Florida Bill Gives Politicians Power to Disband Unions

Florida Bill Gives Politicians Power to Disband Unions

Apr 27, 2023 | Front Page, MNPL, Other News, Row 2

Florida Bill Gives Politicians Power to Disband Unions

IAM141.org
April 27, 2023

Lawmakers in the Florida House have advanced a bill that would decertify teachers’ unions if they fall below a 60% membership rate within their workplaces.

The bill has already cleared the State Senate, and now it is headed to Governor Ron DeSantis, who is expected to sign it into law.

Progressive lawmakers and labor groups have criticized the legislation as a political move to weaken teachers’ unions and other labor organizations that typically support the Democratic Party. The bill would make it more difficult for unions representing government employees to collect dues. The law would also allow the state to decertify them and revoke union/employer agreements.

Lawmakers added a clause to the bill that would exempt labor organizations that typically support Republican candidates, such as police unions and Corrections Officers.

Similar legislation was introduced in the Florida Senate last month, overcoming objections from both Republicans and Democrats.

The legislation cuts off automatic paycheck deductions for union dues. Unions pay to negotiate and enforce collective bargaining agreements with the funding. While the law would still allow unions to set up new methods to collect dues, the workarounds would represent new funding obstacles for public sector unions that have fallen out of favor with Tallahassee politicians.

Most worryingly, the bill, titled S.B. 256, will give political elites in Florida the power to disband many unions unilaterally.

The law requires that 60% of workers in a given bargaining unit be dues-paying union members. If the union falls below that threshold, the state could move to force the union to recertify. Unions that cannot meet the 60% standard will be forced to re-organize their workplaces and potentially lose their collective bargaining agreements. Nullified agreements could give the state near-limitless power to slash teacher pay and other benefits that may be part of those agreements.

The bill would also force time-consuming and expensive yearly audits, which could cripple many sanitation workers’ unions with very few members.

Andrew Spar, President of the Florida Education Association, vowed that the new law would not silence union members. “Today the Florida House passed SB 256, a bill written by Gov DeSantis, which aims to silence workers in Florida,” he said in a post. “We speak out, so just like Disney and others, we are a target of the Gov. We will not be silenced.”

“If Gov. DeSantis thinks he will silence us, he’s dead wrong,” he continued.

Teachers in Florida are among the worst-paid in the United States. According to a recent study published by the National Education Association, the state ranks an abysmal 48th in the nation for teacher pay.

The state is losing teaching staff to neighboring states, such as Alabama, which ranks 33 in teacher pay. And, Georgia, which pays its teachers enough to earn a 21st place ranking.

 

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Florida Bill Gives Politicians Power to Disband Unions

April 27, 2023

Lawmakers in the Florida House have advanced a bill that would decertify teachers’ unions if they fall below a 60% membership rate within their workplaces.

The bill has already cleared the State Senate, and now it is headed to Governor Ron DeSantis, who is expected to sign it into law.

Progressive lawmakers and labor groups have criticized the legislation as a political move to weaken teachers’ unions and other labor organizations that typically support the Democratic Party. The bill would make it more difficult for unions representing government employees to collect dues. The law would also allow the state to decertify them and revoke union/employer agreements.

Lawmakers added a clause to the bill that would exempt labor organizations that typically support Republican candidates, such as police unions and Corrections Officers.

Similar legislation was introduced in the Florida Senate last month, overcoming objections from both Republicans and Democrats.

The legislation cuts off automatic paycheck deductions for union dues. Unions pay to negotiate and enforce collective bargaining agreements with the funding. While the law would still allow unions to set up new methods to collect dues, the workarounds would represent new funding obstacles for public sector unions that have fallen out of favor with Tallahassee politicians.

Most worryingly, the bill, titled S.B. 256, will give political elites in Florida the power to disband many unions unilaterally.

The law requires that 60% of workers in a given bargaining unit be dues-paying union members. If the union falls below that threshold, the state could move to force the union to recertify. Unions that cannot meet the 60% standard will be forced to re-organize their workplaces and potentially lose their collective bargaining agreements. Nullified agreements could give the state near-limitless power to slash teacher pay and other benefits that may be part of those agreements.

The bill would also force time-consuming and expensive yearly audits, which could cripple many sanitation workers’ unions with very few members.

Andrew Spar, President of the Florida Education Association, vowed that the new law would not silence union members. “Today the Florida House passed SB 256, a bill written by Gov DeSantis, which aims to silence workers in Florida,” he said in a post. “We speak out, so just like Disney and others, we are a target of the Gov. We will not be silenced.”

“If Gov. DeSantis thinks he will silence us, he’s dead wrong,” he continued.

Teachers in Florida are among the worst-paid in the United States. According to a recent study published by the National Education Association, the state ranks an abysmal 48th in the nation for teacher pay.

The state is losing teaching staff to neighboring states, such as Alabama, which ranks 33 in teacher pay. And, Georgia, which pays its teachers enough to earn a 21st place ranking.

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April Helping Hands: Alcohol Awareness Month

April Helping Hands: Alcohol Awareness Month

Apr 26, 2023 | EAP, Front Page, Helping Hands, Other News, Row 2

April Helping Hands: Alcohol Awareness Month

EAP Peers:

 
      April is acohol awareness month. The National Institute of Health (NIH) is a great resource for information about substance use disorders. I encourage all of you to take a look at their web site: niaaa.nih.gov. Most of the information is free and downloadable. 
 
      This has been a rough winter. The workloads have all increased, there are pressures on you and all of our co-workers. Some are handling the pressure and stress well, some are not doing as well. Thank goodness you all are there – to help when the pressures and stresses become too much. Even a kind word can make a difference under those circumstances. Simply listening to someone has a big impact. 
 
       Thank you for being there – for helping others. It is important work. 
 
Bryan,

Bryan Hutchinson, M.S.
 
 
 
 
 
 
 
 
 

Bryan Hutchinson, M.S.
EAP Director
bhutchinson@iam141.org
Cell: 303-229-5117

IAM141 EAP Page
Download EAP Newsletter (PDF)
Download EAP Newsletter (Word)

Recent Articles

The Battle for a First Contract: How Employers Use Unfair Labor Practices

The Battle for a First Contract: How Employers Use Unfair Labor Practices

Apr 26, 2023 | Front Page, Organizing, Other News, Row 2

The Battle for a First Contract: How Employers Use Unfair Labor Practices

IAM141.org
April 26, 2023

Recent victories in organizing workers at companies such as Amazon, Starbucks, and Trader Joe’s indicate that it is possible for workers in industries previously thought to be impossible to unify. 

However, even when unions are formed, they often do not reach legally binding agreements with employers that would give workers more control over their pay, benefits, and protections. 

New research from the ILR School at Cornell University shows that when employers commit unfair labor practices to impede contract negotiations, the chances of winning a first contract within 18 months of voting to form a union decrease by about 71%. 

The study, titled “Breaking the deadlock: How union and employer tactics affect first contract achievement,” was published in the Industrial Relations Journal on February 25 and co-authored by ILR Ph.D. students Johnnie Kallas and Dongwoo Park and the University of Windsor Assistant Professor Rachel Aleks. According to Kallas, many people assume that winning a union election means being able to negotiate a contract readily. Still, in reality, less than half of unions have an agreement one year after an election. This is because nothing in U.S. labor law requires an employer to reach an agreement on a first contract within a given timeframe. Unethical employers can prolong labor talks for years.

According to the National Labor Relations Board, the National Labor Relations Act gives employees the right to bargain collectively with their employer through a representative they and their coworkers choose. The union and employer must bargain in good faith about wages, hours, and other terms and conditions of employment until they agree on a labor contract or reach a stand-off or “impasse.” However, an employer is not legally required to reach an agreement on a first contract within the timeframe union members ask for.

The National Labor Relation Board is the Federal agency that regulates unions outside the transportation sector. Railroads and Airlines are regulated by another agency called the National Mediation Board.

Employer opposition can have a negative impact on unions achieving a first contract, with many engaging in illegal tactics such as spreading rumors about job loss and plant closings. Employers also use other unethical means, such as captive audience meetings, to delay the process. In 39% of cases, employers retained the use of an anti-union consultant.

According to a recent article from Bloomberg Law, the time it takes to negotiate a first contract with a union has increased from an average of 409 days to now an average of 465 days – or well over one year. A typical airline contract takes an average of 4 years to fully negotiate.

However, it is important to note that this is an average, and the actual time it takes to negotiate a first contract can vary depending on various factors such as the industry or sector in which the negotiations are occurring.

Unfortunately, some employers may choose to ignore labor laws altogether. This can result in HR policy blunders and expensive lawsuits filed on behalf of employees who feel that they have been wronged. Laws regarding employees are constantly changing at local, state, and federal levels, and it is essential for managers and personnel in human resources to stay up-to-date on these changes.

According to UnionTrack, workers at St. Charles Medical Center in central Oregon voted to unionize in 2019 and began the long process of bargaining their first contract. However, after hitting roadblocks and inequitable proposals from St. Charles management, the workers voted by 94% to strike. This began a historic nine-day strike, which brought in mass support across Oregon from political leaders, unions, faith, and community organizations. After months of stalling, this strike brought St. Charles back to the table with workable proposals, and the strike gave way to intensive bargaining sessions where a final agreement was reached. The medical techs, technologists, and therapists at St. Charles Medical Center have now ratified their first union contract.

Employees have several options to protect themselves and hold employers accountable when they violate labor laws. One option is to report unsafe working conditions to the government agency that regulates their workplace. Employees can also file individual lawsuits against employers for employment law violations. Additionally, employees are protected by a variety of federal and state laws, including the National Labor Relations Act and statutes overseen by the U.S. Equal Employment Opportunity Commission, which protect employees from hostile work environments, discrimination, and unfair labor practices. It is important for employees to be aware of their rights and to take action if they believe their employer has violated labor laws.

 

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Airline Worker Injuries on Rise

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Sep 13, 2023

As heatwaves plague the country, few places are hotter than Phoenix. Workers and city officials gathered at Phoenix Sky Harbor on Wednesday to share heat-related health and safety concerns. Sky Harbor Local Lodge 2559, which represents several hundred Machinists Union...

Stay up to date with all the latest news and information from the Machinists Union

Sign up for Email Alerts

The Battle for a First Contract: How Employers Use Unfair Labor Practices

April 26, 2023

Recent victories in organizing workers at companies such as Amazon, Starbucks, and Trader Joe’s indicate that it is possible for workers in industries previously thought to be impossible to unify. 

However, even when unions are formed, they often do not reach legally binding agreements with employers that would give workers more control over their pay, benefits, and protections. 

New research from the ILR School at Cornell University shows that when employers commit unfair labor practices to impede contract negotiations, the chances of winning a first contract within 18 months of voting to form a union decrease by about 71%. 

The study, titled “Breaking the deadlock: How union and employer tactics affect first contract achievement,” was published in the Industrial Relations Journal on February 25 and co-authored by ILR Ph.D. students Johnnie Kallas and Dongwoo Park and the University of Windsor Assistant Professor Rachel Aleks. According to Kallas, many people assume that winning a union election means being able to negotiate a contract readily. Still, in reality, less than half of unions have an agreement one year after an election. This is because nothing in U.S. labor law requires an employer to reach an agreement on a first contract within a given timeframe. Unethical employers can prolong labor talks for years.

According to the National Labor Relations Board, the National Labor Relations Act gives employees the right to bargain collectively with their employer through a representative they and their coworkers choose. The union and employer must bargain in good faith about wages, hours, and other terms and conditions of employment until they agree on a labor contract or reach a stand-off or “impasse.” However, an employer is not legally required to reach an agreement on a first contract within the timeframe union members ask for.

The National Labor Relation Board is the Federal agency that regulates unions outside the transportation sector. Railroads and Airlines are regulated by another agency called the National Mediation Board.

Employer opposition can have a negative impact on unions achieving a first contract, with many engaging in illegal tactics such as spreading rumors about job loss and plant closings. Employers also use other unethical means, such as captive audience meetings, to delay the process. In 39% of cases, employers retained the use of an anti-union consultant.

According to a recent article from Bloomberg Law, the time it takes to negotiate a first contract with a union has increased from an average of 409 days to now an average of 465 days – or well over one year. A typical airline contract takes an average of 4 years to fully negotiate.

However, it is important to note that this is an average, and the actual time it takes to negotiate a first contract can vary depending on various factors such as the industry or sector in which the negotiations are occurring.

Unfortunately, some employers may choose to ignore labor laws altogether. This can result in HR policy blunders and expensive lawsuits filed on behalf of employees who feel that they have been wronged. Laws regarding employees are constantly changing at local, state, and federal levels, and it is essential for managers and personnel in human resources to stay up-to-date on these changes.

According to UnionTrack, workers at St. Charles Medical Center in central Oregon voted to unionize in 2019 and began the long process of bargaining their first contract. However, after hitting roadblocks and inequitable proposals from St. Charles management, the workers voted by 94% to strike. This began a historic nine-day strike, which brought in mass support across Oregon from political leaders, unions, faith, and community organizations. After months of stalling, this strike brought St. Charles back to the table with workable proposals, and the strike gave way to intensive bargaining sessions where a final agreement was reached. The medical techs, technologists, and therapists at St. Charles Medical Center have now ratified their first union contract.

Employees have several options to protect themselves and hold employers accountable when they violate labor laws. One option is to report unsafe working conditions to the government agency that regulates their workplace. Employees can also file individual lawsuits against employers for employment law violations. Additionally, employees are protected by a variety of federal and state laws, including the National Labor Relations Act and statutes overseen by the U.S. Equal Employment Opportunity Commission, which protect employees from hostile work environments, discrimination, and unfair labor practices. It is important for employees to be aware of their rights and to take action if they believe their employer has violated labor laws.

 

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Airline Worker Injuries on Rise

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Sep 13, 2023

As heatwaves plague the country, few places are hotter than Phoenix. Workers and city officials gathered at Phoenix Sky Harbor on Wednesday to share heat-related health and safety concerns. Sky Harbor Local Lodge 2559, which represents several hundred Machinists Union...

Disruptive Passenger Causes United Flight to Return to Newark

Disruptive Passenger Causes United Flight to Return to Newark

Apr 26, 2023 | Front Page, MNPL, Other News, Row 2, United

Disruptive Passenger Causes United Flight to Return to Newark

IAM141.org
April 26, 2023

A United flight bound for Israel was forced to turn around and return to Newark airport early Sunday morning due to a disruptive passenger. The flight, which had already been delayed by two hours, had only been in the air for three hours before the incident occurred.

According to Local News Outlets, the passenger sat in a seat reserved for flight attendants while waiting to use the bathroom. When asked to move by a crew member, the man refused and began arguing with flight attendants.

Upon arrival back in Newark, law enforcement escorted the man off the plane. United Airlines released a statement saying, “United Flight 90 traveling from Newark to Tel Aviv returned to Newark shortly after takeoff due to a disruptive passenger. Law enforcement met the aircraft and removed the passenger. A new flight was scheduled to depart Sunday evening.”

The flight, originally scheduled to depart at 10:55 p.m., left Newark at 12:48 a.m. and arrived at the airport at 6:28 a.m., according to FlightAware.com. Passengers were booked onto a new flight for late Sunday.

In response to the growing number of air rage incidents, unions, including the Machinists Union and other airline workers, have called on the government, airlines, and airports to take stronger measures to reduce the number of unruly passenger incidents. Some of their proposals include banning to-go alcohol sales at airports, sharing internal no-fly lists between airlines so that banned passengers cannot disrupt another flight, and increasing fines and other penalties for disruptive and abusive behavior. 

Additionally, U.S. Senate and House members have proposed a new no-fly list for unruly passengers that would allow the Transportation Security Administration to ban people convicted or fined for assaulting or interfering with airline crew members.

U.S. Senator Jack Reed (D-RI) and U.S. Representatives Eric Swalwell (D-CA) and Brian Fitzpatrick (R-PA) have introduced new bipartisan legislation that could stiffen penalties against offenders convicted of assaulting flight crew aboard an aircraft and place them on a commercial no-fly list. 

 The proposed legislation, called the Protection from Abusive Passengers Act, is aimed at protecting travelers and frontline aircrew members from physical abuse that has become more frequent during flights. The lawmakers say the enhanced penalty will serve as a strong deterrent against combative passengers and is needed to improve the safety of frontline aviation crews, attendants, and passengers.

 

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As heatwaves plague the country, few places are hotter than Phoenix. Workers and city officials gathered at Phoenix Sky Harbor on Wednesday to share heat-related health and safety concerns. Sky Harbor Local Lodge 2559, which represents several hundred Machinists Union...

Stay up to date with all the latest news and information from the Machinists Union

Sign up for Email Alerts

Disruptive Passenger Causes United Flight to Return to Newark

April 26, 2023

A United flight bound for Israel was forced to turn around and return to Newark airport early Sunday morning due to a disruptive passenger. The flight, which had already been delayed by two hours, had only been in the air for three hours before the incident occurred.

According to Local News Outlets, the passenger sat in a seat reserved for flight attendants while waiting to use the bathroom. When asked to move by a crew member, the man refused and began arguing with flight attendants.

Upon arrival back in Newark, law enforcement escorted the man off the plane. United Airlines released a statement saying, “United Flight 90 traveling from Newark to Tel Aviv returned to Newark shortly after takeoff due to a disruptive passenger. Law enforcement met the aircraft and removed the passenger. A new flight was scheduled to depart Sunday evening.”

The flight, originally scheduled to depart at 10:55 p.m., left Newark at 12:48 a.m. and arrived at the airport at 6:28 a.m., according to FlightAware.com. Passengers were booked onto a new flight for late Sunday.

In response to the growing number of air rage incidents, unions, including the Machinists Union and other airline workers, have called on the government, airlines, and airports to take stronger measures to reduce the number of unruly passenger incidents. Some of their proposals include banning to-go alcohol sales at airports, sharing internal no-fly lists between airlines so that banned passengers cannot disrupt another flight, and increasing fines and other penalties for disruptive and abusive behavior. 

Additionally, U.S. Senate and House members have proposed a new no-fly list for unruly passengers that would allow the Transportation Security Administration to ban people convicted or fined for assaulting or interfering with airline crew members.

U.S. Senator Jack Reed (D-RI) and U.S. Representatives Eric Swalwell (D-CA) and Brian Fitzpatrick (R-PA) have introduced new bipartisan legislation that could stiffen penalties against offenders convicted of assaulting flight crew aboard an aircraft and place them on a commercial no-fly list. 

 The proposed legislation, called the Protection from Abusive Passengers Act, is aimed at protecting travelers and frontline aircrew members from physical abuse that has become more frequent during flights. The lawmakers say the enhanced penalty will serve as a strong deterrent against combative passengers and is needed to improve the safety of frontline aviation crews, attendants, and passengers.

 

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Airline Worker Injuries on Rise

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Study: More Workers Demand Employers Pay at Least $76k

Study: More Workers Demand Employers Pay at Least $76k

Apr 20, 2023 | Front Page, MNPL, Other News, Perusals

Study: More Workers Demand Employers Pay

at Least $76k to Start New Job

IAM141.org
April 20, 2023

The Federal Reserve Bank of New York has released the results of a survey that analyzed the experiences of individuals during their job search. The survey had a sample size of over 1,000 respondents and was conducted from October 2020 to March 2021. 

Over the last four months, the average full-time wage that people were offered has gone up to $62,088 from $59,834 in November 2022. However, people are less satisfied with the amount of money they’re getting paid, the non-wage benefits they receive, and their chances of being promoted at their current jobs. 

The average “reservation wage,” which is the lowest salary that people would accept for a new job, has reached a record high of $75,811. This increase is mainly because older people over the age of 45 and those who have attended college are asking for more money.

If people are expecting to get a job offer, the average expected yearly salary has decreased to $58,710 from $61,187 in November 2022. This means people are expecting less money than before. For those who are already employed, the chance of them finding a new employer in the next four months has increased to 12.5%, while the likelihood of them becoming unemployed has risen to 2.5%. Men and people who did not attend college are primarily responsible for the increase in unemployment expectations.

The results show that the time needed to find a job and perceived job availability varies significantly across different demographic groups and income levels.

Individuals with a high school degree or less are taking longer to find a new job than those with a college degree or higher. 

Individuals with a high school degree or less typically needed ten weeks to find a new job, compared to 6 weeks for those with a college degree or higher. Higher levels of education may lead to greater job opportunities and a quicker job search.

The survey also found that women reported longer job search durations than men, with a median duration of 8 weeks for women compared to 6 weeks for men. 

Additionally, job search duration was even longer for Black and Hispanic respondents compared to white respondents. Black and Hispanic job seekers had a median of 9 weeks and eight weeks, respectively, to find a job. By comparison, white respondents only needed 6 weeks.

Another interesting finding of the survey is that people with higher incomes tended to think there were more job openings than those who earned less. 

People with an annual household income of less than $50,000 were less likely to think there were good job opportunities available. Only 31% of these people reported that job availability was good or very good. In contrast, people who made $100,000 or more annually were more likely to think there were good job opportunities available. 59% of these people reported that job availability was good or very good. These findings suggest that income inequality may be a factor in how people view job availability.

The survey also asked respondents about their wage expectations when starting a new job. On average, respondents expected a wage of $20.80 per hour. However, wage expectations varied across different demographic groups and income levels. 

Women expected to be paid less than men, with an expected wage of $19.20 per hour compared to $22.30 per hour for men. 

Additionally, individuals with a high school degree or less expected a lower wage than those with a college degree or higher, with an expected wage of $16.80 per hour compared to $23.20 per hour for those with a college degree or higher. These findings suggest that certain demographic groups and education levels may face wage disparities when starting a new job.

The survey results highlight the importance of understanding the experiences of individuals during their job search. The findings suggest that certain demographic groups and income levels may face additional barriers to employment and may have different perceptions of job availability and wage expectations. This information can be used to inform policies that aim to address income inequality and reduce barriers to employment.

To address the longer job search durations experienced by individuals with a high school degree or less, policymakers may consider investing in education and training programs to provide these individuals with the skills needed to compete in the job market. Additionally, policies that aim to reduce discrimination based on gender and race may help to reduce the disparities in job search duration and wage expectations experienced by specific demographic groups.

Legislation could also include increasing the minimum wage or providing tax credits to low-income individuals to help them make ends meet.

Read the Report Here >>

 

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Airline Worker Injuries on Rise

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Sep 13, 2023

As heatwaves plague the country, few places are hotter than Phoenix. Workers and city officials gathered at Phoenix Sky Harbor on Wednesday to share heat-related health and safety concerns. Sky Harbor Local Lodge 2559, which represents several hundred Machinists Union...

Stay up to date with all the latest news and information from the Machinists Union

Sign up for Email Alerts

Study: More Workers Demand Employers Pay at Least $76k to Start New Job

April 20, 2023

The Federal Reserve Bank of New York has released the results of a survey that analyzed the experiences of individuals during their job search. The survey had a sample size of over 1,000 respondents and was conducted from October 2020 to March 2021. 

Over the last four months, the average full-time wage that people were offered has gone up to $62,088 from $59,834 in November 2022. However, people are less satisfied with the amount of money they’re getting paid, the non-wage benefits they receive, and their chances of being promoted at their current jobs. 

The average “reservation wage,” which is the lowest salary that people would accept for a new job, has reached a record high of $75,811. This increase is mainly because older people over the age of 45 and those who have attended college are asking for more money.

If people are expecting to get a job offer, the average expected yearly salary has decreased to $58,710 from $61,187 in November 2022. This means people are expecting less money than before. For those who are already employed, the chance of them finding a new employer in the next four months has increased to 12.5%, while the likelihood of them becoming unemployed has risen to 2.5%. Men and people who did not attend college are primarily responsible for the increase in unemployment expectations.

The results show that the time needed to find a job and perceived job availability varies significantly across different demographic groups and income levels.

Individuals with a high school degree or less are taking longer to find a new job than those with a college degree or higher. 

Individuals with a high school degree or less typically needed ten weeks to find a new job, compared to 6 weeks for those with a college degree or higher. Higher levels of education may lead to greater job opportunities and a quicker job search.

The survey also found that women reported longer job search durations than men, with a median duration of 8 weeks for women compared to 6 weeks for men. 

Additionally, job search duration was even longer for Black and Hispanic respondents compared to white respondents. Black and Hispanic job seekers had a median of 9 weeks and eight weeks, respectively, to find a job. By comparison, white respondents only needed 6 weeks.

Another interesting finding of the survey is that people with higher incomes tended to think there were more job openings than those who earned less. 

People with an annual household income of less than $50,000 were less likely to think there were good job opportunities available. Only 31% of these people reported that job availability was good or very good. In contrast, people who made $100,000 or more annually were more likely to think there were good job opportunities available. 59% of these people reported that job availability was good or very good. These findings suggest that income inequality may be a factor in how people view job availability.

The survey also asked respondents about their wage expectations when starting a new job. On average, respondents expected a wage of $20.80 per hour. However, wage expectations varied across different demographic groups and income levels. 

Women expected to be paid less than men, with an expected wage of $19.20 per hour compared to $22.30 per hour for men. 

Additionally, individuals with a high school degree or less expected a lower wage than those with a college degree or higher, with an expected wage of $16.80 per hour compared to $23.20 per hour for those with a college degree or higher. These findings suggest that certain demographic groups and education levels may face wage disparities when starting a new job.

The survey results highlight the importance of understanding the experiences of individuals during their job search. The findings suggest that certain demographic groups and income levels may face additional barriers to employment and may have different perceptions of job availability and wage expectations. This information can be used to inform policies that aim to address income inequality and reduce barriers to employment.

To address the longer job search durations experienced by individuals with a high school degree or less, policymakers may consider investing in education and training programs to provide these individuals with the skills needed to compete in the job market. Additionally, policies that aim to reduce discrimination based on gender and race may help to reduce the disparities in job search duration and wage expectations experienced by specific demographic groups.

Legislation could also include increasing the minimum wage or providing tax credits to low-income individuals to help them make ends meet.

Read the Report Here >>

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Airline Worker Injuries on Rise

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Sep 13, 2023

As heatwaves plague the country, few places are hotter than Phoenix. Workers and city officials gathered at Phoenix Sky Harbor on Wednesday to share heat-related health and safety concerns. Sky Harbor Local Lodge 2559, which represents several hundred Machinists Union...