Article 43


Sunday, September 05, 2004


This is a sticky post written the day we first appeared on the internet: Welcome to - a memorial to the layed off workers of (PRE SBC MERGER) AT&T, and the disappearing MIDDLE CLASS citizens of America.  It is NOT endorsed or affiliated with AT&T or the CWA in any way.

In addition to INFORMATION, resources and opinion for former AT&T workers DEALING WITH the EFFECTS OF LAYOFF and looking for meaningful employment, some articles here are meant to bring into awareness the LARGER PICTURE of corporate dominance of the UNITED STATES’ political and economic policies which brazenly DISREGARDS, disrespects and EXPLOITS worker, citizen and HUMAN RIGHTS under masks like FREE TRADE and the PATRIOT ACT - resulting in a return to a society of very rich and very poor dominated by a few very rich and powerful - whose voices are anything but - for the people. If left UNCHALLENGED, the self-serving interests of those in control may result in the end of DEMOCRACY, the end of the middle class, irreversible ENVIRONMENTAL damage to the planet, and widespread global poverty brought on by exploitation and supression of the voices of common people EVERYWHERE, while the United States turns into a REINCARNATION of the ROMAN EMPIRE.  Author Thom Hartmann shares some history and outlines some basic steps to return our country to “The People” in his two articles TEN STEPS TO RETURN TO DEMOCRACY and SAVING THE MIDDLE CLASS. I support CERNIG’S idea for a new POLITICAL MOVEMENT - if not a revolution to cleanse our country of the filth ruling it - as we EVOLVE into a GLOBAL community - assuming we learn the THE LESSONS OF OUR TIME and don’t DESTROY CIVILIZATION first.

Everything here can be viewed anonymously.  Inserting or commenting on articles requires a free user account (for former AT&T employees with a real, non throw-away, email address.) Requests to the new user registration page are redirected to BLOGGED DOT COM’S site because most new signups I get are from COMMENT SPAMMERS and their ilk, so if you want to contribute, contact me through email, phone, or some other way.

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If you get an email that claims to be from somebody here that’s anything but a request to post your article, or report suspicious activity (like logs sent to an ISP to report an attack) - it’s SPAM. I do not, and will not - ever - join the junk mail sender community. There are no mechanisms to prevent anyone from forging anyone elses email address in a “from” or “reply-to” mail header. For those of us whose email addresses are fraudently used, the best we can do is filter out NDR REPORTS.

Per U.S.C. COPYRIGHT LAW - TITLE 17, SECTION 107, this not-for-profit site may reproduce copyrighted material not specifically authorized by the copyright owner. Such articles will either have a web link to the source, home page, and/or show credit to the author.  If yours is here and you have a problem with that, send me an EMAIL, and I’ll take it off. Stuff I wrote carries a CREATIVE COMMONS LICENSE permitting non-commercial sharing. In addition, this site’s owner forbids insertion and injecting data of any kind - especially advertisements - into ours by any person or entity.  Should you see a commercial ad that looks like it’s from here, please report it by sending me a tcpdump and/or screenshot in an EMAIL, then READ UP about how the PARTNERING OF INTERNET SERVICE PROVIDERS and companies like NEBUAD are DESTROYING INTERNET PRIVACY

Resumes of layed off AT&T workers are posted for free HERE.

Information on the Pension Class Action Lawsuit against AT&T is HERE.  More pension-related articles are HERE.

Links to some Telecom companies’ career pages are HERE.

Click HERE to learn a little about Article 43 and why I loathe the CWA.
Click HERE or HERE to learn what the CWA did when given a chance to do the right thing.
Click HERE for a glimpse of undemocratic and hypocritical CWA practices.
Click HERE for an article on Corporate Unionism.
Click HERE for an article of AFL-CIO’s undemocratic history.

If you’re looking for telco nostalgia, you won’t find it here.  Check out THE CENTRAL OFFICE, BELL SYSTEM MEMORIAL, MUSEUM OF COMMUNICATIONS, TELEPHONE TRIBUTE, and THE READING WORKS websites instead.

This site can disappear anytime if I run out of money to pay for luxuries like food, health care, or internet service.

Discernment of truth is left to the reader - whose encouraged to seek as much information as possible, from as many different sources as possible - and pass them through his/her own filters - before believing anything.

...the Devil is just one man with a plan, but evil, true evil, is a collaboration of men…
- Fox Mulder, X Files

No matter how big the lie; repeat it often enough and the masses will regard it as the truth.
- John F. Kennedy

Today my country, your country and the Earth face a corporate holocaust against human and Earthly rights. I call their efforts a holocaust because when giant corporations wield human rights backed by constitutions and the law (and therefore enforced by police, the courts, and armed forces) and sanctioned by cultural norms, the rights of people, other species and the Earth are annihilated.
- Richard L. Grossman

Unthinking respect for authority is the greatest enemy of truth.
- Albert Einstein

He who is not angry when there is just cause for anger is immoral. Why? Because anger looks to the good of justice. And if you can live amid injustice without anger, you are immoral as well as unjust.
- Aquinas

If you are neutral in situations of injustice, you have chosen the side of the oppressor. If an elephant has its foot on the tail of a mouse and you say that you are neutral, the mouse will not appreciate your neutrality.
- Bishop Desmond Tutu

Our lives begin to end the day we become silent about things that matter.
- Martin Luther King Jr

Those who would give up essential Liberty, to purchase a little temporary Safety, deserve neither Liberty nor Safety.
- Benjamin Franklin

If we do not hang together, we will surely hang separately.
- Benjamin Franklin

We must be prepared to make heroic sacrifices for the cause of peace that we make ungrudgingly for the cause of war.
- Albert Einstein

Solidarity has always been key to political and economic advance by working families, and it is key to mastering the politics of globalization.
- Thomas Palley

Update 8/11/07 - As we head into the next depression, fueled by selfish corporate greed, and a corrupt, SOCIOPATHIC US government, MIKE WHITNEY has a solution that makes a lot of sense to me:

The impending credit crisis cant be avoided, but it could be mitigated by taking radical steps to soften the blow. Emergency changes to the federal tax code could put more money in the hands of maxed-out consumers and keep the economy sputtering along while efforts are made to curtail the ruinous trade deficit. We should eliminate the Social Security tax for any couple making under $60, 000 per year and restore the 1953 tax-brackets for Americans highest earners so that the upper 1%-- who have benefited the most from the years of prosperity---will be required to pay 93% of all earnings above the first $1 million income. At the same time, corporate profits should be taxed at a flat 35%, while capital gains should be locked in at 35%. No loopholes. No exceptions.

Congress should initiate a program of incentives for reopening American factories and provide generous subsidies to rebuild US manufacturing. The emphasis should be on reestablishing a competitive market for US exports while developing the new technologies which will address the imminent problems of environmental degradation, global warming, peak oil, overpopulation, resource scarcity, disease and food production. Off-shoring of American jobs should be penalized by tariffs levied against the offending industries.

The oil and natural gas industries should be nationalized with the profits earmarked for vocational training, free college tuition, universal health care and improvements to then nations infrastructure.

Posted by Admin on 09/05/04 •

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Monday, September 28, 2015

Behavior Modification

What a fascinating thing! Total control of a living organism!
- psychologist B.F. Skinner

Why Are Americans So Easy to Manipulate and Control?
Shoppers, students, workers, and voters are all seen by consumerism and behaviorism the same way: passive, conditionable objects.

By Bruce E. Levine
October 11, 2012

The corporatization of society requires a population that accepts control by authorities, and so when psychologists and psychiatrists began providing techniques that could control people, the corporatocracy embraced mental health professionals.

In psychologist B.F. Skinners best-selling book BEYOND FREEDOM AND DIGNITY (1971), he argued that freedom and dignity are illusions that hinder the science of behavior modification, which he claimed could create a better-organized and happier society.

During the height of Skinner’s fame in the 1970s, it was obvious to anti-authoritarians such as Noam Chomsky (THE CASE AGAINST B.F. SKINNER) and Lewis Mumord that Skinners worldview - a society ruled by benevolent control freaks - was antithetical to democracy. In Skinner’s novel Walden Two (1948), his behaviorist hero states, “We do not take history seriously,” to which Lewis Mumford retorted, “And no wonder: if man knew no history, the Skinners would govern the world,” as Skinner himself has modestly proposed in his “behaviorist utopia.”

As a psychology student during that era, I remember being embarrassed by the silence of most psychologists about the political ramifications of Skinner and behavior modification.

In the mid-1970s, as an intern on a locked ward in a state psychiatric hospital, I first experienced one of behavior modifications staple techniques, the “token economy.” And that’s where I also discovered that anti-authoritarians try their best to resist behavior modification. George was a severely depressed anti-authoritarian who refused to talk to staff, but for some reason, chose me to shoot pool with. My boss, a clinical psychologist, spotted my interaction with George, and told me that I should give him a token - a cigarettee - to reward his “prosocial behavior.” I fought it, trying to explain that I was 20 and George was 50, and this would be humiliating. But my boss subtly threatened to kick me off the ward. So, I asked George what I should do.

George, fighting the zombifying effects of his heavy medication, grinned and said, “We’ll win. Let me have the cigarette.” In full view of staff, George took the cigarette and then placed it into the shirt pocket of another patient, and then looked at the staff shaking his head in contempt.

Unlike Skinner, George was not beyond “freedom and dignity.| Anti-authoritarians such as George - who don’t take seriously the rewards and punishments of control-freak authorities - deprive authoritarian ideologies such as behavior modification from total domination.

Behavior Modification Techniques Excite Authoritarians

If you have taken introductory psychology, you probably have heard of Ivan Pavlovגs classical conditioningӔ and B.F. Skinner’s operant conditioning.Ӕ

An example of Pavlov’s classical conditioning? A dog hears a bell at the same time he receives food; then the bell is sounded without the food and still elicits a salivating dog. Pair a scantily clad attractive woman with some crappy beer, and condition men to sexually salivate to the sight of the crappy beer and buy it. The advertising industry has been using classical conditioning for quite some time.

Skinner’s operant conditioning? Rewards, like money, are “positive reinforcements;” the removal of rewards are negative reinforcementsӔ and punishments, such as electric shocks, are labeled in fact as “punishments.” Operant conditioning pervades the classroom, the workplace and mental health treatment.

Skinner was heavily influenced by the book Behaviorism (1924) by John B. Watson. Watson achieved some fame in the early 1900s by advocating a mechanical, rigid, affectionless manner in child rearing. He confidently asserted that he could take any healthy infant, and given complete control of the infants world, train him for any profession. When Watson was in his early 40s, he quit university life and began a new career in advertising at J. Walter Thompson.

Behaviorism and consumerism, two ideologies that achieved tremendous power in the 20th century, are cut from the same cloth. The shopper, the student, the worker, and the voter are all seen by consumerism and behaviorism the same way: passive, conditionable objects.

Who are Easiest to Manipulate?

Those who rise to power in the corporatocracy are control freaks, addicted to the buzz of power over other human beings, and so it is natural for such authorities to have become excited by behavior modification.

Alfie Kohn, in Punished by Rewards (1993), documents with copious research how behavior modification works best on dependent, powerless, infantilized, bored, and institutionalized people. And so for authorities who get a buzz from controlling others, this creates a terrifying incentive to construct a society that creates dependent, powerless, infantilized, bored, and institutionalized people.

Many of the most successful applications of behavior modification have involved laboratory animals, children, or institutionalized adults. According to management theorists Richard Hackman and Greg Oldham in Work Redesign (1980), “Individuals in each of these groups are necessarily dependent on powerful others for many of the things they most want and need, and their behavior usually can be shaped with relative ease.”

Similarly, researcher Paul Thorne reports in the journal International Management (Fitting Rewards, 1990) that in order to get people to behave in a particular way, they must be “needy enough” so that rewards reinforce the desired behavior.

It is also easiest to condition people who dislike what they are doing. Rewards work best for those who are alienated from their work, according to researcher Morton Deutsch (Distributive Justice, 1985). This helps explain why attention-deficit-hyperactivity disorder (ADHD)-labeled kids perform as well as so-called “normals” on boring schoolwork when paid for it (see Thomas Armstrong’s The Myth of the A.D.D. Child, 1995). Correlatively, Kohn offers research showing that rewards are least effective when people are doing something that isnt boring.

In a review of the literature on the harmful effects of rewards, researcher Kenneth McGraw concluded that rewards will have a detrimental effect on performance under two conditions: “first, when the task is interesting enough for the subjects that the offer of incentives is a superfluous source of motivation; second, when the solution to the task is open-ended enough that the steps leading to a solution are not immediately obvious.”

Kohn also reports that at least 10 studies show rewards work best on simplistic and predictable tasks. How about more demanding ones? In research on preschoolers (working for toys), older children (working for grades) and adults (working for money), all avoided challenging tasks. The bigger the reward, the easier the task that is chosen; while without rewards, human beings are more likely to accept a challenge.

So, there is an insidious incentive for control-freaks in societyԗbe they psychologists, teachers, advertisers, managers, or other authorities who use behavior modification. Specifically, for controllers to experience the most control and gain a power buzz,Ӕ their subjects need to be infantilized, dependent, alienated, and bored.

The Anti-Democratic Nature of Behavior Modification

Behavior modification is fundamentally a means of controlling people and thus for Kohn, “by its nature inimical to democracy, critical questioning, and the free exchange of ideas among equal participants.”

For Skinner, all behavior is externally controlled, and we dont truly have freedom and choice. Behaviorists see freedom, choice, and intrinsic motivations as illusory, or what Skinner called “phantoms.” Back in the 1970s, Noam Chomsky exposed Skinner’s unscientific view of science, specifically Skinner’s view that science should be prohibited from examining internal states and intrinsic forces.

In democracy, citizens are free to think for themselves and explore, and are motivated by very real - not phantomintrinsic - forces, including curiosity and a desire for justice, community, and solidarity.

What is also scary about behaviorists is that their external controls can destroy intrinsic forces of our humanity that are necessary for a democratic society. Researcher Mark Lepper was able to diminish young children’s intrinsic joy of drawing with Magic Markers by awarding them personalized certificates for coloring with a Magic Marker. Even a single, one-time reward for doing something enjoyable can kill interest in it for weeks.

Behavior modification can also destroy our intrinsic desire for compassion, which is necessary for a democratic society. Kohn offers several studies showing children whose parents believe in using rewards to motivate them are less cooperative and generous [children] than their peers. Children of mothers who relied on tangible rewards were less likely than other children to care and share at home.

How, in a democratic society, do children become ethical and caring adults? They need a history of being cared about, taken seriously, and respected, which they can model and reciprocate.

Today, the mental health profession has gone beyond behavioral technologies of control. It now diagnoses noncompliant toddlers with attention deficit hyperactivity disorder, oppositional defiant disorder, and pediatric bipolar disorder and ATTEMPTS TO CONTROL THEM with heavily sedating drugs. While Big Pharma directly profits from drug prescribing, the entire corporatocracy benefits from the mental health professions legitimization of conditioning and controlling.

Bruce E. Levine is a practicing clinical psychologist. His latest book is Get Up, Stand Up: Uniting Populists, Energizing the Defeated, and Battling the Corporate Elite.


Posted by Elvis on 09/28/15 •
Section Revelations
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Monday, September 21, 2015

A Toxic Work World

A workplace where there is total focus on the bottom-line and its leadership has forgotten that though the bottom line is important, far more important is our humanity, our human-ness, our spirit as individuals and as a collective.  It is a workplace that has not learned to balance the need for profits with concern about the heart and soul of its people.
Toxic Workplace

By Anne-Marie Slaughter
NY Times
Septemer 18, 2015

For many Americans, life has become all competition all the time. Workers across the socioeconomic spectrum, from hotel housekeepers to surgeons, have stories about toiling 12- to 16-hour days (often without overtime pay) and experiencing anxiety attacks and exhaustion. Public health experts have begun talking about stress as an epidemic.

The people who can compete and succeed in this culture are an ever-narrower slice of AMERICAN SOCIETY : largely young people who are healthy, and wealthy enough not to have to care for family members. An individual company can of course favor these individuals, as health insurers once did, and then pass them off to other businesses when they become parents or need to tend to their own parents. But this model of winning at all costs reinforces a distinctive American pathology of not making room for caregiving. The result: We hemorrhage talent and hollow out our society.

To begin with, we are losing women. America has unlocked the talent of its women in a way that few nations can match; girls are outpacing boys in high schools, universities and graduate schools and are now entering the work force at higher salaries. But the ranks of those women still thin significantly as they rise toward the top, from more than 50 percent at entry level to 10 to 20 percent in senior management. Far too many discover that what was once a manageable and enjoyable work-family balance can no longer be sustained regardless of ambition, confidence or even a partner who shares tasks equally.

Every family’s situation is different; some women may be able to handle with ease conditions that don\t work for others. But many women who started out with all the ambition in the world find themselves in a place they never expected to be. They do not choose to leave their jobs; they are shut out by the refusal of their bosses to make it possible for them to fit their family life and their work life together. In her book “Opting Out? Why Women Really Quit Careers and Head Home,” the sociologist Pamela Stone calls this a “forced” choice. “Denial of requests to work part time,” layoffs or relocations, she writes, will push even the most ambitious woman out of the work force.

A young lawyer I know from Virginia was offered a general counsel position, which she determined she could take but only if she could work from home one day a week to be with her two children. Her employer refused. Still another woman wrote to me about her aspiration to an executive-level position and the predicament of doing so with a 2-year-old at home: ԓThe dilemma is in no way the result of having a toddler: After all, executive men seem to enjoy increased promotions with every additional offspring. It is the way work continues to be circumscribed as something that happens in an office,ђ and/or between 8і6 that causes such conflict. I havenҒt yet been presented with a shred of reasonable justification for insisting my job requires me to be sitting in this fixed, 15 sq foot room, 20 miles from my home.

The problem is even more acute for the 42 million women in America on the brink of poverty. Not showing up for work because a child has an ear infection, schools close for a snow day, or an elderly parent must go to the doctor puts their jobs at risk, and losing their jobs means that they can no longer care properly for their children ԗ some 28 million and other relatives who depend on them. They are often suffering not only from too little flexibility but also too much, as many low-wage service jobs no longer have a guaranteed number of hours a week.

This looks like a דwomens problem,Ҕ but its not. ItҒs a work problem the problem of an antiquated and broken system. When law firms and corporations lose talented women who reject lock-step career paths and question promotion systems that elevate quantity of hours worked over quality of the work itself, the problem is not with the women. When an abundance of overly rigid workplaces causes 42 million American citizens to live day to day in fear that just one single setback will prevent them from being able to care for their children, itגs not their problem, but ours.

The problem is with the workplace, or more precisely, with a workplace designed for the Mad MenӔ era, for Leave It to BeaverӔ families in which one partner does all the work of earning an income and the other partner does all the work of turning that income into care the care that is indispensable for our children, our sick and disabled, our elderly. Our families and our responsibilities donגt look like that anymore, but our workplaces do not fit the realities of our lives.

Irene Padavic, a Florida State sociologist, Robin J. Ely, a Harvard Business School professor, and Erin Reid from Boston University’s Questrom School of Business were asked to conduct a detailed study of a midsize global consulting firm where top management thought they had a “gender problem.” The firm had a paucity of women at the highest levels - just 10 percent of partners were women, compared with nearly 40 percent of junior associates.

After careful study, Professors Padavic, Ely and Reid found that an equal number of men and women had left the firm in the preceding three years, a simple fact that contradicted managements women, work and family story. Some of the men also left because of the long hours; others “suffered in silence” or otherwise made do. The firm’s key human resources problem was not gender, as management believed, but rather a CULTURE OF OVERWORK.

The firms leadership resisted these findings. They didnҒt want to be told that they needed to overhaul their entire organizational philosophy or that they were overpromising to clients and overdelivering (for example, making hundred-slide PowerPoint presentations that the client couldnt even use). They wanted to be told that the firmҒs problem was work-family conflict for women, a narrative that would allow them to adopt a set of policies specifically aimed at helping women work part time, or be mentored, or join support networks. As Professors Padavic, Ely and Reid wryly concluded, their attitude required a rejection of evidence on the part of evidence-driven analysts.Ӕ

Bad work culture is everyones problem, for men just as much as for women. ItҒs a problem for working parents, not just working mothers. For working children who need time to take care of their own parents, not just working daughters. For anyone who does not have the luxury of a full-time lead parent or caregiver at home.

But theres good news. Men are also beginning to ask for and take paternity leave and to take lead parent roles. According to a continuing study by the Families and Work Institute, only a third of employed millennial men think that couples should take on traditional gender roles. Some tech companies warring for talent are also beginning to compete by offering longer paternity leaves, which will hardly affect the average American workplace, but is a sign of changing cultural attitudes.

Even if men and women join forces to demand changes in the workplace, though, we cannot do this alone, as individuals trying to make our lives work and as workers and bosses trying to make room for care. Some other company can always keep prices down by demanding more, burning out its employees and casting them aside when they are done. To be fully competitive as a country, we are going to have to emulate other industrialized countries and build an infrastructure of care. We used to have one; it was called women at home. But with 57 percent of those women in the labor force, that infrastructure has crumbled and itҒs not coming back.

To support care just as we support competition, we will need some combination of the following: high-quality and affordable child care and elder care; paid family and medical leave for women and men; a right to request part-time or flexible work; investment in early education comparable to our investment in elementary and secondary education; comprehensive job protection for pregnant workers; higher wages and training for paid caregivers; community support structures to allow elders to live at home longer; and reform of elementary and secondary school schedules to meet the needs of a digital rather than an agricultural economy.

These proposals are not so far-fetched as they may seem. President Obama put forward proposals to expand access to affordable, high-quality child care in his 2016 budget. Hillary Rodham Clinton has made providing a foundation for working families, including child care, one of the central aspects of her campaign. One of the few states that offers paid family leave (workers pay the cost out of a small increase in their payroll tax) is New Jersey, under the Republican governor Chris Christie.

Republican senators have sponsored a bill that would allow employers to offer employees paid leave hours instead of overtime pay; some polls show that a majority of women who vote Republican support paid family leave. Senator Kelly Ayotte, Republican of New Hampshire, is co-leader of a bipartisan caucus across both the Senate and the House devoted to assisting family caregivers. She follows in the footsteps of former Senator Kay Bailey Hutchison, Republican of Texas, who successfully sponsored legislation to allow homemakers to contribute to retirement accounts the same way that salaried workers can. And as the baby boom becomes an elder boom, we can expect a whole new constituency for care, on both sides of the aisle.

Change in our individual workplaces and in our broader politics also depends on culture change: fundamental shifts in the way we think, talk and confer prestige. If we really valued care, we would not regard time out for caregiving for your children, parents, spouse, sibling or any other member of your extended or constructed family - as a black hole on a resume. We would see it as engaging in a socially, personally and professionally valuable activity. We would see men who lean out for care as role models just as much as women who lean in for work. We would think managing kids matters as much as managing money.

Impossible, right? Yet I grew up in a society where my mother set out little vases of cigarettes on the table at dinner parties, where blacks and whites had to use different bathrooms, and in which almost everyone claimed to be heterosexual. That seems a lifetime ago, but I’m not so old. Our world has changed over the past 50 years, vastly for the better from the point of view of African-Americans, the L.G.B.T. community and families who lost loved ones to lung cancer. Given the magnitude of that change, think about how much we can still do.

We can, all of us, stand up for care. Until we do, men and women will never be equal; not while both are responsible for providing cash but only women are responsible for providing care. And though individual Americans might win out in our current system, America as a whole will never be as competitive as it ought to be. If we do not act, over time our families and communities, the foundation of our flourishing, will wither.

The women’s movement has brought many of us the right to compete on equal terms; it’s time for all of us to claim an equal right to care.

Anne-Marie Slaughter is the president of New America, a think tank and civic enterprise, and author of the forthcoming “Unfinished Business: Women Men Work Family,” from which this essay is adapted.


Posted by Elvis on 09/21/15 •
Section Dying America • Section Workplace
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Wednesday, September 16, 2015

Cant Find A Qualified US Worker Redux 5

dying-america.jpg rel=America is slowly dying

Qualcomm Lays Off 4,500 Workers While Demanding More H-1bs

By Rachel Stoltzfoos
Daily Caller
September 15, 2015

Another tech giant that says it must import foreign workers because there arent enough skilled American workers in the industry is laying off thousands of workers.

Qualcomm - a major producer of smartphone chips - announced last week its eliminating 15 percent of its workforce or about 4,500 employees, just weeks after fellow tech giant Microsoft announced a massive round of layoffs.

Both companies are top beneficiaries of the H-1b visa program, which backers say allows companies to temporarily hire foreign workers for jobs they can’t find qualified Americans workers to fill. Critics contend the program is really used to cut costs.

Microsoft and Qualcomm were in the top 15 users of H-1b visas in Fiscal Year 2013, according to U.S. Citizenship and Immigration Services data obtained by Computer World. Theyre part of a major tech lobbying effort to increase the cap on these temporary workers, on the grounds there is a shortage of Americans with science, technology, engineering and math degrees.

“Qualcomm has been engaged within the technology industry in highlighting the skills deficit in all areas of today’s workforce, especially engineering,” a spokeswoman for Qualcomm told The Daily Caller News Foundation. “This is an industry-wide problem, and we are committed to working to build the pipeline of students studying STEM fields.”

One in five of the new Qualcomm hires in Fiscal Year 2013 were foreign workers with H-1b visas, according to an analysis of SEC filings by Ron Hira, a professor at Rochester Institute of Technology who is an expert in offshoring. Those 900 foreign workers hired in 2013 triple the total number of workers Qualcomm hired in 2014.

Qualcomm and other tech firms have argued that they turn to H-1Bs because there is a significant shortage of American talent available,Ӕ Hira told TheDCNF. Given the recent large layoff announcements by Qualcomm, Microsoft, Intel, and Cisco, how can the tech industry continue to argue thereӒs a shortage of American workers?

Microsoft did not immediately respond to a request for comment.

Hira also analyzed the skills of H-1b workers Qualcomm hired from Fiscal Year 2010 through 2012, and found most of the workers weren’t the highly skilled, U.S.-trained workers lobbyists imply make up the majority of H-1b holders.

Thirty-five percent of the 1,265 workers Qualcomm hired at that time held only a bachelors degree, and just 32 percent held advanced U.S. degrees. Only 44 of them held Ph.Ds from U.S. universities.

“This is very different than the carefully constructed, and MISLEADING, narrative constructed by the tech industry that the H-1b program is primarily a vehicle for keeping people from abroad that the U.S. trained, and paid for,” Hira told TheDCNF.

The Qualcomm layoffs, which it says are in response to dramatic profit losses, will eliminate the net employment gains of the past two years. A spokeswoman for Qualcomm declined to provide further detail on the layoffs or the fate of Qualcomms H-1b employees, beyond the 15 percent figure.

But Qualcomm said it plans to “significantly reduce its temporary workforce,” in a presentation detailing the restructuring.

“Obviously some of the ones being laid off are not engineers, but in general I’m sure that a lot of the people laid off could be doing the jobs taken by the H-1bs,” Norm Matloff, a computer science professor at the University of California Davis who is an expert on H-1bs, told TheDCNF.

The Department of Homeland Security is working with the Department of Labor to investigate the H-1b program after Southern California and then Disney, among others, allegedly laid off hundreds of American workers and essentially forced them to train their foreign replacements holding H-1b visas.

Its a violation of federal labor laws to fire an American worker and directly replace them with a foreign worker holding an H-1b, but companies such as SCE and Disney have apparently gotten around this by contracting the work out to H-1b reliant firms, such as Infosys and Tata.

Critics of the program, including a bipartisan group of senators, see the layoffs as evidence the companies are using the visas to cut costs, not legitimately fill in gaps in the American labor force.

Seventy-four percent of AMERICANS WITH STEM DEGREES are not working in STEM fields, according to U.S. Census Bureau data, and only 3.8 million Americans with STEM degrees hold STEM jobs.

“The entire industry abuses this visa, and Im sure that includes Qualcomm,” Matloff told TheDCNF. “I’ve done research that shows statistics on how much the industry pays its H-1b [workers], and Qualcomm is definitely one of the ones that does not have a good record in that regard.”


Posted by Elvis on 09/16/15 •
Section General Reading
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Monday, September 14, 2015

Unemployment Being Rebranded As A Psychological Disorder

Unemployment being rebranded as a psychological disorder

Birbeck University Of London
June 8, 2015

Unemployment is being rebranded as a psychological disorder, with an increasing range of interventions being introduced to promote a ‘positive’ psychological outlook or leave claimants of welfare to face sanctions, according to a new analysis carried out by social science researchers from Hubbub and Birkbeck, University of London published today.

The research, published in a special edition of BMJ Medical Humanities Critical Medical Humanities, exposes the coercive and punitive nature of psycho-policy interventions in Government workfare programmes designed to get unemployed people back into work. Ill-defined and flawed constructs such as ‘lack of motivation’ and ‘psychological resistance to work’ are being used to allocate claimants to more or less arduous workfare regimes, the paper argues.

Drawing from written accounts of the lived experience of workfare as described by those undertaking it, the authors documentthe impact of psychological coercion, from unsolicited emails extolling ‘positive thinking’ to ‘change your attitude’ exercises Җ with people looking for work frequently perceiving such interventions as relentless, humiliating and meaningless.

Increasingly, workfare mandatory unpaid labour under the threat of benefit sanctions - also includes coaching, skills-building, motivational workshops and training sessions that use psychological approaches to address apparently negative perceptions and instil approved characteristics such as optimism, confidence, aspiration, motivation and flexibility.

Commenting on the study, Lynne Friedli, co-author of the paper and researcher with Hubbub the current residents of The Hub, the Wellcome Trust’s dedicated space for interdisciplinary research said: “Claimants attitude to work is becoming a basis for deciding who is entitled to social security - it is no longer what you must do to get a job, but how you have to think and feel.” This makes the Government"s proposal to locate psychologists in Job Centres particularly worrying.

ғBy repackaging unemployment as a psychological problem, attention is diverted from the realities of the UK job market and any subsequent insecurities and inequalities it produces.

Robert Stearn, from the Department of English and Humanities at Birkbeck, University of London, added: ԓMethods drawn from psychology are being used to redefine the aims of workfare. Job Centres and welfare-to-work businesses demand that the only emotions claimants have are employable ones. At the same time, the expected outcome of a forced, unpaid work placement has become just a positive change in attitudes to workђ.

Punitive benefit sanctions underwritethese uses of psychology. But the damage done to people is ignored, by both government-contracted positive psychology courses and the professional bodies that represent psychology.

Critical Medical Humanities is a special edition of BMJ Medical Humanities, guest edited by William Viney, Felicity Callard and Angela Woods from Durham University.

The research originates from Birkbecks Department of English and Humanities. In the 2014 Research Excellence Framework, 75% of research in the department was recognised as world-leading or internationally excellent.


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