we wanted to try and help them. “

In Southwick, the Economic Development Commission would normally hold a home-based business fair to promote their local businesses, but with so many industries affected by the pandemic, they decided to hold a career fair instead.

Bach added: “I noticed a lot of companies were doing limited opening days or limited opening hours, or just driving or things like that just because they didn’t have the employees. to cover.

Job growth in Massachusetts is showing signs of slowing. According to a state employment report, August saw only an increase of 2,600 jobs, which is significantly lower than July’s growth of 41,000 jobs. The state’s total unemployment rate rose in July. It was 4.9 percent and in August at 5 percent. This is slightly below the national rate of 5.2 percent.

Virginia Maldonado of A. Dorsey Construction and Remodeling said, “A lot of people have come home and have had a lot of time to think about how they want to renovate their homes, because of this high need. We’ve definitely had a lot of projects to work on, so we’re looking to fill a lot of roles. “

In August, 3.5 million Massachusetts residents were employed, 185,000 were unemployed. The hospitality industry saw some job growth last month, but education and health services lost 200 jobs.


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Winter’s Coming: Updated OSHA Pandemic Guidelines – Employment & HR https://ocupario.org/winters-coming-updated-osha-pandemic-guidelines-employment-hr/ Tue, 21 Sep 2021 14:19:46 +0000 https://ocupario.org/winters-coming-updated-osha-pandemic-guidelines-employment-hr/ Sheehan Phinney Bass & Green United States: Winter is Coming: Updated OSHA Pandemic Guidelines September 21, 2021 Sheehan Phinney Bass & Green To print this article, simply register or connect to Mondaq.com. The Occupational Safety and Health Administration (“OSHA”) has had a busy summer. In June, OSHA released temporary emergency standards to regulate the healthcare […]]]>

United States: Winter is Coming: Updated OSHA Pandemic Guidelines

To print this article, simply register or connect to Mondaq.com.

The Occupational Safety and Health Administration (“OSHA”) has had a busy summer. In June, OSHA released temporary emergency standards to regulate the healthcare industry’s approach to COVID-19. These were the first temporary emergency standards that OSHA has issued since 1983 and only the second temporary emergency standards that OSHA has issued in its forty-year history. On August 16, OSHA also released updated workplace guidelines for COVID-19 and the largely uncontrolled spread of the Delta variant. New Hampshire employers would do well to heed these guidelines.

Unlike temporary emergency standards, updated OSHA pandemic guidelines are not binding on businesses. These are guidelines, not regulations. But keep in mind that while the pandemic guidelines do not have the force of law, employers have a general obligation to “provide everyone with [their] the employment of employees and a workplace that is free from recognized hazards which cause or are likely to cause death or serious physical damage to [their] employees. ”The uncontrolled spread of the coronavirus in an office certainly qualifies as a“ danger ”both causing an announcement that could cause death and serious injury. So far, the Biden administration has tripled the use of general obligation clause in its investigative and enforcement practices. At a minimum, companies should carefully review both the original January 2021 pandemic guidelines and the updated August 2021 pandemic guidelines, and then decide to which makes sense for the company given its field of activity, the vaccination rate of the workforce, the possibilities of teleworking and the level of community spread.

Highlights of the updated OSHA pandemic guidelines are as follows:

  • Recommends that fully vaccinated workers who have been exposed to the coronavirus wear masks for fourteen days, unless they have a negative coronavirus test at least 3-5 days after known contact.
  • Recommends that all workers, including those fully vaccinated, wear face masks in indoor public places where virus transmission is “substantial or high.” Whether an area is a “substantial or high” transmission area is determined by the CDC and posted on the following website, https://covid.cdc.gov/covid-data-tracker/#county-view. As of the publication of this blog post (September 9, 2021), Rockingham County has a “high” Community Transmission Order. OSHA’s updated mask guidelines aim to protect both vaccinated and unvaccinated workers, especially as breakthrough cases have become more common across the country. Under OSHA’s direction, the mask recommendation also extends to all of the company’s customers, guests, or vendors.
  • Encourages employers to adopt policies requiring or encouraging vaccines (within Title VII and ADA limits) or to require, failing that, regular COVID-19 testing for unvaccinated employees. Improving vaccination rates is part of OSHA’s tiered approach to controlling the pandemic. Other controls of the tiered approach include masking, social distancing, telecommuting, and regular testing.
  • Adopts CDC guidelines and recommends universal interior masking for all teachers, staff, and students in Kindergarten to Grade 12.

In addition to reviewing and implementing, where appropriate, updated OSHA pandemic guidelines, companies should monitor the CDC guidelines. OSHA wanted the updated guidelines to align with the CDC recommendations and will likely adjust the guidelines as CDC policy changes.

With vaccines available and a proven approach to controlling community spread established, this winter is unlikely to be like last winter. Yet the Delta variant has caused and is causing a significant increase in infections, hospitalizations, and deaths in the United States. OSHA, through the combination of its guidance and increased attention to the “general duty” clause, has made it clear that employers must play a role in combating the resurgence of the virus.

Originally posted by The Chamber Collaborative of Greater Portsmouth

The content of this article is intended to provide a general guide on the subject. Specialist advice should be sought regarding your particular situation.

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Crested Butte declares housing emergency https://ocupario.org/crested-butte-declares-housing-emergency/ Mon, 20 Sep 2021 22:55:00 +0000 https://ocupario.org/crested-butte-declares-housing-emergency/ CRESTED BUTTE, Colorado – In almost every window of every store along Elk Avenue in Crested Butte, there is a Help Wanted sign. All over the city, businesses are struggling to find enough employees to keep their doors open. These panels tell the story of a city in difficulty. Some had to change their hours […]]]>

CRESTED BUTTE, Colorado – In almost every window of every store along Elk Avenue in Crested Butte, there is a Help Wanted sign. All over the city, businesses are struggling to find enough employees to keep their doors open. These panels tell the story of a city in difficulty.

Some had to change their hours of operation or shut down altogether several days a week, simply because they couldn’t find people to work.

“There are tons of jobs, not people,” said Crested Butte Mayor Jim Schmidt.

It’s not pandemic wages or unemployment benefits that businesses blame for the labor shortage, it’s the lack of affordable housing.

Like many mountain communities, the average house price has been skyrocketing for years. The average price of homes in the city is now close to $ 900,000.

“Accommodation here costs ridiculous prices. It’s still cheap compared to Aspen, but very ridiculous for us, ”Schmidt said.

Things got so bad that the area decided to stop marketing tourists coming to visit for the summer. For a city whose economy is based on tourism, this was an important decision.

“We sell tourism. We sell hospitality. It is a concern that we cannot feed everyone who comes here. They have to wait, ”Schmidt said.

It’s not just retail businesses and restaurants that are struggling. For months, the city’s parks and recreation department was unable to fill five positions because there was no affordable housing for future employees.

Some workers even camp in tents or vans in nearby American forest areas just to have a place to live.

“There are a lot of people who live out of the woods,” Schmidt said.

However, the Forest Service recently changed some of its rules to limit long-term camping in certain areas due to things like litter in the area.

While the issue of housing affordability is not new to mountain communities like Crested Butte, it is growing. The COVID pandemic and the new prevalence of remote working have created a new migration of people seeking to live far from major cities.

The new popularity of short-term rental options, like Airbnb and Vrbo, has also presented its own set of challenges for these cities.

The city council has taken a number of steps to try to help. It has already limited the number of short-term rental licenses issued each year to 30%. It has around 305 units restricted by deed to prevent the price of some units from appreciating too quickly.

Then, in June, city council took unprecedented action and declared a local disaster emergency on the issue of affordable housing.

“I don’t think we wanted to send a message. I think we wanted to get things done. We wanted to get things done quickly, ”Schmidt said.

The declaration allows the city to bypass certain building and municipal codes. In some cases, it makes it a bit easier to build a new home or master bedroom suite. In others, it eliminates the need for units to have two parking spaces per residence.

The statement also relaxed some of the restrictions on city camping during the summer.

“We said that people, if they have a friend who has an RV, they can put the RV in the yard for the summer if they work here. Not if they’re just visiting. We really want to take care of the people who work here, ”Schmidt said.

The city was also able to use the declaration to purchase a hotel to help house some employees.

The old Ruby Inn Bed and Breakfast was a staple in Crested Butte. It has six bedrooms, two common areas, and a shared kitchen that will serve as a dorm-style living for some city employees.

Schmidt also hopes the statement will help free up state and federal resources to help.

Meanwhile, city council decided to move forward with a one-year moratorium on new short-term rental permits in town.

He is also considering asking voters to increase the sales and use tax as well as the vacation rental tax to pay for affordable housing programs and to impose a tax on homes that are not the primary residence. owners for at least six months of the year.

As the city council continues to look for ways to help, local businesses are stepping in as well.

At Secret Stash Pizza on Elk Avenue, the days are very busy. With other restaurants adjusting their hours or closing their doors a few days a week, owner Kyleena Falzone said her business has grown 38% this year.

The additional activity is a challenge, however, as Secret Stash has lost 20 employees. Some of its workers live in vans and camp. She sometimes lets them use her house to do laundry.

Falzone has started to take charge of the housing problems of its employees.

“We built three two-bedroom triplexes and it was an investment of almost $ 900,000. It’s limited by deeds, so it’s not a for-profit business. It’s like we care about the employees, and we walk the walk and we talk the talk, ”she said.

Falzone’s investors advised her against the purchase, but she said she felt compelled to get involved because her restaurant cannot survive without its employees.

“We have to take care of the dishwashers and the bartenders, the bus waiters and the retail clerks,” Falzone said.

She even tried to buy the 14-room hostel in town to create a dorm-style life for the employees.

The only way she sees the city being able to meet all affordable housing needs is through high density development, although she knows there has been a setback against the idea for years.

“There’s this conflict, I’ll just say it, the rich versus the poor. It’s everywhere and we have to take care of the people who take care of the people who live here, ”Falzone said.

She said she didn’t necessarily agree to place limits on short-term rentals. Falzone owns two Airbnbs in town and said it leases them in the winter and leases them to employees out of season.

She said the short-term lease term allows her to charge these employees less per month when they stay there.

Ultimately, she said she didn’t believe there was a short-term solution to long-term affordable housing issues.

In all mountain communities, affordable housing is becoming more of a crisis year after year. The problem is now turning into a serious shortage of jobs.

For now, restaurants and businesses are asking visitors to be patient with their visit and understand that they might not be able to get the same level of service as in previous years.


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Finding work for Americans born abroad https://ocupario.org/finding-work-for-americans-born-abroad/ Mon, 20 Sep 2021 11:30:23 +0000 https://ocupario.org/finding-work-for-americans-born-abroad/ According to the American Community Survey, approximately 78,000 foreign-born people lived in West Michigan in 2019. New Americans come to the United States for many reasons and have different needs when they settle in. our communities. Speak your language West Michigan Works provides flexible and personalized services to non-English speakers. In addition to general job […]]]>

According to the American Community Survey, approximately 78,000 foreign-born people lived in West Michigan in 2019. New Americans come to the United States for many reasons and have different needs when they settle in. our communities.

Speak your language

West Michigan Works provides flexible and personalized services to non-English speakers. In addition to general job search assistance, individuals can benefit from one-on-one career coaching, several times in their native language.

The workforce agency has coaches on staff who can speak Arabic, Acholi, Bari, French, Hindi, Japanese, Kakwa, Kinyarwanda, Kirundi, Lingala, Lokoya, Nepali, Peri, Portuguese, Shilluk, Spanish, Swahili, Tagalog and Tshiluba.

Oman Khanal, a West Michigan Works resource specialist who works with new Americans, says, “We have specific career coaching services for our new American friends. They can speak to us in their own language. We know their background, the difficulties they went through. faced and the challenges they have in the new country. We provide compassionate service to help them find a career in West Michigan. “


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The youth employment system facilitates the process of hiring minors; WWPL one of the many benefiting from the new law • Current edition https://ocupario.org/the-youth-employment-system-facilitates-the-process-of-hiring-minors-wwpl-one-of-the-many-benefiting-from-the-new-law-current-edition/ Sun, 19 Sep 2021 18:43:35 +0000 https://ocupario.org/the-youth-employment-system-facilitates-the-process-of-hiring-minors-wwpl-one-of-the-many-benefiting-from-the-new-law-current-edition/ Westfield Chamber of Commerce executive director Steve Latour believes the new youth employment system can only help businesses in need. Senate Law 409 exempts work permits for underage employees and requires employers who employ five or more minors under the age of 18 to begin registering such employees in the Ministry of Labor’s new youth […]]]>

Westfield Chamber of Commerce executive director Steve Latour believes the new youth employment system can only help businesses in need.

Senate Law 409 exempts work permits for underage employees and requires employers who employ five or more minors under the age of 18 to begin registering such employees in the Ministry of Labor’s new youth employment system. Indiana, or YES. A total of 91 Westfield employers have registered so far. The law came into force on July 1. The system went live on June 1, which was earlier than originally planned, to give employers who meet the criteria of the new law time to create accounts and start using the system by July 1.

“All of the businesses in Westfield tell us that there is a real shortage (of) available staff, so having this option is just one more tool in the toolkit that allows businesses to reach and reach all types of people. invite you to apply for every kind of job imaginable, ”said Latour.

Latour said the previous process was relatively easy, but there were several steps and documents were needed to go through the schools.

“It takes a few steps away and allows someone to go through the application process, get interviewed and then be hired relatively quickly instead of having to wait a week or two before to get all the paperwork in order,” said Latour. “I think helps, anothing that removes a barrier that keeps someone from thinking they have to go through this whole big process to get hired. Those younger in high school are just excited about the job. They don’t necessarily realize the paperwork involved.

Latour said part-time retail or restaurant jobs generally offer the kind of flexibility students need to work after school or on weekends.

“The fast food industry, restaurants and some of the activity type jobs have the potential to hire kids in high school,” Latour said.

One organization using the new law is the Westfield Washington Public Library. Library pages, ages 14-18, sort and organize library items and assist patrons.

Being able to hire minors is great, because for the tasks they do we only require them to be here a few hours a day, and that sort of schedule wouldn’t be ideal for an older person looking for a time. working hard, ”said Sara Reitmeyer Perry, WWPL Children’s Library Assistant. “Indiana Department Labor’s youth employment system is excellent for employers and their employees because it is much more efficient. This eliminates the need for minors to bring physical documents to schools for signing, which can cause delays in hiring. We also have home schooled students and online school students so the new YES system is good because you don’t have to figure out what could be different to get the permit signed in a situation like this. .

Reitmeyer

Latour said several restaurant had to close earlier or shorten hours due to understaffing.

“They have labor for the back of the house, the kitchen, but they don’t have the labor for run the registry out front, so they’re looking at the drive-thru at limited dining hours, ”Latour said. “I can think of at least a dozen businesses in Westfield that have had to adjust their hours or change things over the past six months to try to accommodate the shortage we have with manpower.

Layla Ouldnouri, 16, tidies up books at the Westfield Washington Public Library. (Photos by Anna Skinner)

An overview of the new law on the youth employment system

The change in the law was made during the Indiana General Assembly legislative session in 2020, and most of the changes came into effect in 2020, with the exception of eliminating work permits and of the new registration system. According to the Indiana Department of Labor, these have been delayed to give schools, the Youth Employment Bureau and employers time to adequately prepare for the change.

Michael Myers, Director of Indiana Department of the Labor Office for Youth Employment, said a broad outreach effort had been made to inform employers of the change.

“Once an employer creates the company profile, all they need to do is enter the minor’s name, age and date of hire,” Myers said. “The registration of minors only takes about two minutes, and employers can access the registration application through a desktop, laptop, tablet or smartphone.

In the event of termination of employment, the employer must delete the information relating to the minor from the register of active employees YES. The employer has three working days to complete each action.

Schools will continue to have the ability to monitor which employers are hiring underage employees in their communities through YES and can request public information in the system specific to their students. This will allow schools to continue to work with employers to balance a student’s employment with their education. charges throughout the school year.

The YES requirement has no impact on the state’s working hours requirement for minors. All employers must always comply with restrictions on working hours for adolescents and restrictions on prohibited and dangerous occupations for minors.


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More jobs, 80% employment quota: Arvind Kejriwal promises Uttarakhand https://ocupario.org/more-jobs-80-employment-quota-arvind-kejriwal-promises-uttarakhand/ Sun, 19 Sep 2021 11:23:43 +0000 https://ocupario.org/more-jobs-80-employment-quota-arvind-kejriwal-promises-uttarakhand/ Delhi Chief Minister and AAP Chief Arvind Kejriwal visited Uttarakhand today New Delhi: The Aam Aadmi party has pledged unemployment benefit and an 80 percent job quota for Uttarakhand residents if the party comes to power after parliamentary elections in Hill State next year. Delhi Chief Minister Arvind Kejriwal, who also heads the Aam Aadmi […]]]>

Delhi Chief Minister and AAP Chief Arvind Kejriwal visited Uttarakhand today

New Delhi:

The Aam Aadmi party has pledged unemployment benefit and an 80 percent job quota for Uttarakhand residents if the party comes to power after parliamentary elections in Hill State next year.

Delhi Chief Minister Arvind Kejriwal, who also heads the Aam Aadmi or AAP party, made the promises today during a visit to Uttarakhand. Mr Kejriwal’s visit to Uttarakhand is in line with his party’s stated goal of becoming a long-term national power, for which the party – whose roots are firmly rooted in Delhi – should fight elections in every state every year. times as possible.

Mr. Kejriwal has promised a monthly allowance of 5,000 rupees to an unemployed person from each family until he finds a job. He said the AAP government will create at least a lakh of jobs.

“Unlike others, we do as we say. We will keep all of our promises. If we say we will give free electricity to farmers 24/7 or give 300 units of electricity for free, we think so. We did it in Delhi, and we will do it here, “Kejriwal said.

He pledged to reserve 80 percent of jobs in private and government offices for the people of Uttarakhand. A separate ministry will also be created to control unemployment and migration, Kejriwal said.

“Successive Uttarakhand governments have been devoid of good intentions and only plundered its resources,” Kejriwal said.

“When we came to power in Delhi in 2015, we were asked where were we going to bring the money to keep the commitments we made to the people. But we turned a deficit budget into a profitable one. in four years, corruption and everything else followed, ”Kejriwal said.

Mr Kejriwal called on people to vote for Colonel Ajay Kothiyal (retired) and give him a chance to lead Uttarakhand.



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Preconceived ideas see lower employment for people with disabilities, warn advocates https://ocupario.org/preconceived-ideas-see-lower-employment-for-people-with-disabilities-warn-advocates/ Sat, 18 Sep 2021 20:34:33 +0000 https://ocupario.org/preconceived-ideas-see-lower-employment-for-people-with-disabilities-warn-advocates/ Getting a driver’s license was a big step towards independence for 26-year-old Michaela Jones. But the next big step – a job – has remained elusive. She believes it is not her fault, but rather employers’ perception of her disabilities and what she is capable of. She has a visual impairment and an intellectual disability. […]]]>

Getting a driver’s license was a big step towards independence for 26-year-old Michaela Jones.

But the next big step – a job – has remained elusive.

She believes it is not her fault, but rather employers’ perception of her disabilities and what she is capable of.

She has a visual impairment and an intellectual disability.

“This [a job] would change everything because I now have a car to pay and I would like to help my mom because she helped me, ”Ms. Jones said.

“It would give me experience and I would be able to take it anywhere else.”

Ms Jones holds a Certificate III in One-to-One Support, worked as a floor attendant collecting glasses at a club and is now doing work experience at a cafe for disability service provider ROPE in Margate.

She stated that in her previous job she was not “treated kindly” and was always delegated to work in the smoking area.

She has continuously looked for work since her last job ended, but was unable to get anything.

“We had no choice to have a disability – it was given to us – we had no choice. God made us like everyone else but with different abilities.”

She said if given the chance she would love to work with animals.

A question of “opportunity” and not of handicap

Wes Bleakley is the CEO of disability support provider ROPE. (

ABC News: Baz Ruddick

)

Wes Bleakley is the CEO of disability services provider ROPE, based in Redcliffe, north of Brisbane.

The organization is funded by the National Disability Insurance Scheme (NDIS) and organizes vocational training, provides support workers and organizes group activities for people with disabilities.

Mr Bleakley said people with disabilities are held back and miss out on employment opportunities due to a lack of understanding and preconceptions on the part of employers.

“I think a lot of people tend to think of it as one of those things where it’s a hard thing to do in the workforce,” he said.

“You know [they think] you have a person with a disability, so you will need to provide that type of constant support to them. You’re going to watch over them all the time. “

He said NDIS has made a big difference in how people with disabilities integrate into the workplace – but employers have yet to catch up.

He said that in many cases, support workers were able to help people in their roles in the workplace and make sure they were able to do the job.

“I actually think the general population wants to get involved with people with disabilities, they just don’t know how, and they just aren’t given the right tools and the right information to understand how it works.

Workforce data from the Australian Bureau of Statistics showed that the involvement of those identified as having a developmental disability in the workforce had decreased.

In 2003, 41.1% of people identified as having an intellectual disability were employed, compared to 29.1% in 2018.

There was also a decrease in work participation among a larger group of people who identified as “having difficulty learning or understanding things”.

In 2003, 42.8 percent of this cohort was working, while in 2018, the rate was 38.1 percent.

Three men sit at a table to make art.
Participants at the ROPE center work on art projects – like stenciling and spray painting. (

ABC News: Baz Ruddick

)

Mr Bleakley said he wanted employers to understand that “taking a risk” on someone with a disability was no different than taking a risk on someone else.

“There’s a lot of talent there and there’s a lot of ability in these participants to do things if they get the chance. I think there’s a workforce with these guys that can. doing jobs that many other people in the job are not doing.

“By doing that, that’s when all of these other positive things will start to happen and the face of disability will change dramatically.”

He said that a job can make a huge difference in the life of a person with a disability.

“It’s their self-confidence. It’s their self-esteem. They feel like they’re making a contribution to their community and they also feel like they’re part of the community,” he said. declared.

Continued discrimination against people with invisible disabilities

Dr Yosheen Pillay of the University of South Queensland said there were obvious “structural barriers” in workplaces that prevent people with disabilities from getting jobs.

Dr Pillay said it boils down to a “limited understanding” of what people with disabilities “can and cannot do”.

“Autism is considered an invisible disability. Typically, when young people are interviewed, they appear to be quite articulate, quite capable, and therefore appear capable of doing a job they have applied for, which is in most cases they do, but they need extra support, ”she said.

“Much of the understanding of the actual concept of what a disability is is very closely related to ranking.”

A woman in glasses is standing outside.
Dr Yosheen Pillay said data and studies show that people with disabilities benefit a workforce if they are matched with a job that matches their abilities.(

Provided

)

She said this is often overlooked when considering recruitment, retention and long-term career success.

“People with disabilities are classified as a marginalized group. But according to research, according to the literature, [they are] generally reliable, highly skilled and, again, productive if they match their capabilities. “

Dr Pillay said people with disabilities can be “very productive” when associated with a particular area of ​​interest.

“We are seeing data reflecting that approximately 38 percent of the autistic population is employed.”

She said people with autism “all look different” and many are “underemployed” in jobs that don’t match their expertise.

“The employees hold the power,” she said.

“If they take an inclusive attitude and an attitude of strong professional development and training in the workplace for colleagues, it becomes a holistic approach to support that can actually increase diversity in their teams and improve morale. personal, ”she said.

Separate workplaces should be a thing of the past

Matilda Alexander, CEO of Queensland Advocacy Incorporated, said many people with intellectual disabilities were employed in Australian Disability Enterprises (ADE), often referred to as “sheltered workshops”.

“This [sheltered workshops] is an old-fashioned term, but it still sort of describes what they are, ”Ms. Alexander said.

“They are far from the rest of the world, they are immune in the sense that they are not subject to the same rules as everyone else.”

Ty
Ty worked in a Clontarf supermarket for several years. With his guide, he works three times a week to replenish and rotate the shelves of the supermarket.(

ABC News: Baz Ruddick

)

She said about 20,000 NDIS participants work in ADEs.

“They certainly failed to do what they planned to get people to find jobs. Only around 1% of people employed in ADEs find themselves in open employment, so rather than enticing people with disabilities to enter the labor market, ADEs and the sustained salary system that underlies them devalues ​​the contribution employees, ”she said.

She said the sustained wage system evaluates people based on a forecast of their productivity.

“This is not in line with the requirements to treat people with disabilities equally, as they do not require workers with disabilities to receive the national minimum wage,” she said.

She said people can be assessed that they can work at 70 percent of the capacity of an average worker, so they will be paid 70 percent of a salary.

“No one else is evaluated for their productivity before they start their job, and then their salary is set at that rate, so we shouldn’t accept it as acceptable to people with disabilities. “

She said that from January 2022, changes to NDIS pricing for media would give participants more choice and control over employment and allow more freedom in how funds are used to help them work in companies other than ADEs.


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