Article 43

 

Dealing with Layoff

Tuesday, October 04, 2022

The Dispensable White Male

image auscwitz entrance

Back in 2004 AT&T layed off lots of inside and outside plant technicians, and replaced them with contracted techs. 

A friend who was an AT&T executive at the time called it a transition to a FLEXIBLE WORKFORCE.

THE CWA UNION WAS OK WITH THIS, and encouaged layed off members to apply for jobs with Tucker Technologies - the contracting company - doing the same job they did at AT&T - at considerably less pay and benefits, but still represented by them.

TUCKER TECHNOLOGY, INC is a full service Information Technology firm with special emphasis on providing full-service Telecommunications and Information Technology solutions to our customers for Voice and Data applications

Today, the Tucker Technologies website redirects to TTI-USA that says:

TTI is a women & minority-owned 5G telecommunications installation company that utilizes staffing & supplier aggregation to expand the nation-wide 5G network.

I see so many minority-owned, minority-run, and EVEN THE EEO SELF IDENTIFICATION PAGE for government and contractor jobs lists minorites first.

The days of the white male dominated job market are over.

In 2020 Time Magazine WROTE, it’s one percent of white men that’s getting all the money:

White, non-urban, non-college educated men have the slowest wage growth in every demographic category.

That the majority of white men have benefited from almost none of this growth isn’t because they have lost income to women or minorities; its because they’ve lost it to their largely white male counterparts in the top 1 percent who have captured nearly all of the income growth for themselves. According to economist Thomas Piketty, men accounted for 85 percent of the top income centile in the mid-2010s - and while he doesn’t specify, these men are overwhelmingly white…

Thus, by far the single largest driver of rising inequality these past forty years has been the dramatic rise in inequality between white men.

I’m talking about jobs

A MAJORITY OF WHITE AMERICANS believe discrimination against white people exists in America today. Many believe its getting worse, even more prevalent than discrimination against black people. According to a Pew Research survey, 14 percent of white folks said being white holds them back from getting ahead.

In 2017 NPR WROTE

More than half of whites - 55 percent - surveyed say that, generally speaking, they believe there is discrimination against white people in America today.

“If you apply for a job, they seem to give the blacks the first crack at it,” said 68-year-old Tim Hershman of Akron, Ohio, “and, basically, you know, if you want any help from the government, if you’re white, you don’t get it. If you’re black, you get it.”

Add that to ageism for white male boomers that don’t have enough to retire, and the situation is as dire as when I ALMOST TOOK MY LIFE ten years ago.

2019

AS MANY AS 25,000 COMPLAINTS CLAIMING AGE DISCRIMINATION have been filed each year since 2008, according to the U.S. Equal Employment Opportunity Commission… A work study conducted by AARP in 2017 found that age is the leading reason for negative treatment by an employer.

2021

THERE ARE SOME STARK DISPARITIES in both gender and race when it comes to SUICIDE. Men die by suicide 3.6 times more often than women, and the suicide rate is more than twice as high among Whites compared to African Americans or Asians and Pacific Islanders. The result? White men account for nearly 70% of suicide deaths.

The ENGERS VS AT&T LAWSUIT led to my first retirement kick in the face:

In 1997, AT&T converted its traditional defined benefit pension plan to a cash balance plan. As a result of the conversion, the accounts established for older participants were significantly less than the value of the accumulated annuities they had already earned under the old plan. The workers sued, claiming that the conversion discriminated against older workers and that AT&T executives knew that employees within seven years of retirement eligibility would not earn any additional pension benefits for several years… The bad news for those people who had their AT&T pensions cut from the cash balance transfer years ago - is they lost the 12 year court battle.

Over the years

WE’VE SEEN MANY LARGE CORPORATIONS choose to cut employee benefits whether that be pension, 401(k), or healthcare. Verizon created headlines all the way back in 2005 when they announced they would freeze their pension program.

[AT&T] Employees retiring after 2022 will be hit the hardest, as they will lose all medical coverage typically given to retirees. AT&T will no longer supplement monthly premiums for medical or dental.

Things like this may help explain the violence from so-called right-wing EXTREMIST groups of mostly white men like the ones President Trump coaxed to breaking into the Senate chambers last January.

THESE ARE GUYS that really think that they don’t matter in the world and have been tossed aside.

Some say it’s a conspiracy theory.  Not me.  Like I said before - even the SELF-IDENTIFICATION PAGE on job applications I fill out lately defaults to Hispanic or Latino.

THERE IS A RIGHT-WING CONSPIRACY theory called the great replacement, which says that white people are being overtaken by minorities and that this is going to cause a loss of rights for white people. It used to be on the fringe. Its been around a long time, but what’s special now is that that theory is embraced in full-throated fashion by major political leaders and also by major media figures. If you live in an area thats losing white population, you can start yourself to connect the dots to the spinning that’s going around with these narratives.

I lost a Central Office Tech position because of EEO QUOTAS in 1988, that saved a black guy’s job who had less seniority than me. I wound up getting downgraded to a clerk, kept my pay grade, and had to move to another city.  But I didn’t wind up hating black people.  Coming from BROOKLYN where just about everyone black was poorer than me and my mom - they deserve a break. 

IN THE BEST OF TIMES, many African American communities are forced to tolerate levels of unemployment unseen in most white communities. The 2001 recession pushed the white annual unemployment rate up from a low of 3.5% in 2000 to a high of 5.2% in 2003. During the same period, the black unemployment rate shot up from 7.6% to 10.8%. National recessions take African Americans from a bad situation to a worse one.

What I object to is the SYSTEM THAT CREATED THIS SEPERATION AND FRICTION, feeding hate and resentment between all workers. 

Today it’s WHITE MALES being shafted in the job market.  Before this it was THE GIG ECONOMY, before that TWO-TIERED PAY, before that the FLEXIBLE WORKFORCE with CONTRACTORS AND TEMPS, and the big ones going on since NAFTA - OFFSHORING and OUTSOURCING to cheap overseas labor that may have slowed down from COVID TRAVEL RESTRICTIONS, and the RUSSIA/UKRAINE WAR - but after that will probably pick up again.

Did you know in 2020 70% of suicides in America ARE WHITE MEN?

In 2015

A STUDY released late last year by two Princeton academics, Anne Case and Angus Deaton, who won the 2014 Nobel prize for economics, revealed that the DEATH RATE FOR WHITE AMERICANS AGED 45 TO 54 has risen sharply since 1999 after declining for decades. The increase, by 20% over the 14 years to 2013, represents about half a million lives cut short.

President Trump may come back stronger than ever in 2024 with promises of a new Aryan world.

Like Hitler.

IN GERMANY, the Nazis promoted this false notion that glorified the German people as members of the “Aryan race,” while denigrating Jews, Black people, and Roma and Sinti (Gypsies) as “non-Aryans.”

But a fat, old white man, who hates our system of rule, is not an Aryan they’re looking for.

Nor would I want to be one.

We’re all human beings, and we ALL deserve a good life.

I thought OCCUPY WALL STREET in 2011 that was labelled A MOVEMENT TOO BIG TO FAIL, would be a defining moment in taking back our country from the OLIGARCHS and PLUTOCRATS.

It wasn’t.

Then in 2020 we tried to roll out the President’s chair for America’s most loved politician - BERNIE SANDERS - who sold us out and backed PRO CORPORATIST, REPUBLICAN LITE, FASCIST WANNABE Joe Biden - the same Joe Biden who I WROTE TO in 2012 asking to help the long-term unemployed - whose now our 46th President, throwing us into the WORST SUFFERING we’ve ever experienced.

I’m guessing a food crisis will lead fossils like me (and the poor, and the disabled, and anyone not fitting the Aryan mold) into the gas chambers so the hard-working new Aryans have food.

IN MARCH 2022, UN Secretary-General Antonio Guterres warned of a hurricane of hunger and a meltdown of the “global food system” in the wake of the crisis in Ukraine.

Guterres said food, fuel and fertiliser prices were skyrocketing with supply chains being disrupted and added this is hitting the poorest the hardest and planting the seeds for political instability and unrest around the globe.

Rember what the GEORGIA GUIDESTONES said

Maintain humanity under 500,000,000 in perpetual BALANCE WITH NATURE.

Did you know

In many states, laws say that doctors can sterilize disabled people against their will. This is called forced sterilization. MOST STATES ALLOW FORCED STERILIZATION today. Laws allowing forced sterilization exist in 31 states plus Washington, D.C.... Sterilization is an operation that stops someone from ever having babies.

The only reason they may be keeping old people alive is because they’re big dollar signs to the drug and health care industries.

“In 2003, SENIORS IN MEDICARE MANAGED-CARE PLANS will pay an estimated $1,964 in average out-of-pocket expenses for health care, 10 percent more than last year and twice as much as four years ago.” (Marsha Gold and Lori Achman, Average Out-Of-Poket Health Care Costs for Medicare+Choice Enrollees Increase 10 Percent in 2003.” The Commonwealth Fund, August 2003).

Costs are expected to grow because scientists are continually discovering medicines to treat diseases of aging and people are living longer. The elderly population, now 36 million, is expected to reach 70 million by 2030. (Robert Pear, Prescription Drugs Now, Day of Reckoning Later, New York Times, 19 August 2003).

Today more dollar signs are waving at big pharma.

LECANEMAB is the first drug to help improve the symptoms of Alzheimers by slowing the disease. These are very promising results, although the only data we have at the moment is from the drugmaker’s PRESS ELEASE.

When famine is the issue, there may a big fight between the companies that want to keep pill popping seniors alive, and goverment propaganzing there isn’t enouigh food for everyone - turning into a war between the young and the old.

And the old divide and conquer will go on like it always has.

IT IS AS IF millions of our fellow citizens have fallen asleep, as if they have become hypnotized and brainwashed by the powers-that-bes incessant managing and massaging of reality. These powers simply manipulate an already gullible and highly suggestible public into a game of “divide and conquer.” They get rich off of others blood - they incite conflict, and covertly support both sides, as they themselves reap the benefit of the conflict.

Chris Hedges PREDICTS

The step from dysfunctional democracy to full blown fascism was, and will again be, a small one. The hatred for the ruling class, embodied by the establishment Republican and Democratic parties, which have merged into one ruling party, is nearly universal.

By next spring, following a punishing winter of rolling blackouts and months when families struggle to pay for food and heat, what is left of our anemic western democracy could be largely extinguished.

Posted by Elvis on 10/04/22 •
Section Dealing with Layoff • Section Dying America • Section Fascism • Section Personal
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Thursday, September 29, 2022

Maine Battles Ageism

image: older workers
How does a hiring company legally get your age for an interview?  Easy.  Make the person first fill out a job application and/or agree to a background check giving name, social security number, drivers license number, and birthdate.  A lot of companies like Sprint do that, and the EEOC says it’s perfectly OK. 
- Sneaky Way to Get a Job Applicant’s Age
 
The program is one of the latest efforts aimed at tackling the thorny problem of long-term unemployment. Millions of people have been jobless for months or years in the wake of the Great Recession, and its much tougher for them to work their way back into the labor force, particularly if they are older… “Subsidized employment allows older workers to dispel the myths many employers have about those over age 50, said Emily Allen, a vice president at AARP. “Older workers have the highest long-term unemployment rates of any age group.”
- Platform to Employment
 
As many as 25,000 complaints claiming age discrimination have been filed each year since 2008, according to the U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION.
- Ageism, 2019

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How do you stamp out ageism? This state wants to try.

By Jessica Hall
Market Watch
September, 29, 2022

The state of Maine wants to end ageism in a decade. Really.

In a move to improve the health of Maines 1.3 million residents, reduce workforce struggles and improve the economy, the MAINE COUNCIL ON AGING said it launched an initiative to end ageism within 10 years.

Ageism refers to the stereotypes, prejudice and discrimination directed toward people based on their age no matter what their age might be. It can be institutional, interpersonal or even self-directed. Globally, one in two people are ageist against older people, according to a United Nations report.

“It’s also the right thing to do,” the council said.

“Americans don’t believe AGEISM IS REAL. Or that it’s not as bad as the other ‘isms’,” said Jess Maurer, executive director of the Maine Council on Aging. “But it costs us a lot financially. It costs us emotionally. It taxes our health systems. It affects housing. It affects our workforce. It costs us a lot.”

The Maine Council on Aging set a goal to eliminate ageism in the workplace, in the media, and other leading segments of Maine culture by 2032, in part, through targeted discussions with different business sectors, community leaders, and policy makers. Maine has the oldest population in the U.S.

Eradicating ageism is also important for the health of the economy. A STUDY from AARP found that the lost economic activity from older Americans not being able to find work, change careers, or earn promotions because of age discrimination cost the U.S. economy $850 billion in lost gross domestic product in 2018. In the long-term, age discrimination could cost the U.S. more than $3.9 trillion in 2050, AARP found.

Meanwhile, a Yale University study found that discrimination based on age increased healthcare costs by $63 billion annually.

The Maine Council on Aging isnt alone. Last year, the World Health Organization announced a global campaign to combat ageism with strategies such as educating people about ageism, fostering intergenerational contacts, and changing policies and laws to promote age equity.

Why now?

Maurer said the pandemic highlighted societyҒs prejudice against older people. Seniors with comorbidities were more vulnerable and died in increasing numbers from COVID-19 than younger, healthier people.

“COVID hit us over the head with a two-by-four. ‘Older lives do not have the same value as younger lives.’ People were willing to say that out loud. We knew we had to do something,” said Maurer.

“Were all ageists and we will all be victims of ageism. Every last one of us,” Maurer said. “The irony is that when you talk to people, 90% of them get it - that denigrating getting older is ultimately about them. Stop pretending it’s somebody else. You’re experiencing aging right now. Otherwise, youҒre dead.”

Last year, the council launched a program called the Leadership Exchange on Ageism to help Maine business and community leaders fight ageism. So far, 60 people have gone through the program and the council secured funding for an additional 40 participants, as well a chance to replicate the program in other states.

A similar effort has started in Australia, where more than 20 high-profile organizations and individuals formed a coalition to help fight ageism and age discrimination called EveryAGE Counts.

In Colorado, a different approach, called CHANGING THE NARRATIVE, has been used; it has raised awareness about ageism through workshops educating the public about ageist language, beliefs and practices. It also launched a campaign calling attention to ageism in healthcare and the workplace, and pushed for age-friendly policy initiatives and pop culture changes.

How will Maine actually wipe out ageism?

“We’re going to change hearts and minds one at a time. It’s a top-down, bottom-up and everyone in the middle approach,” Maurer said. We’re going to start with the early adopters. You don’t start with the people who are skeptical. You start where you can.”

One metric the Maine Council on Aging will track is the number of people over 65 who are in the workforce. Another metric will follow the number of healthcare institutions, from primary care practices up to hospitals, that implement the Age Friendly Healthy System program supported by the John A. Hartford Foundation and others.

The council also will push for a reduction in age-based stereotypes and language in reporting after an intervention with local media, as well as track the investment that the state of Maine makes financially in infrastructure that supports healthy aging. Other efforts will focus on giving older people an opportunity to make decisions on how public money is spent to develop affordable housing for older people.

“Its a lofty goal. Whenever we put our minds to tackling something as big as an ‘ism’ - it’s admirable. Addressing ageism is going to take a movement like this,” Tracey Gendron, chair for the Virginia Commonwealth University’s department of gerontology and executive director for the Virginia Center on Aging. “I do think this will make a difference. They’re putting action behind their words.”

Gendron likened the Maine campaign to other public health efforts such as getting people to wear seat belts, use sunscreen or stop smoking.

“People DON’T UNDERSTAND the consequences of ageism and this will help,” Gendron said. “It’s important for anyone to take the lead. What Maine is doing is creating a playbook that can be replicated. Here’s what we’re doing, here’s what were reading. This is the training we’re doing. Here’s the steps we’re taking. So it can be replicated in other states.”

Janine Vanderburg, director and chief catalyst at Changing the Narrative in Colorado, said she believes Maine’s efforts can make a difference and help eradicate ageism.

“We don’t wave a magic wand and ageism disappears. But goals are important. The more were all spreading these ideas around, the more work gets done” Vanderburg said.

Maurer admits that the amount of change needed will be tough to manage.

“Ageism is going to IMPACT EVERYONE and it’s uniformly bad. If we do nothing - this suffering is coming to a theater near you,” Maurer said. “Change is hard. Humans only change things when things don’t work. The next 10 to 20 years is going to involve a lot of change, and it’s going to be hard.”

SOURCE

Posted by Elvis on 09/29/22 •
Section Dealing with Layoff
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Monday, September 19, 2022

Preying On The Job Seeker 20 - Ghost Jobs

:image

Applicants say they’re being ghosted by recruiters, having their resumes eliminated by applicant tracking systems (ATS), and struggling to find remote work opportunities. At the same time, unemployment benefits have been cut off.

By the end of September, Holz had sent out 60 applications, received 16 email responses, four follow-up phone calls, and [one] solitary interview.
- Job Hunting 2021

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That’s not a real job opening
Some companies are posting ‘ghost jobs’ but don’t actually plan to hire you - or anyone

By Rebecca Knight and Juliana Kaplan
Business Insider
September 18, 2022

· The number of job openings has been sky high over the past year in the red-hot labor market.

· But some job seekers are still striking out, especially as the economy faces headwinds.

· That could be because some firms are posting “ghost jobs” that they’re not actually hiring for.

After applying to more than 300 jobs in the last six months without a single bite, Will no longer bothers to read job descriptions or research companies.

It’s just a waste of time at this point, said Will, whose real name is withheld but known to Insider.

He spends six to 10 hours a day on LinkedIn churning out applications, but says that he and his peers with similar credentials master’s degrees and MBAs from top schools - are having no luck getting interviews.

“I’m seeing all of these articles about how COMPANIES CANNOT RECRUIT PEOPLE fast enough and how there’s all these job openings,” said Will, who aims to land a consulting role. “But I’m also seeing my own personal experience and seeing other highly qualified candidates who can’t get interviews or can’t get jobs and I’m like, ‘Something is wrong with the system.’”

It is a puzzle in this remarkably tight labor market. While many EMPLOYERS CAN’T FIND ENOUGH WORKERS, some qualified candidates are applying to open jobs and AREN’T HEARING ANYTHING BACK.

That applicants are, on occasion, GHOSTED BY EMPLOYERS is nothing new, of course. But lately questions have been raised about whether a company’s job postings are reflective of actual open positions, or instead “ghost jobs” listings that employers are no longer actively hiring or recruiting for.

According to a RECENT SURVEY of roughly 1,000 hiring managers conducted by Clarify Capital, a boutique lending firm, 40% of managers have had a job posting open for over two to three months; one in five managers said they don’t plan to fill their current open job positions until 2023; and half of managers said they keep job postings up because they’re “always open to new people,” even if they’re not actively recruiting.

“We have over 150 million people working in the US economy,” Kathryn Edwards, an economist at the RAND Corporation, told Insider about the GREAT RESIGNATION. “Whatever can be true is true for at least one person. Having that many workers means that you can have two true stories that are in absolute conflict, and it totally makes sense that they’re both in our labor market.”

SOME RESEARCHERS SAY that “job openings” might mean something different today than it used to, and that companies routinely ADJUST TO FORCES in the economy and their industries by ramping up and down the intensity with which they recruit. OTHERS, MEANWHILE, HAVE SPECULATED that companies today are posting jobs but not trying hard to fill them, perhaps due to uncertainties about the economy. But at a time when many workers are still QUITTING THEIR JOBS AT ELEVATED RATES emboldened by the apparent strength of the labor market, the ghost job phenomenon underscores the idea that EMPLOYERS STILL HAVE THE UPPER HAND.

“Evergreen" postings in an uncertain environment

There are many reasons why companies might post vacancies with seemingly little urgency to fill them, recruiters say. Sometimes they want to give the impression that the company is growing ח but in an inflationary economy, growth is expensive, so they’re hedging their bets.

Sometimes they leave listings open with dreams that the perfect, unicorn candidate might apply. Other times they might post jobs to pacify their exhausted employees and demonstrate that they are indeed at least trying to hire more help.

There are also some jobs that are so in-demand think: mobile developers and software engineers ח that employers might leave up openings in hopes that someone, anyone will apply.

Allyn Bailey, a former recruiting strategy executive at Intel and now a director at Smart Recruiters, a talent sourcing and hiring platform, said that companies are more often posting “evergreen requisitions” listings for jobs that, in theory, they always need even if they don’t have the budget to hire. “That way they have a pipeline to leverage when they’re ready,” she said.

Of course, candidates don’t know that. They apply in good faith, ignorant of this strategy, and when the company eventually calls them, she said, “the talent is either not interested, has moved on, or is annoyed.”

Some recruiters say that ghost jobs are on the rise due to the heightened level of uncertainty that’s persisted for the past two and a half years. With the ENDURING LABOR SHORTAGE and high turnover, they can no longer accurately predict candidate behavior and flow. That, combined with a slowing economy, has created an air of tentativeness.

“The companies I talk to are struggling with how they think about HOW TO GET STRATEGIC WORK DONE because the contours of their business are changing rapidly,” said Pat Pettiti, CEO of Catalant, the online platform that connects independent consultants for projects at large corporations.

“They don’t understand who or what they need - and so they’re hesitating when it comes to hiring.”

Moreover, fears of a looming recession have made them hesitant to commit. “That’s why you have some managers thinking, ‘My boss told me to hire someone, but am I going to have to lay them off in three months?’”

William Stonehouse, the president of Crawford Thomas Recruiting, the Orlando staffing firm that matches jobseekers with Fortune 1000 companies, said that he often coaches employers on the perils of posting ghost jobs.

“A lot of businesses don’t understand the impact that a negative hiring process can have on future applicants,” he said. “If your listings are a graveyard of old positions and candidates are uploading applications into a resume black hole, it doesn’t set a good tone. People want to be treated with dignity and respect.”

“There are too many jobs posted”

Andrew Flowers, a labor economist at Appcast, the recruitment advertising technology company, expressed skepticism that “ghost jobs” are a widespread problem. “Some employers no doubt are fishing they have a job opening, but aren’t planning to hire - but I think this is a small minority of employers,” he said in an email interview with Insider.

Flowers pointed out thatings in each month, rem the overall job fill rate, the ratio of hires to openains very low, which reflects the tight labor market. Meanwhile, other economic research shows that recruiting intensity matters less for the job search-and-matching process than factors like candidate skills and quality and the macroeconomic environment.

“It seems plausible that the job openings figures overstate the amount of active recruitment going on, and perhaps by more than in the past,” he said. “But it’s also very clear that there are lots of openings right now.”

“When employers first started grumbling about a labor shortage,” Erica Groshen, a senior economics advisor at the Cornell University School of Industrial and Labor Relations and former commissioner of the Bureau of Labor Statistics, was a little suspicious of the high number of job openings. But as she watched wages rise and job switching soar, she was sold on the phenomenon of real hiring.

Even so, “the advent of the internet means that applying for jobs is much easier,” Groshen told Insider.

“You can apply to so many more jobs, which then means that companies have to SORT THROUGH SO MANY APPLICATIONS many more than they ever used to before - which means that they employ algorithms to do this sorting,” Groshen said. “Those algorithms are going to be fairly crude.”

The number of openings and ease of applying are cold comfort for Will, who’s still fruitlessly job hunting day after day. For jobseekers like him, who come in with degrees and specific qualifications, the reality might have to be abandoning those ghost jobs altogether and seeking out poorer matches. After all, about a third of college graduates are underemployed, according to the Federal Reserve Bank of New York, meaning that they’re in roles that don’t typically require a degree.

That’s because, even as workers are in a red hot labor market, they still don’t have the upper hand when it comes to work. Because workers in the US ultimately need a job to eat, pay for housing, and have health insurance, employers have what’s called monopsony power, which allows them to dictate wages, working conditions, and scheduling and it lets them post jobs they might never fill or accidentally filter the right candidates out of.

“There are too many jobs posted, he said. And the “websites - some of them are just broken and some just don’t work. It’s almost comical.”

SOURCE

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Posted by Elvis on 09/19/22 •
Section Dealing with Layoff • Section Job Hunt • Section Preying On The Job Seeker
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Tuesday, September 13, 2022

Unemployment Survey Issues

image: clueless

The adjustment factors are estimated using a main effects linear model and generalized least squares. These adjustment factors indicate that the redesign had no statistically significant effect on the total unemployment rate, but it did affect statistics related to unemployment such as the reasons for unemployment, the duration of unemployment and the industry and occupation distribution of the unemployed with previous work experience. The adjustment factors also indicate that the redesign significantly increased the EMPLOYMENT-TO-POPULATION RATIO and LABOR FORCE PARTICIPATION RATE for women, but significantly decreased the employment-to-population ratio for MEN. At the same time the redesign significantly influenced the measurement of characteristics related to employment such as the proportion of employed working part time, the proportion working part time for economic reasons, the number of individuals classified as self-employed and the industry and occupation distributions of the employed.
 
Women’s labor force activity has increased dramatically. Service sector employment has grown. The proportion of the employed working in factory jobs has declined. Two-income households have become the norm in husband-wife households. Single-parent households have become more prevalent. The population has grown older, and minorities constitute a larger proportion of the labor force than previously. Given these societal changes, some of the wording of the CPS questions were dated and new situations had arisen that were not adequately covered by the survey
 
[I]n the unrevised CPS, interviewers were instructed to tailor the wording of the first labor force question based on the gender and age of the respondent. Specifically, if the respondent “appears to be a homemaker,” the manual instructed interviewers to ask, “What were you doing most of last week—keeping house or something else?” If the respondent appeared to be relatively young, interviewers were supposed to ask, “What were you doing most of last week—going to school or something else?” For all other respondents, interviewers were instructed to ask, “What were you doing most of last week—working or something else?” The next question about work activities in the unrevised questionnaire included the phrase “not counting work around the house.” Given the increased labor market activity of women and the rising prevalence of home offices or other work arrangements that involve individuals working from their homes, the wording of these questions could be both offensive and confusing
 
Investigation also revealed that the meaning of several phrases and words in the CPS have changed over time. An important example of shifting meanings involves the measurement of individuals “on layoff.” In the past, most people defined a layoff as a temporary spell of unemployment from which an individual expected to be recalled as soon as business conditions improved or retooling was completed. Research showed, however, that in the late 1980’s and early 1990’s, the majority of individuals used the word layoff to refer to permanent separations from which they did not expect to be recalled
- The CPS After the [1994] Redesign [Abstract] - [.pdf]

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Changes in Unemployment Duration and Labor Force Attachment

THIS PAPER accounts for the observed INCREASE in unemployment duration relative to the unemployment rate in the U.S. over the past thirty years, typified by the record low level of short-term unemployment. We show that part of the increase is due to changes in how duration is measured, a consequence of the 1994 Current Population Survey redesign. Another part is due to the passage of the baby boomers into their prime working years. After accounting for these shifts, most of the remaining increase in unemployment duration relative to the unemployment rate is concentrated among women, whose unemployment rate has fallen sharply in the last two decades while their unemployment duration has increased. Using labor market transition data, we show that this is a consequence of the increase in women’s labor force attachment.

SOURCE

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The Evolution of Rotation Group Bias: Will the Real Unemployment Rate Please Stand Up?

We document that rotation group bias - the tendency for the unemployment rate to vary systematically by month in sample - in the CURRENT POPULATION SURVEY (CPS) has worsened over time. Estimated unemployment rates for earlier rotation groups have grown sharply relative to later rotation groups; both should be nationally representative samples. This bias increased discretely AFTER the 1994 CPS redesign, and rising nonresponse rates are likely a significant contributor. Survey nonresponse increased after the redesign, mirroring the evolution of rotation group bias. Consistent with this explanation, rotation group bias for households that responded in all eight interviews remained stable over time.

In this paper we have documented that rotation group bias in the CPS has substantially worsened, with a marked increase in bias since the 1994 CPS redesign. We find suggestive evidence that the increase in rotation group bias is related to nonresponse, which follows a similar time-pattern as rotation group bias, as well as possible effects from the 1994 redesign of the CPS. The results suggest several important avenues for future research. While it does not appear that rotation group bias is severely confounding estimates of macroeconomic relationships, it remains an open question as to which rotation group provides the most accurate measure of the unemployment rate, and whether the increase in rotation group bias has affected the trend in the official unemployment rate. To assess these issues one would need an independent, unbiased unemployment measure, free of rotation effects, that when regressed on the MIS rates one would expect a coefficient of 1, or a macroeconomic relationship between the unemployment rate and some other measure with a known coefficient. We leave this question to future work.

The results also suggest that there is not a HEISENBERG PRINCIPLE of rotation group bias, whereby rotation group bias is an inherent feature of any labor force survey with multiple interviews. This can be seen most clearly from the Canadian labor force survey that does not exhibit rotation group bias. This conclusion is also reinforced by the high degree of rotation group bias for those on new spells of unemployment, who have not previously been asked job search questions. These observations lead to the question of which aspects of survey design and implementation can be improved to mitigate rotation group bias.

The evidence presented here suggests that we require a better understanding of survey nonresponse, particularly finding ways of reducing nonresponse and better imputation methods to adjust for nonrandom nonresponse, to help mitigate rotation group bias.

Lastly, we note that the potential for rotation group bias complicates the design and interpretation of overlap samples. For example, possible rotation group bias in the parallel sample that was surveyed to assess the effects of the 1994 redesign and rotation group bias in the CPS itself could confound the interpretation of differences between the two surveys as measuring the effect of the redesigned survey.

SOURCE - PDF

Posted by Elvis on 09/13/22 •
Section Dealing with Layoff
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Wednesday, September 22, 2021

Senior Community Service Employment Program

image: no job

Over 55, Unemployed and Looking for Work?

For more than 50 years, the Senior Community Service Employment Program (SCSEP) has provided older adults 55 and older with opportunities to fill entry- and mid-level positions with employers in their local communities. AARP Foundation SCSEP has successfully moved thousands of older job seekers into jobsproviding them with opportunities to use their skills while also offering valuable work experience.

Interested in Becoming a SCSEP Participant?

Call 855-850-2525. 

How it Works

AARP Foundations SCSEP program provides both community service and work-based training.

Working an average of 20 hours a week, older job seekers are paid the highest of federal, state or local minimum wage and are compensated by SCSEP directly. The job seekers are placed in a wide variety of community service activities at non-profit and public facilities like day care centers, senior centers, schools and hospitals. This on-the-job training experience can then be used as a bridge to find employment opportunities outside of the program.

Who’s Eligible?

To participate, you must be:

Age 55 or older

Unemployed

Financially qualified

AARP FoundationҒs SCSEP program (CFDA 17.235) is funded with $77,808,096 million in grants with U.S. Department of Labor funds. This funding provides 90% of the support for SCSEP, with AARP Foundation matching 10% ($8.774,913 million). AARP Foundation operates in 19 states and Puerto Rico.

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Online SCSEP Application Information

Below is the link for you to start your Online Application:

https://www.scsep.org/OnlineApplication

BEFORE YOU BEGIN: A critical part of the application is uploading copies of documents that will be used to determine income eligibility.  Therefore, prior to starting the application, be sure to have copies of your income documents from the last 12 months scanned onto your computer or phone FOR EACH FAMILY MEMBER IN YOUR HOME and ready to upload to your application:

1. Pay Stubs or other documents showing earnings received each month for the last 12 months
2. Social Security Statements for the current and previous year
3. Pension Statements
4. Annuities
5. Veteran Payments
6. Disability Statements (Ex. Social Security Disability ..SSDI)
7. Public Assistance documents (Unemployment Compensation, Public Housing, Medicaid, SNAP, Supplemental Security Income)
8. Any other source of family household income for the last 12 months

After you complete the Online SCSEP Application, you will be contacted by an AARP Foundation SCSEP representative from the local office within 5 to 10 business days to discuss and complete your application.  If you have any specific question regarding the documents you need to collect, please writethose questions down ask those questions to the AARP Foundation SCSEP Representative when they call you back.

During the call back, if you are determined to be income eligible, the AARP Foundation SCSEP Representative will continue completing a full application with you.  As part of the full application, you will also need to provide copies of:

A) Driver’s License or State ID
B) Social Security Card
C) DD214 (If you are a veteran)
D) A voided check from your checking account that will be used to set up your Direct Deposit

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Not Eligible-Due to County of Residence

If you reside in a county that is not serviced by AARP Foundation,you can visit the link below to find the organization that offers the SCSEP in your county:

https://www.careeronestop.org/LocalHelp/EmploymentAndTraining/find-older-worker-programs.aspx

Click on the link below to see if AARP Foundation Back to Work 50+ can assist you.

https://www.aarpfoundation.org/backtowork

Click on the link below to search for free or reduced cost services like medical care, food, job training, and more.

https://local.aarpfoundation.org/

Posted by Elvis on 09/22/21 •
Section Dealing with Layoff • Section Job Hunt
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