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Census: More home-based workers
The number of people who worked at home increased from about 9.5 million in 1999 to about 11.3 million in 2005, according to a report by the U.S. Census Bureau. Nearly half of those home workers had college degrees, and nearly half of them earned $75,000 or more per year.
Home-based workers made up 8% of the total U.S. workforce in 2005, an increase from 7% in 1999. Among those who worked at home in 2005, about 8.1 million did so exclusively, an increase from 6.7 million in 1999.
The most popular occupations among those who reported working at home were professional (25%); executive, administrative, and managerial (22%;) and sales (18%).
The median monthly earnings of workers who worked at home were about $2,400 in 2005; the median annual family income for those workers was about $68,000.
High-paying jobs were more likely to involve working at home for some or all of the work time. In 2005, 46% of people who said they worked at home some or all of the time earned at least $75,000 per year, compared with 34% of non-home workers who made at least that much. Those who worked both at home and in an office had the highest percentage of high-paying jobs—about 54% of whom made $75,000 or more annually in 2005.
Along with more money came longer hours. About 11% of those who worked at home for some or all of their workweek reported working 11 or more hours in a typical day in 2005. Only about 7% of workers who worked outside the home reported doing so.
Despite the long hours, there seemed to be more flexibility for people who worked at home. In 2005, about 23% of home-based workers reported that their weekly hours varied compared with only 10% of those who worked outside the home.
For the full report: www.census.gov/population/www/socdemo/workathome.html
Top 10 office annoyances
Nearly two-thirds of workers say their stress levels have been increased by office irritations, and one in 10 have left a job because of them, according to a survey by Opinium Research.
The survey found the top 10 office annoyances were:
- Grumpy or moody colleagues (cited by 37%)
- Slow computers (36)
- Small talk/gossip (19)
- Use of office jargon or management speak (18)
- People speaking loudly on the phone (18)
- Too much health and safety in the workplace (16)
- Poor bathroom etiquette (16)
- People not turning up for meetings on time or at all (16)
- People not tidying up after themselves in the kitchen (15)
- Too cold/cold air conditioning (15)
And the most annoying jargon:
- Thinking outside the box (21%)
- Let’s touch base (20)
- Blue sky thinking (19)
- Blamestorming (16) (sitting down and working out whose fault something is)
- Drill down to a more granular level (15) (looking into something in more detail)
- Let’s not throw pies in the dark (15) (we need a plan rather than a haphazard approach)
- I’ve got that on my radar (13)
- Push the envelope (12)
- Bring your A-game (11)
Quarterly report on stimulus funds
Gov. M. Jodi Rell has announced that a quarterly review of federal stimulus funds and the initiatives they support shows gains in jobs created and retained as well as a dramatic increase in spending for assistance programs, health and welfare services, the environment, and crime prevention.
The governor said that Connecticut has been awarded more than $2.5 billion to date and state agencies continue to pursue any and all eligible grants. In the last three months, the state has spent nearly $240 million on a number of programs, a 577% increase over the first cycle.
As reported by state agencies, stimulus activity in the state shows:
- Jobs created/retained—6,184 (up from 6,110 in October)
- Unemployment benefits—$1.1 billion
- Supplemental Nutritional Assistance Program—$59 million
- General assistance—More than 7,400 home-delivered meals to senior citizens
- Health—5,000 additional rotavirus vaccinations administered to children
- Public safety—130 Internet Crimes against Children cases have been opened, more than doubling the number (54) in October; 10 full-time forensic officers have been hired; 6,369 DNA profiles have been processed, compared to 39 in October
- Energy and environment—90 more Department of Transportation trucks have been retrofitted to reduce diesel emissions (bringing the total to 140); 700 more housing units have received energy audits through the Weatherization Program, and 180 units have been weatherized.
The governor also said she expects even more activity in the coming months as spring arrives, construction season commences, and dozens of local road and bridge projects are put out to bid.
For more on the recovery: www.recovery.ct.gov/recovery/site/default.asp
New data on private sector job patterns
The Equal Employment Opportunity Commission (EEOC) has posted extensive new data on job patterns for women and minorities in the private sector.
The posting—11 aggregate data sets from the agency’s most recent EEO-1 survey results—contains comprehensive labor force profiles of race, gender, and ethnicity divided by various job categories. Among the highlights:
- Of the approximately 62 million private sector employees nationwide covered by the survey, about 30 million (48%) were women and 21 million (34%) were minorities.
- The rate of minority employment tripled between 1966 and 2008 from 11% to 34%.
- Among the four minority groups continuously measured, the employment rate for blacks or African Americans increased steadily from 8% in 1996 to 14% in 2008.
- Hispanics or Latinos had the fastest growth rate in the private sector, increasing from 2.5% to over 13% between 1966 and 2008.
- Women’s overall participation rate in the private sector jumped from 31% to 48% between 1996 and 2008.
To access the data: www.data.gov/catalog/raw/category/0/agency/119/filter/2008/
type//sort//page/1/count/25
Survey: 401(k) match is back
A survey by Hewitt Associates shows that 80% of employers that suspended or reduced their 401(k) company match in 2009 are planning to restore it in 2010.
The survey also showed a continued emphasis among employers on automating 401(k) plans to help workers maximize the benefits of their retirement plans. Almost half (46%) of employers that do not already offer automatic rebalancing—a tool that helps employees regularly balance their portfolios with their target allocations—are very or somewhat likely to add it to their plan in 2010. Nearly four in 10 (38%) are very or somewhat likely to add automatic contribution escalation—where employees can elect to have their contribution rates increased automatically over time.
An increasing number of employers are also offering investment services and tools to help employees make better investment and savings decisions. Half (51%) currently offer online investment guidance and another 42% are very or somewhat likely to do so in 2010. In addition, 28% of employers currently offer managed accounts, which allow workers to delegate the overall management of their accounts to an outside professional. One-quarter of companies (25%) indicate they are very or somewhat likely to offer managed accounts in the coming year.
While there has been marked growth in 401(k) balances since the market recovery began, too many workers still are not saving and investing in a way that will help them achieve their retirement goals, says Hewitt. Employers are trying to do their part to help, which is why they are restoring their matching contributions and offering features and tools that push workers to save more throughout their working years.
DOT: No texting by truck drivers
The U.S. Department of Transportation (DOT) has announced a federal ban on texting by drivers of commercial vehicles such as large trucks and buses.
DOT says its research shows that drivers who send and receive texts messages take their eyes off the road for an average of 4.6 seconds out of every six seconds while texting. At 55 miles per hour, that means the driver is traveling the length of a football field, including the end zones, without looking at the road. Drivers who text while driving are more than 20 times more likely to get into an accident.
The ban covers commercial vehicle drivers who drive in interstate commerce to transport passengers or property when the vehicle:
- Has a gross vehicle weight rating or gross combination weight rating, or gross vehicle weight or gross combination weight, of 4,536 kg (10,001 pounds) or more, whichever is greater; or
- Is designed or used to transport more than eight passengers, including the driver, for compensation; or
- Is designed or used to transport more than 15 passengers, including the driver, and is not used to transport passengers for compensation; or
- Is used in transporting hazardous materials in a quantity requiring placarding under federal regulations.
For details: http://frwebgate6.access.gpo.gov/cgi-bin/TEXTgate.cgi?WAISdocID=43099514295+1+1+0&WAISaction=retrieve
Injury database goes public
Every year since 1996, OSHA has collected work-related injury and illness data from more than 80,000 employers. For the first time, the agency has made the data from 1996 through 2007 available in a searchable online database, allowing the public to look at establishment- or industry-specific injury and illness data. The data is available at http://www.osha.gov/pls/odi/establishment_search.html and Data.gov.
OSHA uses the data to calculate injury and illness rates to guide its strategic management plan and focus its Site Specific Targeting Program.
The database information includes an establishment’s name, address, industry, associated Total Case Rate (TCR), Days Away, Restricted, Transfer (DART) case rate, and the Days Away From Work (DAFII) case rate. The data is specific to the establishments that provided OSHA with valid data through the 2008 data collection (collection of calendar year 2007 data). The database does not contain rates calculated by OSHA for establishments that submitted suspect or unreliable data.
Dip in WC mileage rate
The Workers’ Compensation Commission has reduced the mileage reimbursement rate for all travel expenses incurred on or after Jan. 1, 2010, to 50 cents per mile, down from 55 cents last year.
The new rate applies to all claimants, regardless of injury date, who use their private motor vehicles to travel to medical appointments necessitated by work-related injuries. The rate coincides with the federal mileage reimbursement rate.
To learn more about mileage reimbursement rates, including those for travel expenses incurred in past years go to: http://wcc.state.ct.us/gen-info/rec-legis/01-mileage.htm
DOL collects back pay for 500
The U.S. Department of Labor (USDOL) will recover more than $1.8 million in back wages for more than 500 employees of a New York based trucking company under contract with the U.S. Postal Service (USPS) to haul mail. The company and its principal officers also will be debarred from receiving future government contracts for a three year period.
USPS mail haul contracts are subject to the prevailing wage and fringe benefits provisions of the federal McNamara-O’Hara Service Contract Act. The Act requires contractors and subcontractors performing federal service contracts in excess of $2500 to pay service employees no less than the wage rates and benefits found prevailing in the locality for the classification of work that they perform.
The USDOL’s Wage and Hour Division cited the company and its officers for failing to pay the required hourly rates and benefits, and eventually filed an administrative complaint with the department’s Office of Administrative Law Judges (ALJ). The complaint was resolved when the company agreed to pay a total of $1,830,800 in back wages and interest from the period December 2005 to December 2008. In addition to the debarment, the ALJ also ordered the company to establish a program to ensure future compliance with wage and hour laws.
UI tax form available online
Gov. M. Jodi Rell has announced that the state is offering a new online service that allows unemployment insurance claimants to print their UC-1099G tax form directly from the Department of Labor’s (DOL) web site.
The UC-1099G is required by the Internal Revenue Service so claimants can report the benefits they have received, in the same way that a W-2 fom is used to report regular income. The governor says the 24/7 service, funded by a federal grant, will speed the processing time for claimants and state employees and save the state postage and printing costs.
The service allows claimants to enter their information into a secure system to obtain unemployment data for the current tax year or previous years dating back to 2005. The printout includes all necessary tax information and is available to all claimants, whether they were filing weekly, for as little as one week, or as part of the state’s Shared Work program.
A special UC-1099G information line—860 263 6099—is now in operation from 8 a.m. to 4 p.m. through April 15 to answer questions about the tax form. Representatives at this number are not able to answer questions about specific unemployment insurance claims.
Union membership in '09
The Bureau of Labor Statistics reports that the union membership rate—the percent of wage and salary workers who were members of a union—was 12.3% in 2009, essentially unchanged from 12.4% a year earlier. The number of workers belonging to unions declined by 771,000 to 15.3 million, largely reflecting the overall drop in employment due to the economy. In 1983, the first year for which comparable data are available, the union membership rate was 20.1%, representing 17.7 million union workers.
Other highlights from the 2009 data:
- More public sector employees (7.9 million) belonged to a union than did private sector employees (7.4), despite there being five times more workers in the private sector.
- Workers in education, training,and library occupations have the highest unionization rate at 38.1%.
- Black workers were more likely to be union members than were white, Asian, or Hispanic workers.
- Among states, New York had the highest union membership rate (25.2%) and North Carolina had the lowest (3.1%).
For complete data: http://www.bls.gov/news.release/archives/union2_01222010.pdf
OSHA proposes recordkeeping change
The Occupational Safety and Health Administration has proposed changing its Form 300 Log of Work-Related Injuries and Illnesses by adding a separate column for musculoskeletal disorders (MSDs). The agency says the proposed rule does not change existing requirements for when and under what circumstances employers must record MSDs.
OSHA first proposed an MSD column in 2001. At the time, the injury and illness log contained a column for repetitive trauma disorders that included both MSDs and hearing loss. OSHA separated MSDs and hearing loss into two columns, but the MSD column was deleted before the provision became effective. The agency is now proposing to restore the MSD column to improve the accuracy of reported illness data.
Interested parties may submit comments on the proposed rule electronically at http://www.regulations.gov, the federal e-rulemaking portal; or by mailing three copies to the OSHA Docket Office, Room N-2625, U.S. Department of Labor, 200 Constitution Ave. NW, Washington, DC 20210; or by fax at 202-693-1648 if the comments and attachments do not exceed 10 pages.
Comments must include the agency name and docket number for this rulemaking (Docket Number OSHA-2009-0044). The deadline for submission is March 15.
To access the proposal: http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=FEDERAL_REGISTER&p_id=21314
EEOC sues law firm for age bias
The Equal Employment Opportunity Commission (EEOC) has charged an international law firm with violating federal age discrimination law through its compensation system.
According to the EEOC’s lawsuit, attorneys who practiced law at the firm after turning 70 years of age received dramatically reduced compensation compared to similarly productive younger attorneys, solely because of age. The EEOC further charged that the firm retaliated against an attorney who has practiced law there for 40 years by further reducing his compensation after he complained about the discriminatory policy.
The EEOC says that the firm requires all partners to give up their ownership interest in the firm at age 70. If an attorney continues to work, his or her compensation consists of an annual “bonus” payment in an amount totally within the discretion of the firm’s executive committee.
In addition, the attorney who complained says that since he turned 70, even though he routinely has obtained over $1 million in fees annually from his clients, his compensation has been substantially less than younger lawyers at the firm with similar productivity. Moreover, after he had complained internally about the age-based compensation system—ultimately resulting in his filing an age discrimination charge with the EEOC—the firm reduced his bonus payment by two-thirds.
A law firm’s compensation system for its attorneys should be based on ability and production, not on age-based stereotypes about declining effectiveness, says the EEOC. The lawsuit should serve as a wake-up call for law firms to examine their own practices and ensure they comport with the law.
In FY 2009, the EEOC received 22,778 age discrimination charges, the second highest level ever, accounting for 24% of its private sector caseload.
Connecticut Business Day 2010 – Join the Fight!!
If you believe it's time to focus on fiscal responsibility and a strong plan for economic revival that will retain and create jobs in Connecticut, you need to attend Connecticut Business Day on February 24 at the State Capitol and advance a pro-growth legislative agenda.
The program includes keynote addresses and issue interest sessions on labor, taxes, manufacturing and small business.
Don’t miss this opportunity to get your views across to state legislators and help them focus on the key business and economic issues facing our state.
Appliance giant to pay $1M in harassment case
The Equal Employment Opportunity Commission (EEOC) has announced a final court judgment of more than $1 million against Whirlpool Corporation in a race and sex discrimination lawsuit on behalf of a former employee at the company’s Tennessee facility. The EEOC claimed that the appliance manufacturing giant failed to protect the African American female employee from persistent harassment by a white male co-worker, which ultimately resulted in her being physically assaulted by him.
Following a bench trial, a district court judge awarded the employee $773,261 in back pay and front pay, and $300,000 in compensatory damages, the maximum allowed under federal law. During the four-day trial, the evidence showed that the employee reported escalating offensive verbal conduct and gestures by the male coworker over a period of two months before he physically assaulted her. Four levels of Whirlpool’s management were aware of the escalating harassment, but failed to take effective steps to stop it. The employee suffered permanent mental injuries that will prevent her from working again as a result of the assault and Whirlpool’s failure to protect her.
Whirlpool unsuccessfully argued that because it had posted a policy prohibiting harassment, the company relieved itself of responsibility for the employee’s injuries. However, the court pointed out that when those charged with enforcing a policy don’t take that responsibility seriously, an employer has not met its duty under federal antidiscrimination law to prevent and stop illegal harassment in its workplace.
The EEOC says the significant monetary award should put employers on notice that there can be extraordinary consequences for tolerating or overlooking egregious discrimination.
Are you in compliance? Sign up now for CBIA's Sexual Harassment Prevention Training, Tuesday, March 23, in Torrington. Onsite training is also available. More details and registration.
DOJ challenges civil service exam
The Department of Justice (DOJ) has filed a discrimination suit against the state of New Jersey, challenging its use of a written examination for promotion to the rank of police sergeant.
The DOJ complaint alleges that African American and Hispanic candidates pass the exam at significantly lower rates than white candidates. It also alleges that even those African American and Hispanic candidates who pass the exam suffer discrimination because their passing scores are significantly lower than those of white candidates, and New Jersey certifies candidates for promotion in descending rank-order based primarily upon each candidate’s written exam score.
Title VII of the Civil Rights Act prohibits not only intentional discrimination but also the use of employment practices that result in a disparate impact upon a protected group, unless an employer can prove that such practices are job-related and consistent with business necessity. According to the DOJ, New Jersey has not demonstrated that the written exam and the certification process meet Title VII requirements.
The DOJ is seeking a court order prohibiting New Jersey from continued use of the exam. It is also asking the court to award “make whole” relief—including, where appropriate, offers of promotion, backpay, and retroactive seniority—to individual African Americans and Hispanics who have been or will be harmed as a result of the state’s use of the exam.
Pay freezes more prevalent than pay cuts
In response to the sluggish economy, many corporations either froze or cut pay in 2009. Even as the economy starts showing signs of life, a majority of firms plan to remain conservative when it comes to pay practices in 2010.
A January update to the WorldatWork’s annual Salary Budget Survey found that 52% of U.S. employers froze pay for some or all employees in the 2009 recession, while 13% cut pay.
Will employees see pay restored in 2010? At least 22% of organizations that froze pay in 2009 are planning to prolong the freeze into 2010, while 54% plan to resume normal pay activities this year. More than a third said they were in a recession and were not in a position to unfreeze pay.
Of those organizations that cut pay, 37% said they remained in a recession and were not yet considering recovery actions; 29% planned to restore pay in full, while 15% said the pay cuts were permanent.
Moving too fast in restoring salaries leaves employers vulnerable if the recovery fails to materialize, says WorldatWork. Moving too slowly creates the risk of turnover as employees look for a better opportunity with another company. Even with jobs scarce, there are always opportunities for employees with the right skill set.
As salary budgets remain tight and employee satisfaction low, organizations are turning to other ways to motivate and reward employees. Employers are focused on providing or enhancing career development opportunities (33%), noncash rewards and recognition (28%), flexibility options (20%), monetary rewards for high performers (19%), and monetary rewards for mission-critical talent (15%).
For more information: www.worldatwork.org/waw/adimLink?id=33282
FMLA report due 4/10
Companies that employed 75 or more employees during the payroll week that included Oct. 1, 2008, need to file their Annual Family and Medical Leave Experience Report by April 1. The form should be completed online for calendar year ’09 at the Department of Labor’s website and transmitted back to the agency.
Employers are required to report leaves of absence for the birth or adoption of a child, to care for a seriously ill family member, or for the employee’s own serious illness. Leaves lasting for less than five days and portions of leave exceeding 16 weeks need not be reported.
Click here to access OSHA’s Recordkeeping Handbook, a free resource of agency-approved recordkeeping materials, including the regulation and related interpretations of the rule.
Connecticut Business Day 2010 – Join the Fight!!
If you believe it's time to focus on fiscal responsibility and a strong plan for economic revival that will retain and create jobs in Connecticut, you need to attend Connecticut Business Day on February 24 at the State Capitol and advance a pro-growth legislative agenda.
The program includes keynote addresses and issue interest sessions on labor, taxes, manufacturing and small business.
Don’t miss this opportunity to get your views across to state legislators and help them focus on the key business and economic issues facing our state.
Register for this free program at: www.cbia.com/green/businessday.htm
For more information, contact CBIA's Adam Ney at (86) 244-1933 or adam.ney@cbia.com.
Time to post injury summary
The Occupational Safety and Health Administration (OSHA) is reminding employers about the requirement to post the OSHA 300A summary of the total number of work-related injuries and illnesses that occurred last year. Only the 300A summary—not the OSHA 300 log—must be posted from February 1 to April 30.
The form should be posted in a common area where other employee notices are usually displayed. A copy of the summary must also be made available to workers who move from worksite to worksite or who do not report to any fixed worksite on a regular basis.
The summary must include the total number of job-related injuries and illnesses that occurred in 2009 and were logged on the OSHA 300. To assist in calculating incidence rates, information about the annual average number of employees and total hours worked during the calendar year is also required. If a company recorded no injuries or illnesses in 2009, the employer must enter "zero" on the total line. The form must be signed and certified by a company executive.
To access OSHA’s Recordkeeping Handbook, a free resource of agency-approved recordkeeping materials, including the regulation and related interpretations of the rule: http://www.osha.gov/recordkeeping/handbook/index.htm
Tips for greening your break room
—reprinted with permission from Business & Legal Resources (BLR)
Businesses going green is hot as companies seek to reduce the effects of climate changes and want to be seen as responsible. But it means more than that. Businesses with conservation programs know that conservation benefits their bottom line.
Start a conservation program with these tips to cut down on waste (and spending) in your break room:
- Waste not. Use real dishes, not disposable products. All you need is a sink, soap, sponge and dish rack.
- If you must. If your only option is to use disposable cold cups, plates, or cutlery, look for sustainable products, especially compostable ones—avoid Styrofoam products and plastic.
- Make yourself at home. Have everyone bring in their own mug from home, or purchase some mugs, cups, cutlery, plates, and bowls for the break room.
- Buy Energy Star. If you must buy new appliances, look for energy efficient ones, ones that are Energy Star certified. This is another green tip that also saves money.
- Lose the baggage. Cut down on needless packaging. For example, share milk and cream for coffee instead of using individual cream or creamer packets, and spoons for stirring instead of disposable stirrers.
- Skip the water cooler. If you don’t like your tap water, consider a water filter in the fridge instead of a water cooler or individual bottled water. This one will save you a ton of money!
- Unplug the energy vampires. Plug all the nonfridge appliances, such as microwave, coffee maker/grinder, toaster, etc., into a power strip (surge protector) so that you can switch their power off at the end of the day. Appliances plugged in, even if not in use, suck some energy.
It means more that just protecting the environment—conservation, and investing in conservation programs, means saving money.
BLR is the leading provider of employment, safety and environmental compliance solutions. For more information, visit www.BLR.com or call 800-727-5257.
Learn all about the new COBRA subsidy extension
Free webcast for CBIA members and brokers
Late last month, Congress passed and President Obama signed into law an extension of the COBRA premium subsidy that was first instituted under the American Recovery and Reinvestment Act (ARRA) in early 2009. This extension of last year’s temporary COBRA premium subsidy will extend the time during which terminated employees may become eligible for and receive this valuable benefit, as well as the subsidy period.
And, now that we are in the first tax year after enactment of the ARRA, the IRS is expected to begin conducting compliance audits to verify employers’ entitlement to the tax credit, and employees’ status as assistance eligible individuals (AEIs).
During this 40-minute webcast, you will learn:
- The provisions of the new COBRA subsidy extension
- The required new notice obligations
- The backup documentation you must keep
Click here to get started: http://www.cbia.com/HR/Presentation/COBRAExtension12-21-09/player.html
$19M settles “glass ceiling” suit
Outback Steakhouse has agreed to pay $19 million to settle a lawsuit alleging sex discrimination against thousands of women at hundreds of its corporately-owned restaurants nationwide.
In the lawsuit the Equal Employment Opportunity Commission (EEOC) claimed that female employees hit a glass ceiling at Outback and could not get promoted to the higher-level profit-sharing management positions in the restaurants. The EEOC also alleged that women were denied favorable job assignments, particularly kitchen management experience, which was required for employees to be considered for the top management job in a restaurant. As part of the settlement Outback has also agreed to:
- Institute an online application system for employees interested in managerial and other supervisory positions.
- Employ a human resource executive in the newly created position of Vice President of People.
- Employ an outside consultant for at least two years who will determine compliance with the terms of the settlement and analyze data from the online application system to determine whether women are being provided equal opportunities for promotion.
- Report on its progress every six months to the EEOC.
The $19 million in monetary relief will be administered through a claims process with an administrator sending letters to all female workers employed at corporately-owned Outback restaurants from 2002 through the present who have at least three years of tenure. The EEOC is also encouraging all current female employees at Outback to take advantage of the new application process and let Outback know that they are interested in promotion.
Top 10 best jobs
Actuary, a job that entails calculating the probability and financial impact of illness and property loss, ranks as the best job for 2010, based on research into 200 different positions in this year’s CareerCast.com Jobs Rated report. Using five key measurement criteria—stress, working environment, physical demands, income, and hiring outlook—the report compares and contrasts careers across a multitude of industries, skill levels, and salary ranges, sorting them into a definitive list of jobs that can be called “best” and “worst.”
So why is actuary rated number one? For starters, the position ranks especially well for its low physical demands and stress levels, finishing 2nd and 3rd respectively. More importantly, its strong performance overall helped it rise to the top of the list. The job ranks no worse than 10 th in any measurement category, save one—median income, where it finishes 22nd.
Moving down the list, math- and science-related professions continue to rule for the second year in a row, with software engineer ranking as the second best job for 2010. Involving the design and maintenance of software and hardware systems, the job rates well across all categories, finishing 5 th for work environment and inside the top 30 for stress, income, and physical demands. But what helps software engineer stand out from other career choices is its hiring outlook. With low unemployment compared to the national average and projected job growth of nearly 45% through 2016, software engineer currently has the best hiring outlook of any available job in 2010.
The rest of the top 10:
- Actuary
- Software engineer
- Computer systems analyst
- Biologist
- Historian
- Mathematician
- Paralegal assistant
- Statistician
- Accountant
- Dental hygienist
To see the Jobs Rated 10 worst jobs: http://www.careercast.com/jobs/content/ten-worst-jobs-2010-jobs-rated
COBRA subsidy extended
President Obama has signed a bill extending the COBRA premium subsidy that was first instituted under the American Recovery and Reinvestment Act (ARRA). ARRA created a temporary government subsidy of COBRA premiums for individuals who were involuntarily terminated from employers with 20+ employees between September 1, 2008, and December 31, 2009, and who also became eligible for COBRA continuation coverage during that time period.
Effective immediately, the new bill extends the COBRA premium subsidy in two ways:
- It extends the eligibility period for the COBRA premium subsidy to any individual who is involuntarily terminated (called Assistance Eligible Individuals, or AEIs) for an additional two months (through February 28, 2010).
- It extends the maximum premium subsidy period for AEIs receiving the subsidy for an additional six months (from nine to 15 months).
Unlike the initial ARRA rule, this new bill does not require that COBRA coverage begin by the end of the eligibility period (February 28, 2010). Rather, it states that a person is considered an AEI as long as the involuntary termination that qualifies the individual for COBRA occurs by February 28, 2010. Therefore, an individual who is involuntarily terminated on February 28 and becomes eligible for COBRA on March 1, 2010, would be eligible for the subsidy.
In addition, AEIs who reached the end of their premium subsidy period prior to this legislation and then dropped COBRA must again be offered the subsidized coverage so they can pay the reduced premium for up to six more months. AEIs whose subsidy ended on December 1, 2009, but remained on COBRA at the full premium rate for December and/or January will be notified and will receive credit for 65% of their premium that is once again considered subsidy eligible.
According to the Connecticut Department of Insurance, the extension also applies to employers with under 20 employees subject to state continuation coverage.
Employers currently enrolled in CBIA's free COBRA Continuation Service can expect CBIA to administer these new subsidy provisions without interruption.
Employers doing more to improve health
Despite budget-related pressures, many U.S. employers are ramping up initiatives to improve worker health and productivity, according to a survey by the consulting firm Watson Wyatt and the National Business Group on Health, an employer organization. At the same time, more workers are experiencing higher levels of stress and using company-offered health services.
The 2009 Staying@Work Report shows that 42% of employers are seeing an increase in employee utilization of the company health plan. Almost half (47%) of employers note an increase in their workers' use of the employee assistance program (EAP), and 30% cite an increase in workers filing disability claims. And unplanned absence is rising among workers at 22% of U.S. companies.
The survey also showed employers strengthening their benefit programs and initiatives. More than half (51%) of companies are planning no change or a slight increase to their health and productivity program budgets, compared with 44% that are planning cuts. In addition, nearly three-quarters (72%) of employers have already enhanced their onsite offerings or expect to do so in the next 12 months, with programs geared toward stress management, EAPs, or health coaches.
Yet effective solutions for addressing worker stress remain elusive for many companies. Although 78% of employers cite excessive work hours as a leading cause of employee stress, only 21% of employers indicate they are taking action to address it properly. Lack of work/life balance and fear of job loss were also cited as leading stressors, but are being actively addressed by just over one third of employers.
Not only are stressed workers less productive, they are also likely to incur higher health costs for themselves and their employer, says the National Business Group on Health. Companies most effective at mitigating the impact of stress are moving in the right direction—helping employees become more efficient while working to lower benefit costs and strengthen balance sheets.
To view the full 2009/2010 Staying@Work report: www.watsonwyatt.com/StayingAtWork .
Bias charges approach record high
The EEOC reports that 93,277 workplace discrimination charges were filed with the agency nationwide during Fiscal Year (FY) '09, the second highest level ever. Monetary relief obtained for victims totaled more than $376 million.
The FY '09 data show that private sector job bias charges alleging discrimination based on disability, religion, and national origin hit record highs. The number of charges alleging age-based discrimination reached the second-highest level ever. Continuing a decade-long trend, the most frequently filed charges with the EEOC in FY '09 were charges alleging discrimination based on race (36%), retaliation (36%), and sex-based discrimination (30%). Multiple types of discrimination may be alleged in a single charge filing.
According to the EEOC, the near-historic level of charge filings may be due to a number of factors: economic conditions; increased diversity and demographic shifts in the labor force; employees’ greater awareness of their rights under the law; and changes to the agency’s intake practices that cut down on the steps needed for an individual to file a charge.
For complete FY ’09 statistics: http://www.eeoc.gov/eeoc/statistics/enforcement/index.cfm
Job satisfaction lowest in two decades
Americans of all ages and income brackets continue to grow increasingly unhappy at work, says a report from the Conference Board, a long-term trend that should be a red flag to employers.
Based on a survey of 5,000 U.S. households, the report finds only 45% of those surveyed say they are satisfied with their jobs, down from 61.1% in 1987, the first year the survey was conducted.
Fewer Americans are satisfied with all aspects of their employment, and no age or income group is immune. In fact, the youngest employees—those under age 25 —express the highest level of dissatisfaction ever recorded by the survey for that age group.
The downward trend in job satisfaction could spell trouble for the overall engagement of U.S. employees and ultimately employee productivity, says the Conference Board.
The drop in satisfaction between 1987 and 2009 covers all categories in the survey, from interest in work (down 18.9 percentage points) to job security (down 17.5 percentage points). It also crosses all four of the key drivers of employee engagement: job design, organizational health, managerial quality, and extrinsic rewards.
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