We will discuss REPATRIATION TAX POLICY next week but we simply need to know today that what looks like MORE MONEY for US workers is simply shifting a few million dollars from the BONANZA of trillions of dollars created by global corporations NOT PAYING TAXES. What these policies also do is make our US workers FEEL they are earning more money without receiving wage increases. All of this is sold as REAGAN TRICKLE DOWN ECONOMICS ---reduced corporate taxes sent that money to WORKERS------well, NOT REALLY.
REMEMBER, after the ROBBER BARON few decades of ROARING 20s brought down the economy from massive frauds FDR clawed back all that massive corporate and banking fraud by raising corporate taxes to 90%. This is what rebuilt our DOMESTIC US ECONOMY filled with free market small and regional businesses while allowing US corporations to earn millions in profits. This was what OBAMA was supposed to do to provide justice from CLINTON/BUSH/OBAMA ROBBER BARON frauds and instead Obama and Clinton neo-liberals gave now global corporations not only that one time trillion dollar tax cut just like Trump----but made global corporate welfare queens of all global corporations.
So, Trump is still ignoring the failure of justice in clawing back those tens of trillions of dollars in corporate and Wall Street frauds-----and pretending these tax cuts are stimulating our domestic economy....
THIS IS A SMOKE AND MIRROR WAGE INCREASE ISSUE LEAVING US WORKERS WITH EVER-FALLING SALARIES AND TAKE-HOME PAY.
WASHINGTON SECRETS250 companies offering 'Trump bonuses,' up 525%
by Paul Bedard |
Jan 25, 2018, 11:17 AM
With Home Depot and Starbucks moving to offer employees bonuses as a result of President Trump’s tax reform package, the total number of firms rewarding workers has reached 250, a jump of 525 percent in just two weeks.
The companies have credited the tax changes for plans to offer bonuses of up to $3,000, increases in retirement plans, wage hikes and even adoption benefits.
The tax watchdog group Americans for Tax Reform, headed by Grover Norquist, has been keeping the most updated list of companies offering benefits and today told Secrets that it had crossed the 250 mark.
What’s more, many more companies are offering employee benefits but are just now passing along their information to ATR’s list keeper, communications chief John Kartch, who is requesting them to his email address, JKartch@atr.org
Some examples he just added:
- Camp Construction Services of Houston, offering $500 tax reform bonuses. In a note to employees, CEO Roger C. Camp wrote, “Because of the reduction in corporate taxes we, as will all businesses, benefit from this tax cut. We believe that YOU are the reason for our success. And now that we will be giving less of our hard earned income to the federal government, we can share some of it with you. Please look for a $500 ‘tax cut’ bonus in your next payroll run.”
- Dynamic Fastener of Raytown, Mo., is paying employees $1,000 and hiring more employees.
- Iron Horse Energy Services Inc. of Eolia, Missouri, is providing new bonuses. In a news report, one employee said, “Thank you Mr Trump for being a businessman.”
- Rod’s Harvest Foods of St. Ignatius, Montana,” is giving pay raises and bonuses up to $500. Chief Rod Arlint told workers, “We are happy to share with our employees the anticipated tax saving for 2018 realized by the tax reform bill recently passed by the U.S. Congress and signed by President Trump. We are excited about the benefits it will provide for our country’s economy, our store, and our employees. As a result of the tax savings expected in 2018, we will be passing this savings on to our employees. We will be raising wages 3-5 percent and entry wage to $11 an hour (non-student). Also, please accept this bonus as a gesture of appreciation for your hard work and loyalty to Rod's Harvest Foods. You are our most valuable resource!”
CORPORATE REPATRIATION TAXES IN TRILLIONS.
Just as CLINTON/BUSH/OBAMA allowed the US FED to play with FAKE INFLATION/INTEREST RATES claiming to spur the economy all our 99% wealth tied to COLA increases like SS and Medicare----retirements and pensions----military benefits-----lost a great deal of annual income these few decades.............so too are our US workers continually sold on FAKE wage increases the far-right wing global 1% has no intentions of giving.
As this article states there has never been any economic benefit from repatriation tax policy------not to local economies, workers, government coffers and just as with the BUSH ERA TAX CUTS these policies are written to COST TAX REVENUE after 10 years.
The goals of MOVING FORWARD US CITIES AS FOREIGN ECONOMIC ZONES IS TO BRING FOREIGN CORPORATIONS TO US CITIES TO OPERATE HERE AS THEY DO OVERSEAS. THE US NO LONGER HAS DOMESTIC US CORPORATIONS ======THE FEW THAT ARE LEFT ARE LOADED WITH CORPORATE BOND DEBT READY TO IMPLODE INTO BANKRUPTCY.
We know that repatriation doesn’t work
The US tried something similar in 2004 with a “repatriation holiday” that gave companies the option of bringing foreign profits back to the US at a discounted tax rate. The 2004 holiday was different from the repatriation included in the Republican tax bill in a number of respects. It offered an even lower rate, and it was optional, rather than mandatory.
But the core premise — of giving companies with profits parked overseas a big discount on their tax rate — is the same. And the track record of the 2004 holiday is not exactly encouraging.
The 2004 law was written to require companies to use the funds they brought back to finance research and development, wage increases, and other productive or socially valuable endeavors. “The funds had to be used for ‘permitted investments,’ which included hiring US workers, US investment, research and development, and certain acquisitions,” the economists Dhammika Dharmapala, Fritz Foley, and Kristin Forbes explained in a paper evaluating the law's impact. “Certain uses, such as executive compensation, dividends, and stock redemptions, would disqualify repatriations from the holiday.”
The problem is that money is fungible. So if Apple had, for instance, already planned to hire 10,000 workers in the US at a total cost of $1 billion and spend $2 billion on R&D in the US in the year 2005, it could tell the government — accurately! — that it was repatriating $3 billion to hire and invest in the US. But that would free up $3 billion already in the budget for other purposes, including supposedly banned purposes like executive pay hikes, higher dividends, and stock buybacks.
And indeed, that’s the kind of thing that happened for the most part. “A $1 increase in repatriations was associated with an increase of almost $1 in payouts to shareholders,” Dharmapala, Foley, and Forbes conclude. Other analyses, like this one by Harvard Law School’s Thomas Brennan, are more optimistic, but even Brennan concludes that the largest corporations only used 12 percent of the money they brought back on research and development or new investment. The rest went to buying up other companies and reducing debt (both allowed under the law) and paying back shareholders through stock buybacks and dividends (not allowed).
However you look at it, a quite small share of the money went to hiring new people or making new investments or conducting new research.
And this is intuitive if you think about it for a second. If Apple sees a profitable research or investment opportunity in the US in 2017, it’s not going to think to itself, “Let’s not do that thing that makes us money, because all our cash is stored overseas.” Apple will just borrow money at today’s rock-bottom interest rates and fund the investment that way. It’s a little weird for a company with $261 billion in cash, most of it overseas or otherwise tax-sheltered, to borrow money, but with its three-year interest rates at only 1.8 percent, borrowing is only slightly more costly than using money it already has in the bank.
So it’s not really a surprise that study after study, from the Congressional Research Service and the Senate Government Affairs Committee, has found the 2004 repatriation holiday was a bust.
Look for a LOT of FAKE DATA pretending this repatriation helped anyone but top tier global corporate executives.
'but even Brennan concludes that the largest corporations only used 12 percent of the money they brought back on research and development or new investment'.
One-Time Bonuses and Perks Muscle Out Pay Raises for Workers
By PATRICIA COHENMAY 25, 2015
Yacht-size bonuses for Wall Street big shots and employee-of-the-month plaques for supermarket standouts are nothing new, but companies’ continued efforts to keep costs down have pushed employers to increasingly turn to one-off bonuses and nonmonetary rewards at the expense of annual pay raises.
“There is a quiet revolution in compensation,” said Ken Abosch, a partner at Aon Hewitt, a global human resources company. “There are not many things in the world of compensation that are all that radical, but this is a drastic shift.”
According to Aon Hewitt’s annual survey on salaried employees’ compensation, the share of payroll budgets devoted to straight salary increases sank to a low of 1.8 percent in the depths of the recession. It dropped to 4.3 percent in 2001, from a high of 10 percent in 1981. It has rebounded modestly since the recession, but still only rose to 2.9 percent in 2014, the survey of 1,064 organizations found. (These figures are not adjusted for inflation.)
Aon Hewitt did not even start tracking short-term rewards and bonuses — known as variable compensation — until 1988, when they accounted for an average of 3.9 percent of payrolls. Ten years later, that share had more than doubled to 8 percent. Last year, it hit a record 12.7 percent.
Of course, companies have long rewarded top executives and rainmakers with bountiful bonuses — and that continues to be true — but compensation experts say the prevalence and types of one-time rewards and perks have spread further down the ranks than ever before. Although pay-for-performance rewards for top achievers and signing bonuses to attract talent account for most of the one-shots, they also include companywide amenities and targeted perks, like lunches out with the boss or Visa gift cards.
“It affects the C.E.O. all the way down to the guy who sweeps the factory floor,” Mr. Abosch said. Ninety-one percent of the companies surveyed have at least one broad-based reward program, up from 78 percent in 2005 and 47 percent in 1991.
Perhaps more surprisingly, the trend now extends to sectors like higher education and agriculture, as well as to the government, which historically resist performance-based rewards because they often rely on subjective judgments.
With the economic recovery nearing its sixth anniversary, stubbornly sluggish wage growth has become a central issue, eroding people’s faith in the American dream, shaping the economic messages of potential presidential candidates and weighing on the Federal Reserve Bank’s decision of whether to raise interest rates from their near-zero levels.
Over the past 12 months, real average hourly earnings have increased by just 2.2 percent. Since 1979, most of the gains in pay have gone to those at the top of the salary pyramid while, except for brief periods in the 1980s and late 1990s, those in the middle and at the bottom have been losing ground.
Several developments help account for wage stagnation: the economy’s globalized and technological nature, which has placed more bargaining power in the hands of employers, and long periods of relatively high unemployment, compounded by waves of layoffs and excessive numbers of discouraged and underemployed workers, leaving some employees fearful to ask for more.
The shift in compensation that favors one-shot-only rewards over incremental increases in salary that compound over time also appears to be playing a significant role.
“This is something that has not gotten as much attention in conversation about flat wages,” said Linda Barrington, executive director of the Institute for Compensation Studies in the Industrial and Labor Relations School at Cornell University.
The shift to short-term rewards took off after the economy went into a nose-dive in 2001, she said.
“Then in the Great Recession, it really skyrocketed,” she said. “It’s really hard to cut wages and salaries, so the more compensation you can give in other forms, the more nimble you can be in a recession.”
Some experts expect the trend to continue even as the unemployment rate drops and the labor market tightens.
Employers like one-shots precisely because they are temporary. They save money over the long run because they don’t lock in raises, giving managers greater control over budgets, particularly during downturns.
“It’s so much easier to not give a bonus than to cut someone’s pay,” Ms. Barrington said.
At Squaremouth, a software company in St. Petersburg, Fla., most employees received an annual raise of 0.8 percent for 2015, just enough to match last year’s rise in consumer prices. But staff members have been treated to other sweeteners like new Apple Watches — preordered with choice of size and color — a $200 “beer” bonus, birthdays off and the installation of a “hangover couch” for midday snoozes.
Chris Harvey, the chief executive of Squaremouth, which produces a travel insurance website, said he took his cues from the tech industry, which pioneered creative incentives and amenities for workers like Ping-Pong tables and on-site dry cleaning. “We wanted to find innovative ways to keep people happy and keep people surprised,” Mr. Harvey said.
Alternative forms of compensation can be popular among workers, too. Some like the idea that good work is recognized and rewarded. But while across-the-board perks like free food or lunchtime yoga can make the workplace more pleasant, others support performance-based bonuses.
“I personally love suddenly finding an unexpectedly large sum added to a month’s pay,” said Michele Heisler, an associate professor of internal medicine at the University of Michigan, who can receive a yearly bonus based on quality-of-care ratings of her work as a physician at Veterans Affairs Ann Arbor Healthcare System. Such pay-for-performance policies are steadily becoming the norm among both private insurers and the government.
“It is like getting a surprise gift,” Ms. Heisler said. “It probably wouldn’t seem nearly as thrilling if it were just spread out across salary payments each month.”
While a few more dollars in each paycheck may lack that Christmas-morning feeling, a raise is the gift that keeps on giving. The benefits of wage increases are compounded each year, with every future raise building on the back of the one before it. In addition, salaries are the foundation of a range of other benefits, like Social Security and pensions.
Mr. Abosch says that the biggest bang for the buck comes when workers can see a direct return for specific efforts. In the days when bosses handed out holiday hams or turkeys, he said, “employees would walk to the top of the building and drop them off the side to show their displeasure.” Their message: cash preferred.
To Stephanie R. Thomas, a research associate at the Institute for Compensation Studies, says some industries and jobs are more suited than others to rewards. Merit bonuses (a sales commission, for example) work well when employees have direct control over their performance and results can be objectively measured, she said. But “it’s not right for all employees and all organizations,” Ms. Thomas said, referring to professions like teaching.
The big question now, said Kerry Chou, a compensation specialist at Worldatwork, a nonprofit membership organization of human resources professionals, is not so much whether variable compensation will continue, but whether wage gains are permanently stuck in a low gear.
“Are we just dealing with a cautionary economy where ultimately budgets get back to where they were before the recession, or do we have a new normal now?” Mr. Chou asked. “The jury is still out.”
What PERFORMANCE BONUSES did as the last article states is use VERY SUBJECTIVE goals to create a VARIABLE COMPENSATION killing what was uniform wages for all employees. We see here in Baltimore how these policies are aimed at killing higher wage earning workers with new workers at lower pay scale having learned to be used to these variable wages.
'is not so much whether variable compensation will continue, but whether wage gains are permanently stuck in a low gear'.
Of course those bonuses are going to disappear but for the next decade or two it will be used to fuel those patronage 5% players while US FOREIGN ECONOMIC ZONE GLOBAL CORPORATE CAMPUS AND GLOBAL FACTORY BUILDING occurs if we keep MOVING FORWARD.
Reducing pension benefits----which we shout 99% of WE THE PEOPLE will not receive anyway-----but it is the VARIABILITY factor in compensation that US wage laws for last century standardized just so CRONYISM---NEPOTISM did not have one employee earning more simply because of connections.
Careers & Workplace
Why 'You're Getting a Bonus' Is Actually Horrible News
Joel Sartore—Getty Images/National Geographic RF
By Martha C. White October 16, 2014
So your boss just said, instead of a raise this year, you’ll be eligible for a bonus. Great, right?
Not so fast. Companies today are increasingly turning to bonuses instead of raises, and while it might seem like pretty much the same thing, there are some big potential drawbacks for workers.
According to HR consulting firm Aon Hewitt’s annual Salary Increase Survey, more than 90% of companies now have what’s called, in HR jargon, “variable pay,” a category that can include signing bonuses, awards for individual or team performance, profit-sharing and the like. Nearly 13% of companies’ payroll budget, on average, is going to variable pay this year. This is a significant increase from Aon Hewitt’s pre-recession data and the trend is expected not only to continue, but to grow larger.
In the meantime, companies are still doling out raises with a relative eyedropper; last year, the average was below three percent for white-collar professional workers — a little better than the puny 1.8% it hit in 2009, but not by much.
“Based on historical trends and based on the indicators that we see — both economic and HR indicators — we think the level of spending on salaries will continue to be flat for the foreseeable future, and the level of spending on variable pay will continue to rise,” says Ken Abosch, compensation, strategy and market development leader at Aon Hewitt.
While bonuses have always been a part of the pay structure for certain jobs, like those in sales, Abosch says this trend is across the board. “We’re seeing it in pretty much every sector, including higher education and not-for-profits,” he says. So if you haven’t had your raise replaced with a bonus yet, that could be coming.
For businesses, there are a few advantages to giving bonuses instead of raises in today’s lackluster recovery. The biggest is that it’s not a permanent commitment. They dole out the money once, and they only have to repeat it if certain performance benchmarks — benchmarks which can and do change regularly — are met. Since bonuses and similar performance incentives are often viewed by workers as a sort of add-on perk, they can also be used as a “carrot” to motivate workers, and they can give workers a perception that they’re more in control of how much they earn.
That perception isn’t really based in reality, though: Performance metrics often include company-wide targets. You might be the best help-desk associate or accountant in the building, but if somebody in the corner office makes a bad decision, the company’s bottom line could tank and you can kiss that bonus goodbye.
That’s only one of the problems that switching raises with bonuses has for workers. “It impacts pensions and retirements,” Abosch says. Certain benefits calculations are based on your salary, so even if you’re getting the money in the form of a bonus, it’s not counting towards these important ancillary calculations. And if you lose that job, your unemployment benefits are calculated based on — you guessed it — your salary.
That’s not all. If you’re looking to take out a mortgage, buy a car or obtain any other kind of financing, the lender is going to look at how much you make. Depending on their underwriting practices, bonuses may or may not get the same weight as a fixed salary. The result? You could wind up paying higher interest on your loan, or even be denied outright.
When we read that Foreign Economic Zones overseas are GETTING THEIR ACT TOGETHER with slave wages and horrible worker dormitories being made to look like US student dorm rooms-----THAT IS A GREAT BIG LIE. As we showed yesterday with STOCK OPTIONS AS WAGES-----so too are they posting workers receiving these ANNUAL BONUSES when these workers do NOT receive these bonuses. We are being made to think global labor pool conditions are getting better to fool US workers into feeling MOVING FORWARD US CITIES DEEMED FOREIGN ECONOMIC ZONES won't be so bad.
When we look at social media we see the usual global 1% ----those 5% players black, white, and brown citizens READY TO BRING MADE IN CHINA TO US -----and call it MADE IN US.
We see AL SHARPTON---that global banking 5 % freemason player galore always wearing that NIKE HAT----NIKE LOGO everywhere. Who is NIKE? Michael Jordan-----what is NIKE? One of the world's worst global sweat shop factories. So, yes, our few US citizens temporarily allowed to become MERELY RICH----are those FLAT EARTH BRING ON US FOREIGN ECONOMIC ZONES complete with all those third world enslaving conditions---living, working, eating industrial food----working for only and BED AND A MEAL.
AL SHARPTON AS CLINTON/BUSH/OBAMA SAYS HE'S READY TO BE THAT GLOBAL LABOR POOL BROKER-----
'where workers get paid $6 a day'.
We are sure all those 5% black, white, and brown player PEEPS will be in those US FOREIGN ECONOMIC ZONE global factories receiving $3-6 a day.
Beyonce's fashion line fights sweatshops accusations
by Ivana Kottasova @ivanakottasova May 17, 2016: 11:41 AM ET
Beyonce's fashion line Ivy Park is fighting back over reports its clothes are produced in sweatshop-like conditions.
A report in a British newspaper has claimed the athletic wear is made in factories in Sri Lanka, where workers get paid $6 a day.
The article in The Sun on Sunday was based on interviews with the factory workers. It painted a grim image of the poor conditions the laborers have to endure, including cramped living quarters, low salary, and no sick pay.
Ivy Park said in a statement emailed to CNNMoney that it has a "rigorous ethical trading program."
"We are proud of our sustained efforts in terms of factory inspections and audits, and our teams worldwide work very closely with our suppliers and their factories to ensure compliance," the brand said.
"We expect our suppliers to meet our code of conduct and we support them in achieving these requirements," the statement added.
The company did not respond to requests for details about its code of conduct and did not address the specific allegations made in the report.
Here is BEYONCE'S business partner ---SIR WILLIAM GREEN--------doing just as we stated------these global corporations crashing and burning as temporary businesses deliberately shaking all employees of any wealth assets they can accumulate.
These are the GLOBAL BANKING 1% STARS temporarily made MERELY RICH in order to sell to 99% of US citizens you can win if you are that 5% freemason/Greek player. PENSIONERS LOSE OUT -----ROMNEY'S CORPORATE RAIDING morphs to global business even worse ---if that is possible.
All of this is these few decades of DEREGULATION OF LABOR LAWS ----this being WAGE UNIFORMITY LAWS. We always discuss TAX UNIFORMITY as critical to US free market and labor rights for 99% of WE THE PEOPLE----here is our wage uniformity laws being attacked.
Topshop billionaire vs. 20,000 pensioners
by Alanna Petroff @AlannaPetroff April 26, 2016: 1:32 PM ET
Retail billionaire Sir Philip Green is feeling the heat in the U.K.The Topshop entrepreneur is the former owner of department store BHS, which stumbled into bankruptcy this week, putting 10,000 jobs at risk and leaving about 20,000 retirees and employees facing losses on their pensions.
Now Green, who sold BHS just over a year ago, is facing calls to use his fortune to help guarantee the pensions. He and his wife are reportedly worth about $6 billion.
BHS pension funds don't have enough cash to pay members what they're owed in retirement. And the company can't meet the £571 million ($833 million) pension deficit.
As a result, the U.K. Pension Protection Fund -- which acts like an insurance policy for pension programs -- has stepped in to handle payments. But this means BHS staff and former employees who have yet to start receiving their pensions will only get 90% of what they were promised.
Current retirees will also get less in future years as annual increases are capped.
British lawmakers are furious, and have accused Green of leaving his former employees in the lurch. They've launched an inquiry, worried that other people contributing to company pensions will have to pay an even greater premium to the Pension Protection Fund to support BHS pensioners.
"It appears that [he] has extracted hundreds of millions of pounds from the business and walked away," said MP Angela Eagle in a parliamentary debate Monday. Fellow lawmaker Richard Fuller called Green's actions the "unacceptable face of capitalism."
Green did not respond to CNNMoney's requests for comment.
Officials are also looking into what went wrong. The U.K. Pensions Regulator has launched an investigation into whether Green, and the investors who took BHS off his hands, deliberately avoided paying enough funds into the pension plans.
If the regulator finds wrongdoing, it could force Green and the most recent BHS owners to pay up.
Green owned BHS for 15 years and oversaw years of deep losses at the company. He then sold it last year to a firm called Retail Acquisitions, reportedly for £1.
While global banking 1% CLINTON/OBAMA tout recent MINIMUM WAGE increases in US cities deemed Foreign Economic Zones as a WIN FOR US WORKERS----most of national media tied to claims of higher wages are tied to these BONUSES AND STOCK OPTIONS. Remember, these are considered WAGES----so if wages are growing faster in the aggregate-----it mostly means these TEMPORARY BONES-----that will be disappearing very quickly as too those FAKE MINIMUM WAGE INCREASES.
“Wages are growing faster in the aggregate than you think,” says Mary Daly, director of research at the San Francisco Federal Reserve Bank.
Here is OLD WORLD MERCHANTS OF VENICE GLOBAL 1% FREEMASON CHRISTIAN SCIENCE MONITOR-----selling the idea that things are getting better for US workers knowing the goals are bringing US workers down to third world Asian sweatshop levels.
Who wrote the public policy tying US workers to PENSIONS? THE US FED. What is killing US workers' ability to fight MOVING FORWARD? People not wanting to lose their pensions. Who pushed pensions as good for workers? INTERNATIONAL LABOR UNIONS-----Who is pretending all this FAKE WAGE policy is really helping US workers?
5% to the 1% FAKE LABOR LEADER----TRUMKA.
“Wages are growing faster in the aggregate than you think,” says Mary Daly, director of research at the San Francisco Federal Reserve Bank.
All of this is designed to keep 99% of WE THE PEOPLE black, white, and brown from fighting for our American quality of life ----always a carrot to make us think things will get better and not the reality of how bad MOVING FORWARD will become.
US wages are rising, maybe faster than you thinkProgress watch
Median weekly earnings jumped 4.2 percent in the past 12 months, the fastest gain since 2007. And demographic trends suggest the economy’s ‘slice of pie’ for workers could keep growing.August 30, 2017 --Here’s a Labor Day quiz: Whose pay rose at the fastest rate in the past year – lawyers or truckers? PhDs or workers who didn’t graduate from high school? The top 10 percent of earners or the bottom 10 percent?
If you opted for the answers that may seem surprising – the second ones in each of those pairings – then congratulations! You’re especially attuned to a recent turn in the US economy. In percentage terms, the workers in category "b" outdid those in category "a" in the past 12 months. It’s a sign that after eight years of an unusually sluggish recovery, continued growth and very low unemployment are beginning to deliver pay gains across the board.
This turnaround does not make up for the years in which better skilled, higher educated, and wealthier workers enjoyed most of the gains after the Great Recession. And it’s far too recent to have done much to alleviate the growing inequality between the rich and the poor. Nevertheless, it does suggest that the current expansion is finally buoying the incomes of a broad swath of working Americans, from waitresses to union members.
“Wages are growing faster in the aggregate than you think,” says Mary Daly, director of research at the San Francisco Federal Reserve Bank.
“Unions have had a good year,” Richard Trumka, head of the AFL-CIO labor federation, told reporters at a breakfast hosted by The Christian Science Monitor on Wednesday. “We raised wages for our members higher than we have for a while.”
Signs of stronger wage growth are popping up everywhere. This month, Elise Gould of the union-backed Economic Policy Institute found that average wages for workers without a high school diploma grew 1.9 percent in the 12 months ending in June; for PhDs, they grew only 0.3 percent. Ditto for those at the bottom 10 percent of the income ladder: 5 percent wage growth, versus 2.9 percent for those at the top 10 percent.
Similarly, truckers saw the biggest pay raises – 5.7 percent – in the past year ending in August, in a report from the job website Glassdoor this week. And it wasn’t just truckers. Among the top 10 with the biggest pay increases: baristas (also up 5.7 percent), bank tellers (4.9 percent), cooks (4.7 percent), and cashiers (3.7 percent).
The biggest losers? Lawyers, whose average pay was $92,000, saw a 3 percent decline, because too many law school graduates were chasing too few jobs.
The legal profession is an exception in today’s labor market. In most job categories, there’s a shortage of workers, which is driving up wages. Seven in 10 construction companies report they’re having trouble finding craft workers, especially carpenters, bricklayers, electricians, concrete workers, and plumbers, according to a survey released Tuesday by the Associated General Contractors of America. As a result, half of the firms have increased base pay for workers; 20 percent have boosted employee benefits.
When Missouri’s conservative legislature voted earlier this year to overrule cities that had passed their own minimum wage laws, more than 100 St. Louis companies vowed to keep paying the city’s $10 an hour minimum wage, instead of rolling back to the state’s $7.70 per hour minimum.
While the role of minimum wage laws in raising pay is open to debate – one recent study of Seattle’s minimum-wage hikes found they pushed workers’ earnings down because employers cut workers’ hours – most everyone agrees that the economy’s long expansion is finally forcing employers to pay more to attract workers.
Median weekly earnings rose 4.2 percent over the 12 months ending in July, the fastest rise since the prerecession peak of 2007, according to the US Bureau of Labor Statistics. And the actual picture may be even better than that, argues Ms. Daly of the San Francisco Federal Reserve Bank.
That’s because two factors are dragging down the reported averages, according to her research. First, the strong economy is luring back lower-skilled people who were sidelined by the Great Recession. But they’re often entering jobs that pay low wages, which pulls down the average.
It’s a kind of happy paradox: The stronger the economy, the more it pulls in workers who lower the overall wage.
The second factor is what Daly calls the “silver tsunami” – the surge in baby boomer retirement. As this huge cohort of highly paid workers get replaced by lesser-paid Millennials, the average gets pulled down. But from the individual worker’s perspective, pay is typically going up. The growth rate for full-time workers who didn’t get laid off is already back to 2007 levels, she points out.
There are some troubling signs. Workers at the low end of the wage spectrum are only now beginning to recover from the Great Recession. So it will take some time for them to reap the benefits of the recovery.
“There is some improvement,” says Mr. Trumka, the labor leader. “But wages have lagged so far behind over 40 years, it's going to take a lot more than a year or two to get them back to where they need to be.”
‘The new normal will be tight labor market’Another problem is that the more employers raise wages, the more it cuts into company profits. The only time that doesn’t happen is when their workers become more productive. And growth in labor productivity has been especially sluggish in this recovery. The last seven years have seen the weakest growth of any seven-year period on record, points out Gad Levanon, chief economist for North America at The Conference Board, in a recent analysis.
Lower corporate profits can rattle Wall Street. Higher labor costs without productivity growth can lead to inflation, which often precedes a recession. But those dangers do not appear immediate, according to Mr. Levanon. Corporate profits, while declining, are still above average.
“We are already in a tight labor market, and in the next 15 years baby boomers will continue to retire in large numbers,” he writes. “The new normal will be tight labor market. Workers are likely to get a bigger slice of the pie.”
Here is YAHOO FAKE NEWS CNN-------telling US WE THE PEOPLE we are back to full employment with growing wages and YELLOW BRICK ROADS ahead.
"Wages have been the puzzling part of the story. Wage growth has not picked up," said Williams. Typically when the economy is at full employment, wages grow about 3% to 3.5% a year. Right now, wages are only growing 2.5%'.
Why is the US FED pretending wages are growing -----employment is FULL when 99% of WE THE PEOPLE know all that is not true? The US FED has ARTIFICIALLY MANIPULATED inflation and interest rates these few decades. US RULE OF LAW requires this private corporation to work in 99% of citizens' interest by making economic policy that does just what today's US FED is claiming..........keeping US economy a full employment, wages allowing consumer spending.
This is why with all the DEREGULATION OF WAGES ----of all the TEMPORARY rotation of part-time, temporary workers making hiring look strong when people are simply being laid off and moved to the next temporary job=====AND our volunteer workers/continuous JOB TRAINING 'STUDENTS' are counted as EMPLOYED. As well, global labor pool 99% are counted in FULLY EMPLOYED----while not counted as FIRED AND UNEMPLOYED.
US RULE OF LAW would not allow the US FED to manipulate inflation and interest rate if it harmed US employment and consumption.
THE US FED MUST RAISE FED INTEREST RATE BECAUSE THAT US TREASURY AND STATE MUNICIPAL BOND FRAUD IS READY TO BURST THE BOND BUBBLE.
This is why national media, the US FED, and our global Wall Street 'ALT RIGHT ALT LEFT FAKE 5% LABOR AND JUSTICE PLAYERS pretend something good is happening with US workplace wages and employment.
So, yes the US FED MUST raise its interest rates because the US Treasury and corporate bond market is so fraudulently LEVERAGED it is ready to collapse........................to do this global banking 1% must PRETEND US employment and consumption is strong
'Fed, Perplexed by Low Inflation, Is Still Ready to Raise Rates -...
Dec 5, 2017 ... The Federal Reserve is poised to raise its benchmark interest rate next week, at its final meeting of the year, as the economy continues to gain strength ... Robert S. Kaplan, president of the Federal Reserve Bank of Dallas: Whether we're at full employment, we'll know in hindsight, but I believe we're going to ... '
The U.S. is 'basically at full employment'
by Heather Long @byHeatherLong May 23, 2016: 1:31 PM ET
160,000 jobs added in April
America's job crisis is over, says one of the nation's top economists."We're basically at full employment," said San Francisco Federal Reserve President John Williams on Monday. "That's very good news."
Williams believes the U.S. economy is "back on track," and the Fed deserves a lot of the credit for the dramatic turnaround. (President Obama too has been trying to take a "victory lap" on the economy).
Unlike presidential candidates Donald Trump and Bernie Sanders, Williams sees a lot to be happy about. He points to "good" growth of about 2% a year, and an unemployment rate that went from 10% at the worst of the Great Recession back down to just 5% now.
America has been adding roughly 200,000 new jobs a month for about two years. It's a rapid pace of job growth not seen since the boom days of the late 1990s. The hiring is so strong that even some people who had given up looking for work have jumpstarted their search again.
American voters worry about economy
So why are American voters so gloomy about the U.S. economy? It's by far the top issue on the campaign trail. Not only are voters worried about the situation right now, but over half believe the next generation will be worse off financially.
Williams says he understands the frustration on Main Street.
"The fact that income inequality is rising is real," he says, but he doesn't think the Fed can do much more about that. It's a problem Congress and the White House are better positioned to handle.
The other key issue is that middle class American salaries aren't growing much.
"Wages have been the puzzling part of the story. Wage growth has not picked up," said Williams. Typically when the economy is at full employment, wages grow about 3% to 3.5% a year. Right now, wages are only growing 2.5%.
Americans are likely to get a raise soon, predicts Williams, but he acknowledges there are lingering problems. An alarming number of Americans also work part-time jobs but they want full-time work. Those part-time jobs typically come with lower wages and few, if any, benefits.
June rate hike very real possibility
With the economy making good progress, there's about a 50% chance the Fed will raise rates in June. In his comments Monday at the Council of Foreign Relations in New York, Williams stressed that a June rate hike is a real possibility. He said two or three rate increases in 2016 is "still about right."
Williams isn't currently a member of the Fed committee that gets to set interest rates, so he won't be voting at the next meeting in June.
The Fed has two goals: to get the economy to full employment and to hold inflation steady around 2%. Williams believes the Fed has done its job on employment and that inflation will get back to target in the next year or two.
Williams noted that the Brexit vote in the U.K. on June 23 -- a mere 8 days after the Fed's June meeting -- is a concern, but the probability of the U.K. leaving Europe would have to get higher to really rattle markets.
If other US cities deemed Foreign Economic Zone have hyper-continuous job training and community college that is simply APPRENTICESHIP K-CAREER----then all US 99% citizens will APPEAR to constantly be EMPLOYED-----because job training and being a student removes that citizen from the stat of being UNEMPLOYED. This is the only reason US employment stats have shown employment in US rising.
If we continue with RACE TO THE TOP apprenticeship PRE-K TO CAREER ending high school and making it 4 year job training 'college'------then we have a continuous FULLY EMPLOYED WORKER POLICY even when these workers are receiving nothing as money/wages/cash.
THIS IS THE GOAL OF MOVING FORWARD US CITIES AS FOREIGN ECONOMIC ZONES----AND BALTIMORE IS LEADING THE PACK.
AND our 5% to the 1% global Wall Street Baltimore Development 'labor and justice' organizations are getting what used to be real Federal funding for public K-university as continuous job training apprenticeship patronage-----temporarily. A tremendous amount of our hundreds of billions in Federal public education tied to CONTINUOUS JOB TRAINING.
Employee Training: Paid or Unpaid?
By Epstein Becker & Green, P.C. on January 7, 2014
Posted in Off the Clock
Virtually all employers are aware that, pursuant to the Fair Labor Standards Act (“FLSA”), they are required to compensate employees for all hours worked.
What is not as clear, however, is whether the time an employee spends at training programs, lectures, meetings, and other similar activities should be considered hours worked. As a result, clients often ask whether they are required to compensate employees for time spent in such training activities.
The short answer to this question is that an employee’s time spent in training sessions should be considered compensable “working time” unless the following four factors are met:
Attendance is outside of the employee’s regular working hours;
Attendance is voluntary;
The training is not directly related to the employee’s job; and
The employee does not perform any productive work during the training.
This “four-factor test,” however, is not as straightforward as it may seem. Indeed, as demonstrated by the below “Common Employer Inquiries and Responses,” these factors contain many nuances that may make it difficult for an employer to easily determine whether training time should be compensable.
Common Employer Inquiries and Responses
i. How should an employer determine whether attendance at a training session is outside “regular working hours?”
By default, some employers interpret the term “regular working hours” to mean the, standard hours of 9:00 a.m. to 5:00 p.m. As a result, these employers automatically compensate all employees for any training that takes place during these hours, even for those who do not work this standard schedule. Such an interpretation, however, may result in significant overpayments to your employees.
The term “regular working hours” refers to the particular shift worked by an individual employee.
Thus, if an employee regularly works a shift from 2:00 p.m. to 10:00 p.m., an employer would not be required to compensate her for attending a training session from 9:00 a.m. to 11:00 a.m. (assuming all three other factors were satisfied), since the training session would be outside of her specific regular working hours.
ii. How can an employer ensure that attendance will be considered “voluntary”?
The Department of Labor (“DOL”) classifies training as “voluntary” if (1) the employer does not require the employee to attend the training; and (2) the employee is not led to believe that her employment would be adversely affected if she does not attend the training. If an employer takes an adverse action against the employee as a result of her failure to attend the training, attendance clearly is not voluntary and the employee must be compensated.
Therefore, an employer should explicitly convey to its employees that any unpaid training is not required and ensure that its supervisors and managers do not give any indication that non-attendance will result in an adverse employment action against the non-attending employee.
iii. When is a training considered “directly related to” an employee’s job?
Of all the factors set forth in the four-factor test, the question of whether training is directly related to an employee’s job generates the most employer uncertainty.
In short, training is directly related to an employee’s job if it is designed to make her more effective in her position or to teach her something new she needs to know to perform her current job duties.
Conversely, training is not directly related to an employee’s job when its primary focus is to prepare an employee for advancement or train her for another position, even if it results in incidental improvement to an employee’s ability to perform her regular duties. Furthermore, training is not considered to be directly related to an employee’s job when an employer’s non-mandatory training program is of general applicability and corresponds to courses offered by independent, bona fide institutions of learning.
Questions from employers often arise as to whether non-mandatory training offered by the employer to facilitate attainment or renewal of a license, permit or certification is directly related to an employee’s job.
For example, a furniture distributor may offer non-mandatory training sessions to its delivery drivers so that they can obtain their required commercial driver’s license. Although the training would arguably make an employee more effective in her position as a driver, the program is of general applicability and corresponds to courses offered by other entities in accordance with the requirements of the state licensing division. Moreover, while the employee’s receipt of the license is mandatory, the employer’s training program is non-mandatory, as it is simply one means of achieving the required documentation.
Consequently, as long as the training offered by the employer corresponds to the requirements outlined by the state licensing division, an employee’s attendance at the employer-sponsored program would not be compensable.
iv. What type of work performed during training constitutes “productive work”?
The DOL defines “productive work” as any work that an employer is able to use for business purposes.
Therefore, so long as an employer does not permit an employee to actually perform work that could benefit it during the training session (as opposed to simply learning to perform such work), an employee would not be considered to have performed productive work during the training.
Although the FLSA creates a presumption in favor of compensation for training sessions, there are many instances in which an employer is not required to pay employees for such time. As a result, employers should consistently evaluate their policies and practices regarding their training sessions to ensure they are not compensating employees for time when there is no obligation to do so.
'Another very important role of the medieval guilds – either merchant or craftsmen – was the enforcement of monopolies'.
We want to be sure 99% of WE THE PEOPLE black, white, and brown citizens know to where MOVING FORWARD is going-----and our US labor union FAKE 5% LEADERS are morphing to these MEDIEVAL LABOR STRUCTURES as silently as any global banking 1% SECRET SOCIETY----Medieval trade guilds were always a hierarchy of global 1% MERCHANT heading a guild assigning a MASTER almost always that 2% family member-----and as we see below all 99% of citizens trying to get their child into a trade guild would pay all kinds of money to apprentice that child----9 years old or much younger.
Obama and Clinton neo-liberals under RACE TO THE TOP and higher education privatization dismantled our strong Federal public K-university funding to create this kind of pre-K to career apprenticeship where workers do indeed live, eat, are schooled on global corporate campuses and our US labor unions morphing into OLD WORLD MERCHANTS OF VENICE GLOBAL 1% TRADE GUILDS-----there were no WINNERS in the 99% under these workplace conditions. Keep in mind SMART CITIES MOVING FORWARD will even eliminate most of these trades and the BEST OF THE BEST IN THE WORLD global labor pool 99% will be those fighting to be in US Foreign Economic Zone trade guilds.......
ONCE THE STRONGEST PUBLIC EDUCATION I AM MAN FREEDOM, LIBERTY, JUSTICE, PURSUIT OF HAPPINESS IN WORLD HISTORY.
This is why our US labor unions did not fight US anti-trust monopolies soaring during Clinton 1990s-----this medieval system is nothing BUT GLOBAL CORPORATE AND TRADE GUILD MONOPOLY.
What we are seeing here in Baltimore is a system of 5% freemason/Greeks being a transitory labor broker---------of course this is only TEMPORARY
'Contrary to legends, most medieval guilds had no Grandmaster, nor an inner circle (see Freemasons)'.
Medieval Guilds and Craftsmen
by Dimitris Romeo Havlidis | Feb 9, 2017 |
From manorialism to medieval guilds, traders and cities
Manorialism, amongst other things, was the result of the inability of high lords (like kings and dukes) to directly control their holdings. The agrarian manorialism system was an effective way to manage the land and its people by creating self-sufficient units (manors) controlled by one person (the Lord of the Manor), who would have a direct relationship with his lord (Knight, Baron, Earl, Duke etc). However, as the world emerged slowly from the dark ages and trade became once again a major economic force, towns were chartered as locations where people could exchange goods. Due to this influx of raw materials from the manors and all over the world, towns became manufacturing centres which all kinds of artisans and craftsmen called home. These skilled men came together and formed associations to protect their trade and their rights, and thus, medieval guilds enter the stage.
Merchant and craftsmen guilds
Merchant guilds were organizations of merchants. They were involved in long-distance commerce and local wholesale trade; they may also have been retail sellers of commodities in their home cities where they possessed rights to set up shop. The largest and most influential merchant guilds participated in international commerce and politics, and established colonies in foreign cities. In many cases, they evolved into, or became inextricably intertwined with, the governments of their home towns.
Craft guilds were organized for particular trades. Members of these guilds typically owned and operated small businesses or family workshops within the city. Craft guilds operated in many sectors of the economy. Guilds of victuallers bought agricultural commodities, converted them to consumables, and sold finished foodstuffs; examples include bakers, brewers, and butchers. Guilds of manufacturers made durable goods and, when profitable, exported them from their towns to consumers in distant markets; examples include makers of textiles, military equipment, and metal ware. Guilds of a third type sold skills and services; examples include clerks, teamsters, and entertainers.
The role of medieval guilds
Medieval guilds were established in order to make sure that the rights of the craftsmen they represented were protected. They did that by organising their members and representing them as a group, both in matters regarding the city’s administration and in their relations with other guilds and merchants. In addition, guilds set rules with regard to working hours, wages and working conditions, which their members were supposed to abide by.
Another very important role of the medieval guilds – either merchant or craftsmen – was the enforcement of monopolies. Guilds allowed only their members the right to exercise a craft within the confines of a city. Anyone who wished to practice the craft had to be vetted and accepted into the guild before doing so. This ensured that the quality of work was regulated, but also that competition was kept in check. Medieval guilds were also responsible for any legal disputes between their members, and it was quite common for guild meetings to also have legal proceedings in their agenda.
Finally, in some cases, medieval guilds operated as the middleman when large contracts were placed by the city, or when competitions for a contract were announced by a king or noble. Contract competitions became more common with the rise of organised armies and militia, and particularly during times of conflict. A good example of this would have been the weavers or blacksmith’s guilds of a city receiving a contract to product several thousand pieces of clothing or armour to equip a regiment of an army.
Medieval guilds education and ranks
In our previous article regarding medieval education in Europe, we mentioned that guilds played an important role in the education of craftsmen. As grammar schools and, later, universities provided education for the elite of the medieval world, guilds were the driving force behind the education of the rising city-dwelling middle class.
Cities were inhabited by men free of feudal responsibilities (freemen) which meant that, for the first time, common men had the opportunity through their own faculties to be in control of their own fates and the fate of their children. If a family had enough money, they were able to ask a master craftsman to take on their child as an apprentice. The family would have to pay the master enough money to house, feed and clothe the child for 9 years. During these nine years, the child would do the master’s bidding and shadow him in his workshop, slowly learning about the craft. Apprentices had no easy life and in most cases had to do the most mind-numbing and filthy work – only those truly committed would manage to accumulate enough knowledge to reach the next rank of the guild and become Journeymen.
After several years of being an apprentice (and eating, in most cases, the scraps off the table,) the master of the workshop would anoint the pupil as a Journeyman of the guild. At this point, he officially became a member of the guild and he would have had limited access to the guilds resources and – most importantly – a fair wage. As a journeyman, he would continue working under his previous master. or any other master of his trade. During this time, if he so wished, he could begin work on his masterpiece. A masterpiece is an item of exquisite craftsmanship, detail and artistry, or a major innovation in the field of his craft. Once a journeyman had completed a masterpiece, he could submit it to the guild for approval. If he was successful, the Journeyman would then receive the rank of Master.
As a Master of the guild, the craftsman was now a fully fledged member. He enjoyed the benefits and, of course, he then held the right to found his own workshop, taking on his own apprentices. Very rarely, two masters would continue working together, forming a partnership. This kind of practice gave rise to the later corporations. Very commonly, children (natural or adopted) would follow their fathers, first apprenticing under them and then later working on alongside them. These kinds of family businesses are encountered nowadays as well, and are commonly seen in names like “John Cobbler & Sons”. In fact, this strong hereditary tradition and such monopolies would have a very important role in the dissolution of guilds in the 18th century.
Contrary to legends, most medieval guilds had no Grandmaster, nor an inner circle (see Freemasons). Most guilds worked in a very democratic way, with each full member holding equal vote to decisions. More formalised hierarchies began to make their appearance in guilds only much later on, when guilds became larger organizations which spanned many cities and formed complex networks.
Fees and benefits“The term guild probably derives from the Anglo-Saxon root ‘geld’ which meant ‘to pay, contribute.’ The noun form of ‘geld’ meant an association of persons contributing money for some common purpose. The root also meant ‘to sacrifice, worship.’ The dual definitions probably reflected guilds’ origins as both secular and religious organizations.”
– Gary Richardson, University of California, Irvine
Guilds played a very important role in the city’s politics. It is very common to see Merchant Guilds take the role of founders, mayors and exchequers for cities. Each guild member was obligated to pay a fee in support of the guild’s agenda, members and maintenance. In return, the guild used this money to issue loans to its members, take care of the families of sick or deceased members, and maintain their assets.
Not every guild had a guild house, but those which did used it as a place for their members to discuss issues, and also to sell and exhibit their goods. In the case of merchant guilds or bigger, multi-city-spanning medieval guilds, it was not uncommon for the guild houses to also have lodgings for travelling members.
Most City Charters required that guilds contributed to the city in a meaningful way. These contributions could have been, for example, the construction or furnishing of public buildings, public works, the maintenance of almshouses or the organisation of public events. Remnants of these kind of contributions can still be found across cities in Europe.
Here is just such a job training structure heading towards being that MEDIEVAL TRADE GUILD===Obama and Clinton neo-liberals killed all those Federal student loan structures once allowing all families and their children to simply request that Federal student loan and go to any 4 year public university for $10,000 including room and board with graduates finding good paying jobs shortly after graduating----that was last century's left social progressive LOCKE PUBLIC EDUCATION.
What we see here is simply a STAGE of breaking down our US labor union structures always sold as working for our US workers benefit-----morphing to being partners of global 1% corporations----THOSE OLD WORLD MERCHANTS OF VENICE ------with a goal of becoming those TRADE GUILDS.
So, US employment stats have always considered STUDENTS as employed-------just as apprenticeship pre-K to career will make it look as though all US citizens are employed---until SMART CITIES eliminates most trades and 99% WE THE PEOPLE are ignored in both education and employment.
Our global 1% Baltimore Development 'labor and justice' organizations FAKE 5% ALT RIGHT ALT LEFT POL AND PLAYERS know these are the goals of MOVING FORWARD. No wage or money for US workers.
SEIU is SERVICE EMPLOYEES UNION INTERNATIONAL JUST AS AFL-CIO KNOWS
'The effort is backed by $70,000 in grant funding, including $50,000 from the Maryland Department of Labor's Apprenticeship Innovation Fund and another $20,000 from the Health Career Advancement Program, a national labor organization'.
UNITED NATIONS INTERNATIONAL LABOR ORGANIZATION STANDARDS FOR ALL FOREIGN ECONOMIC ZONES TAKING US TO THIRD WORLD LABOR STRUCTURES
'The Healthcare Career Advancement Program (H-CAP) is a national labor/management organization that promotes innovation and quality in healthcare career education. Its board includes Service Employees International Union (SEIU) locals and healthcare employers across all sectors of healthcare'.
Labor union, UMMC Midtown launch hospital apprenticeship program
By Morgan Eichensehr – Reporter, Baltimore Business Journal
Oct 19, 2017, 2:16pm A labor union representing health care workers is working with the University of Maryland Medical Center Midtown Campus to develop an apprenticeship program to train entry-level hospital employees to fill in-demand patient care jobs.
The effort is backed by $70,000 in grant funding, including $50,000 from the Maryland Department of Labor's Apprenticeship Innovation Fund and another $20,000 from the Health Career Advancement Program, a national labor organization.
The local 1199SEIU chapter and UMMC Midtown hope to help about 15 entry-level workers in jobs like food service, transportation and janitorial work obtain their Certified Nursing Assistant certifications. They will also help further train three to five current CNAs to become certified as patient care technicians.
People might expect a mechanic or a craftsman to be training an apprentice. But the concept of apprenticeships is relatively new in industries like health care, said Tamara Robinson, who heads up the local 1199 SEIU's Training and Employment Fund. The goal is to provide "a career ladder or pathway" for workers to receive on-the-job training advance in their careers and help fill job openings in high-demand industries. Maryland, in particular, has been working to introduce and expand apprenticeship models in industries like cybersecurity and health care.
"When you think of apprenticeship training, many people think of workers in hard hats, not in scrubs," Donald E. Ray, vice president of operations at UMMC Midtown, said in a statement. "But that is changing. Today, hospitals across the country are taking advantage of innovative apprenticeship programs to enhance their recruitment and retention plans in an industry facing staff shortages."
The new program will be a U.S. Department of Labor Registered Apprenticeship, which provides a model of job preparation that combines paid work training with related instruction to progressively increase workers' skill levels and wages. A joint committee comprised of leaders from both organizations is working to determine selection criteria for participants and hope to have an application process ready by December. The apprenticeship will be registered and fully enrolled by March next year.
More certified nursing assistants are always needed, said Hannah Asiem, a clinical nurse educator at UMMC Midtown, and the hospital is excited to be able working with 1199SEIU to help train and promote people from within its existing ranks.
"We really value our employees and this is just another way to show them how much we do, and encourage them to advance their careers," said Lisa Trusty, a human resources manager at the hospital.
Robinson said the partners hope to continue the program into coming years at Midtown and to potentially expand — provided there is more funding — apprenticeships to other jobs and locations in the state.
Renee Brown, an 1199 SEIU member and a transportation worker at UMMC Midtown, said she is glad the organizations are providing a "golden opportunity" for hospital staff who work in lower level positions to show how capable and hardworking they can be.
'Alongside attorney J. Wyndal Gordon and the Reverend C.D. Witherspoon, the mother and sisters of the woman left in the cold, spoke to members of the media'.
We shared a few weeks ago this story about failures with UMMS midtown in ordinary US standards of care and life. What we are seeing is that creation of TIERED GLOBAL HEALTH SYSTEM CARE STRUCTURES-----and yes, this midtown UMMS campus is mostly global 99% labor pool employees being the earliest to fall into that OLD WORLD MERCHANTS OF VENICE TRADE GUILD pre-K to career apprenticeship structure. This one incident is simply the tip of an iceberg as MOVING FORWARD expand these MEDIEVAL TRADE GUILD structures to all Baltimore global corporate campuses.
No one knows these goals of MOVING FORWARD US CITIES DEEMED FOREIGN ECONOMIC ZONES better than our 5 % to the 1% FREEMASON/GREEK FAKE CIVIL RIGHTS LEADERS. As always---the solution is a NON-SOLUTION---we will work to pass laws to prevent this and that -----
NEVER MENTIONING THE GORILLA-IN-THE-ROOM PUBLIC POLICY IN LABOR AND WORKPLACE MOVING FORWARD IN US FOREIGN ECONOMIC ZONES KILLING ANY AND ALL US 99% CIVIL AND LABOR RIGHTS.
Our 99% WE THE PEOPLE both US and global labor pool thinking these policies are going to harm that other population group ------LET'S JUST STOP MOVING FORWARD.
Family of UMMC patient left out in the cold, speaks out
by Brandi Proctor
Thursday, January 18th 2018
BALTIMORE (WBFF)-- The family of the woman left in the cold by employees of the University of Maryland Medical Center held a press conference Thursday.
Alongside attorney J. Wyndal Gordon and the Reverend C.D. Witherspoon, the mother and sisters of the woman left in the cold, spoke to members of the media.
The mother of the woman, identified by her first name, Rebecca, said her daughter has insurance and a family that loves her.
She said she saw the video of her daughter on social media the night that she was left in the cold. Rebecca's mother said when she called the hospital she was transferred to multiple employees, all of whom gave her an email address for media relations. She contacted Baltimore Police who went to the hospital and found out that her daughter had been taken to a Code Blue Shelter by taxi cab.
Rebecca's twin sister spoke tearfully about her sister's mental health struggles, and seeing the video that shocked the family.
Reverend C.D. Witherspoon says he plans to push for legislation to prevent similar situations from happening in the future.
Here is a statment released by the University of Maryland Medical Center Midtown campus on January 18th:
"The University of Maryland Medical Center is committed to keeping the public informed about actions taken subsequent to the widely publicized January 9 post-discharge of one of our patients from the Midtown campus."
"To reiterate, we take full responsibility for the failure that occurred in demonstrating compassion to this young woman in the post-discharge process after delivering medical care," said Mohan Suntha, MD, President and Chief Executive Officer of the University of Maryland Medical Center. "Last week, we pledged to fully investigate the incident and take appropriate action. Over the last week, a cross-departmental team across both UMMC campuses has completed a thorough and unsparing internal review of the circumstances that led to this incident, and is committed to being transparent to the greatest extent possible, given what is allowable by law regarding patient information and personnel matters."
"Our internal investigation identified a breakdown in coordination of several touchpoints within the continuum of care after the point of medical discharge to ensure the social needs of the patient were met."
UMMC resulting actions steps include:
- Added expertise from medical safety experts at critical decision points around complex discharges.
- Conducted staff education and training on updated post-discharge procedures.
- Implemented personnel action to hold individuals accountable for the incident. Actions extend across multiple layers of the organization and were guided by the findings uncovered during our review.
- Engaged outside experts to conduct an independent audit to ensure we have identified and remediated any gaps in our processes. This is in addition to external review by the Maryland Office of Health Care Quality.
"I'm confident the decisions and actions we have made in response to this incident are in keeping with the high standards of excellence to which we have always held ourselves, and that our actions address the root causes of last week's breakdown," Suntha said. "I am also committed to helping advance important conversations among community partners and hospital leaders across this city, state and nation on how we collectively care for our most vulnerable populations."
"We understand and respect the significant public interest in learning more specifics on the outcome of our comprehensive review. However, it's important to understand we are restricted by law from addressing the confidential details of patient care and personnel actions. Therefore, we are not able to comment on the veracity of information being presented as fact by those outside of the organization. We will continue to focus our efforts on systemic change in collaboration with others who will work alongside us."