THE GREEN CARD VISA ISSUE IS ONE THAT EVERYONE SHOULD BE SHOUTING LOUDLY AND STRONGLY AGAINST. IT IS BASICALLY ELIMINATING THE NEED TO EDUCATE OUR OWN CITIZENS BECAUSE THE 'BEST AND THE BRIGHTEST' CAN BE LURED TO AMERICA ALREADY TRAINED. YOU CAN SEE NOW WHY THEY ARE DISMANTLING OUR PUBLIC EDUCATION SYSTEM FOR LOWER/MIDDLE-CLASS FAMILIES AND LEAVING A VOCATIONAL TRACK.....THAT IS WHERE THEY WANT YOU. THE GREEN CARD IMMIGRANTS WILL BE BOUND TO THEIR EMPLOYER WITH NO VOICE OR RIGHTS AND NOT BEING CITIZENS MEANS THEY WILL NOT BE PESKY VOTERS.
YOUR THIRD WAY DEMOCRAT IS WORKING HARD FOR THIS SCENARIO AND MARYLAND IS PURELY THIRD WAY CORPORATE......
SO, VOTE YOUR INCUMBENT OUT!!!!
IT IS IMPORTANT TO UNDERSTAND THAT THIS CAN BE REVERSED BUT WE NEED TO SPREAD THE WORD, EDUCATE OUR FRIENDS AND FAMILY, AND KNOW OUR CANDIDATES. IF A REAL PROGRESSIVE WERE TO BE ELECTED AS GOVERNOR AND MAYOR OF BALTIMORE, ALL THESE PLANS CAN BE TURNED AROUND! AS IMPORTANT IS PROTECTING THE LEAST OF US....THE QUALITY OF LIFE FOR THE POOR AND UNEMPLOYED IS MERELY A REFLECTION OF OUR OWN QUALITY OF LIFE AND ANYONE CAN BE THERE WITH THEM.
SHOUT OUT AND PROTECT THE SAFETY NET FOR OUR POOR!!!
July 30, 2012,
How to Cut Skilled-Labor Costs
By NANCY FOLBRE Nancy Folbre is an economics professor at the University of Massachusetts, Amherst.
To import or to outsource? That is the question. Recent discussions of expanding access to H1-B visas highlight the tensions between employers in the United States in search of highly skilled employees and highly educated American citizens who face increasingly stiff competition in the global labor market.
Much of the discussion about expanding H1-B visas focuses on whether there are particular areas of “skill shortage” despite persistently high unemployment.
The more fundamental question is how much American employers can cut their costs either by importing highly skilled workers or exporting highly skilled jobs.
The answer is, a lot.
Since the 1990s, the global supply of skilled labor has greatly expanded and the technology for using this labor wherever it is has greatly improved. Why hire a more expensive employee when a cheaper one is available? Why pay taxes to educate and train highly skilled workers when other countries (and their families and taxpayers) will do that for you?
The disruptive impacts of globalization initially hammered workers without much education. Many workers holding college degrees remained optimistic about the benefits of international trade, celebrating improvements in their own purchasing power.
Now, my students can decide for themselves if lower prices will compensate them for reduced opportunities and lower wages. More than half of recent college graduates in the United States are either unemployed or are working in a job that doesn’t require a bachelor’s degree. Entry-level wages for employed college graduates were lower in 2011 than in 2000.
The current global recession isn’t the only cause. The economist Richard Freeman provides an extraordinarily clear account of what he calls “The Great Doubling” of labor supply resulting from structural changes that brought China and India more directly into the global marketplace.
Rather than relying merely on low-wage competition, China and India, like many developing countries, invested heavily in higher education and scientific training. While college graduates represent a small occupational elite within their large labor force, their absolute numbers are high compared with those homegrown in the United States.
College students in the United States who major in science, technology, engineering and mathematics – often referred to as STEM fields – definitely face better prospects in the labor market than others do. But even they need to be aware of intensified competition down the road.
Many software engineers and others in the information technology field feel particularly aggrieved about the effects of the H1-B visa program. The computer scientist Norman Matloff, who maintains a Web site on the topic, asserts that it enables employers to hire younger and less expensive workers, leaving many highly skilled, older programmers in the lurch.
Workers with H1-B visas have a strong incentive to remain with the employer for whom it was issued in order to obtain a green card, allowing permanent residence in the United States, in a timely fashion. As a result, they have relatively little bargaining power.
Professor Matloff, who favors extensive changes to the H1-B visa program, also warns of the growing impact of outsourcing on jobs for computer science majors. Further, he observes that high-tech companies insisting that there is a shortage of STEM workers with advanced degrees in the United States don’t seem willing to invest much in increased financial support for graduate education.
Maybe college students should seek jobs that seem less vulnerable to global competition, in fields like health sciences. But I just read an article about health care companies sending jobs overseas that gave me palpitations.
The economist Alan Blinder asserts that high educational requirements can make a job more rather than less “offshorable.” Most large American companies have already figured this out – but it’s not clear how many college students have.
I hate to be the one to break the news.
WHAT WE ARE SEEING IS DEVELOPMENT OF A WORKFORCE TRAINING PROGRAM THAT TURNS COMMUNITY COLLEGES INTO REPROGRAMMING CENTERS AND THE COURSES YOU FIND ARE ALL VOCATIONAL IN NATURE. WE ALL KNOW THE PAYSCALE FOR THESE JOBS IS FALLING FAST AND WILL BE PARTICULARLY LOW IF IMMIGRANTS ARE KEPT AT GREEN CARD WAGE LEVELS....FIGHTING FOR IMMIGRANT WAGE PROTECTION IS FIGHTING FOR YOUR OWN. TUITION AT UNIVERSITIES ARE SKY HIGH AND GRADUATING AS A SENIOR WITH A NEW DEGREE DOES NOT MOVE YOU FAR IN COMPETITION.
THE PROBLEM WITH THE LABOR MARKET IS THAT YOUR ELECTED OFFICIAL HAS LET THE CORPORATIONS SQUEEZE THE LENGTH OF DAY AND WORKING WEEK BACK TO PRE-LABOR LAW DAYS AND YOU ARE SEEING PEOPLE WORKING 60-80 HOUR DAYS WITH NO WORKPLACE SAFETY. THAT IS 2 JOBS WORKED BY ONE PERSON. IT HAS ALSO ALLOWED FOR WAGES TO FALL SO LOW THAT A FAMILY CAN NO LONGER SUPPORT ITSELF ON ONE BREADWINNER....MAKING MORE JOBS NECESSARY. THESE TWO FACTOR IN AND OF THEMSELVES ARE CREATING AN ARTIFICIAL 'SHORTAGE' THAT THE 1% PRETENDS NEEDS EXTENDED RETIREMENT AGES AND GREEN CARD WORKERS. THE TRANSITION IS NOT AS PRESSING ON ENTITLEMENTS OR THE WORKPLACE AS THEY ARE MAKING IT APPEAR!
WE ARE NOT HUMAN CAPITAL, WE ARE AMERICAN CITIZENS.
VOTE YOUR INCUMBENT OUT!!!!
Aging Baby Boomers
In a New Workforce Development System° 1999
The post-World War II baby boom generation has had a profound effect on public
policy and the demand for public services. Because of its sheer number and shifting needs as
it ages, the generation will continue to influence society for the next thirty years.
Demographic shifts, especially increases in life expectancy and decreases in birth rates, have
changed the way individuals and families think about their work years, their “old age,” and
what it means to retire. Economic changes, beginning after World War II, are altering the
way baby boomers address the latter half of their lives and the way in which public policy
may need to respond. Public policies, particularly around retirement, are encouraging
individuals to remain in the workforce longer, in part to maintain adequate labor supply and
contributions to Social Security and Medicare that will support retirement later. However,
major changes in the workplace—in the structure of work, the increasing use of technology
and the globalization of the labor market—continue to change the demand for workers,
especially increasing the demand for those with the latest high-technology skills.
The baby boomers are moving into their forties and fifties at the same time as states
and localities are redesigning their employment and training programs. The new Workforce
Investment Act (WIA), which replaces the Job Training Partnership Act (JTPA), is intended
to overhaul the nation’s employment and training system, particularly by emphasizing
universal access to programs and services that meet the current and future needs of
customers—both employers and workers. WIA has eliminated specific targeting for certain
populations, including older and disadvantaged workers, and instead encourages state and
local Workforce Investment Boards to develop integrated systems and one-stop services that
best meet the needs of their areas. The new law also represents a shift in emphasis to
incumbent worker training, including retention, skill upgrading and concurrent education.