Right To Work Falls In Michigan: The First Domino?

The repeal of Michigan’s “right-to-work” law this month marks a significant shift in the state’s labor landscape, representing a major victory for organized labor in a state historically known as a bastion of union activity. This move comes after Democrats regained control of the state government, enabling them to pursue a range of legislative priorities that had been obstructed by the previous Republican majority. The “right-to-work” law, enacted in 2012, allowed workers in unionized workplaces to opt out of paying union dues, a provision criticized by unions for creating “free riders” who benefited from union representation without contributing financially. Its repeal is expected to strengthen unions by requiring all workers in unionized settings to pay dues, thereby enhancing unions’ bargaining power and financial resources.

Right-to-work” laws are state statutes that prohibit agreements between labor unions and employers that make membership or payment of union dues or fees a condition of employment, either before or after hiring. Essentially, these laws allow individuals to work in unionized workplaces without being required to join the union or pay union dues. Proponents of “right-to-work” laws argue that they protect workers’ freedom of association and provide them with a choice about whether to support a union financially. However, critics contend that these laws weaken unions by allowing some employees to benefit from union negotiations and protections without contributing to the costs of union representation, creating a “free-rider” problem. This can lead to reduced funding and bargaining power for unions, potentially impacting their ability to negotiate better wages, benefits, and working conditions for their members. The debate over “right-to-work” laws is deeply intertwined with broader discussions about the role of unions in the workforce, workers’ rights, and the economic impacts of union membership on wages and job growth.

The broader implications of this legislative change extend beyond the immediate financial boost to unions. By restoring the prevailing wage law alongside the “right-to-work” repeal, Michigan signals a commitment to elevating labor standards and ensuring that workers on state projects receive union-level compensation. This aligns with the Democratic leadership’s goals of protecting workers, fostering a strong middle class, and making Michigan an attractive destination for labor.

However, the repeal has sparked concerns among opponents, who argue that it could deter businesses from investing in Michigan, fearing that the state’s labor market may become less competitive due to the perceived increase in labor costs and the potential for forced union membership. This perspective reflects a broader debate over the impact of “right-to-work” laws on economic growth and job creation, with critics pointing to the potential for such policies to contribute to lower wages and weaker labor rights.

The historical context is crucial for understanding the significance of this move. Michigan becomes the first state in nearly six decades to repeal a “right-to-work” law, reversing a trend that saw such laws proliferate across the United States, particularly in the Midwest. The state’s action could inspire similar efforts in other states where Democrats gain legislative control, signaling a potential shift in the national conversation around labor rights and union power.

The controversy surrounding the “right-to-work” law and its repeal underscores the deeply polarized nature of American politics, especially on issues related to labor and economic policy. The inclusion of appropriations in the legislation, effectively making it referendum-proof, highlights the strategic maneuvers both parties employ to advance their agendas and secure legislative achievements against future political reversals.

Looking ahead, the repeal’s long-term effects on Michigan’s economy, labor market, and political landscape remain to be seen. While it undoubtedly strengthens organized labor and aligns with the Democratic Party’s pro-worker stance, the broader economic implications and the response from the business community will play a critical role in shaping Michigan’s future. As other states observe Michigan’s experience, the debate over “right-to-work” laws and their impact on workers, unions, and economies will likely continue to evolve, reflecting the ongoing struggle to balance economic competitiveness with labor rights and protections.

Even The Biggest Jobs Should Be Filled Quickly

Discover how Alabama’s swift replacement of Coach Nick Saban exemplifies the importance of preparedness in business. Learn key strategies for effective talent acquisition and management.

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Housing Crisis: Where Are Your Employees Going to Live?

animated picture of a man and woman in the forest in teh snow living in a tent. they are wearing carhart jackets and in the background is afactory. blue and black tones dipict a cold life for the couple

Generation Z is already giving up on the American Dream, which is increasingly becoming out of reach. How can employers help them?

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The U.S. Economy: Is There ANY Bad News?

As we welcome 2024, the landscape of economic forecasts has been in a constant state of flux, especially throughout the holiday season. As we step into the new year, one can’t help but wonder about the prospects of the 2024 US economy. Amidst a stream of headlines, many of which lean towards the positive, we find ourselves sifting through the information – eager to uncover the encouraging trends while also remaining vigilant for any potential challenges that may lie ahead.

Inflation is Under Control

One of the most remarkable aspects of the current economic situation is the successful containment of inflation. For years, concerns about rising prices have dominated discussions, but now we find ourselves in a scenario where inflation is finally under control. In 2023, the annual inflation rate saw a significant decline, falling from its peak of 7.5% earlier in the year to a more manageable 2.6% by November. This marked decrease reflects the effectiveness of the Federal Reserve’s monetary policy and its commitment to price stability.

The core inflation rate, which excludes volatile food and energy prices, also exhibited a noteworthy deceleration. In the same period, core inflation dropped from 5.2% to 3.2%. This demonstrates that the pricing pressures affecting essential goods and services are diminishing, providing relief to American households.

Policymakers at the Federal Reserve have been resolute in their efforts to keep price pressures in check, ensuring that Americans can maintain their purchasing power. Their commitment to a long-term inflation target of 2% has played a pivotal role in fostering stability and predictability in our daily lives. As we look ahead to 2024, the outlook for inflation remains positive, with a well-managed and controlled inflationary environment contributing to the overall strength of the US economy.

The Fed Looks to Hold Longer Than Expected

The Federal Reserve’s decision to maintain higher interest rates for an extended period might initially appear to be a cautious move. Still, it’s important to recognize the wisdom behind it. Since peaking in 2022, the Fed’s favored inflation gauge has fallen sharply, reaching an annual rate of 2.6 percent in November. This marked decrease in the inflation rate is a testament to the central bank’s commitment to its mandate of ensuring price stability.

By resisting immediate rate cuts, the Federal Reserve demonstrates its confidence in the effectiveness of its policies. Rather than reacting hastily to short-term fluctuations, the Fed is taking a deliberate approach to safeguard the economic gains achieved in recent years. This measured stance is essential for maintaining the long-term health and resilience of the US economy, and it provides businesses and consumers with a sense of stability and confidence as we navigate the economic landscape of 2024.

The Job Market Remains Strong

One of the most encouraging aspects of the current economic scenario is the solid job gains. In December, employers added a robust 216,000 jobs, exceeding expectations. Notably, the unemployment rate held steady at a low 3.7%, showcasing a year-over-year improvement compared to the previous year’s 3.5% rate.

Furthermore, manufacturing jobs, a critical component of the U.S. economy, have continued to play a pivotal role. While the overall job market is thriving, manufacturing employment has shown resilience, with the average workweek remaining largely unchanged at 39.8 hours in December. Overtime in manufacturing also remained consistent at 2.9 hours. Although manufacturing employment experienced some fluctuations in 2023, it remained a crucial contributor to the nation’s workforce, supporting the broader economic growth story.

As we embark on a new year, it’s clear that the United States is in an enviable economic position. Inflation is under control, the stock market is factoring in measured rate cuts, and job gains remain solid while unemployment stays low. When we ask, “What’s the Bad News?” it’s challenging to find significant negative aspects in our current economic landscape. This positivity is a testament to the resilience, adaptability, and strength of the US economy. As we move forward, we can appreciate the strides we’ve made and face any potential challenges with confidence and determination.

So What’s the Bad News?

Even though the traditional measurements for economic health remain relatively strong, there are underlying issues that linger beneath the economic shine:

The US debt pile surpassed $33 trillion in 2023, up more than $3 trillion during the year and $10 trillion since 2019, the last calendar year before the COVID-19 pandemic. Meanwhile, the latest Congressional Budget Office (CBO) projections point to a budget deficit that will be above 5% of gross domestic product (GDP) for the next ten years. 

At this rate, the amount of US government debt could surpass $50 trillion by 2033. This, at a time of higher interest rates (at least for now), could mean that, by 2031, the country spends more on interest payments than it does on non-defense discretionary expenditures (such as funding for transport, education, health, international affairs, natural resources and the environment, and science and technology). This is unsustainable.

Manufacturing also seems to be struggling to grow in these uncertain times, but remains resilient.  There is also a gap in perception between the reduction of inflation and what people are actually feeling at the cash register. 

Even though the numbers are trending in the right direction and gas (at this moment) is under $3 per gallon, there is a discrepancy between the actual economic conditions and public perception, particularly regarding inflation. Many Americans feel that the economy and inflation are worse than they actually are.

And finally, The US economy’s projected performance in 2024 suggests modest growth, with an expected real GDP increase of only 1.0%, a deceleration from the 2.4% growth anticipated in 2023. This forecast, as reported by Barclays Investment Bank and Barclays Private Bank in November 2023, indicates a slowing economy compared to previous years. In 2022, the GDP growth was 1.9%, with consumer price index (CPI) inflation at 8.0%, and the unemployment rate at 3.6%. Looking ahead to 2024, the CPI inflation is forecasted to ease to 2.6%, while the unemployment rate is expected to slightly increase to 4.2%. The gross public debt is projected to rise to 126.2% of GDP, up from 122.0% in 2022 and 123.2% in 2023. Private consumption, which was at 2.5% in 2022, is anticipated to further slow down to 1.1% in 2024. Despite these modest figures, the US economy’s performance still compares favorably with many European nations.

As we approach the new year, there is a blend of encouraging news and the usual uncertainties. Let’s maintain a steady course, fostering a spirit of optimism and hope, as we continue to propel forward on this journey.

12 High Paying Jobs for 2024 – No Degree Required!

The labor market in 2024 is set to see a significant demand for skilled trade jobs, a vital sector in the US economy. These jobs offer lucrative pay, engaging work environments, and are essential in various industries. Here’s a list of 12 high-demand, high-paying trade jobs:

1. Ultrasonographer ($131,161/year): With a 10% job growth rate, they perform diagnostic medical imaging.

2. Respiratory Therapist ($104,437/year): Essential in healthcare with a 13% growth rate, they assist patients with breathing issues.

3.  Dental Hygienist ($99,013/year): A 7% growth rate job focusing on oral health.

4.  Construction Manager ($88,319/year): With a 5% growth rate, they oversee construction projects.

5.  Aircraft Mechanic ($82,476/year): Ensuring aircraft safety, with a 4% job growth.

6.  Cable Technician ($70,714/year): A 6% growth rate in this tech-based role.

7.  Industrial Mechanic ($69,637/year): They maintain and repair industrial machinery, with a 13% growth rate.

8.  Solar Installer ($69,422/year): A rapidly growing field at 22%, focusing on renewable energy.

9.  Real Estate Appraiser ($64,075/year): Valuing properties with a 5% growth rate.

10. Electrician ($62,739/year): Essential for electrical systems with a 6% growth rate.

11.  Licensed Practical Nurse ($59,125/year): A vital healthcare role, growing at 5%.

12.  Wind Turbine Technician ($58,005/year): A booming field with a 45% growth rate, focusing on sustainable energy.

a male hand holds a pipe wrench up into the sky

These trades, requiring varying levels of vocational training or specialized schooling, are not just financially rewarding but are crucial for the economy’s health. Their roles are more than just jobs; they’re careers that shape the very infrastructure and well-being of society. As technology and industries evolve, these trades are at the forefront, ensuring efficiency, safety, and innovation. Emphasizing these trades’ importance and encouraging more people to enter these fields is essential to bridge the impending trade gap in the US labor force.

The evolving job market is increasingly valuing trades and associate degrees, marking a shift in what constitutes the ‘smart kids’ club. A 2023 survey by Intelligent.com reveals that nearly half of US companies plan to eliminate bachelor’s degree requirements in 2024, a trend that started in 2023. This change is driven by a desire to create more diverse workforces and the recognition that experience often outweighs formal education. Employers are now focusing on practical skills, with 80% prioritizing experience over education. Additionally, alternative educational paths like certificate programs and apprenticeships are gaining value, reflecting a broader understanding of skill acquisition beyond traditional four-year degrees. This trend underscores the growing importance of practical, hands-on skills in the modern labor market.

The Michigan Apprenticeship Program is a dynamic pathway combining practical working experience with learning, beneficial for both employers and apprentices. It’s a no-cost service provided by the State of Michigan, designed to simplify the process of registered apprenticeship. The program aims to build a skilled workforce by connecting Michigan employers with job seekers, offering crucial support and resources to both parties.

Registered Apprenticeship in Michigan, supported by the Department of Labor/Office of Apprenticeship, allows employers to create customized skilled trades training programs. This is particularly important in industries experiencing a significant gap between job openings and skilled workers. The program is recognized as a valuable training model by the Michigan Department of Labor and Economic Opportunity. It involves on-the-job training and classroom instruction under the supervision of experienced industry professionals, serving as mentors. This approach not only benefits workers by providing job-related, classroom-based learning with paid on-the-job training in high-skill, high-wage, in-demand industry occupations, but it also helps employers by creating a pipeline of professional workers through work-based learning.

The program includes seven core components: Industry Led, Paid Job, Structured On-the-Job Learning/Mentorship, Supplemental Education, Diversity, Quality & Safety, and Credential. Each Registered Apprenticeship program is customized to meet specific employer needs, and upon completion, participants receive a nationally-recognized industry credential.

This approach is proving to be an effective strategy for recruiting, training, and retaining employees, perfect for filling the talent pipeline with highly skilled, diverse, and productive workers. It demonstrates the state’s commitment to developing a skilled workforce that meets the needs of today’s and tomorrow’s industries.

Meet Four Battle Creek Employers Who Are Training Tomorrow’s Workforce

apprentice learnings from teacher wearing yellow vest

Four Battle Creek employers were celebrated for pioneering in Registered Apprenticeship Programs. Recognized at Kellogg Community College, these firms exemplify effective workforce training, aligning with Michigan’s strategy to bolster the local talent pipeline and support skilled labor development. This initiative is part of a broader effort to upskill Michigan’s workforce.

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Lack of Labor: Can America Fill Its Factories?

a sparsley populated factory in blue and orange tones. in the forefront is a help wanted sign.

As Michigan experiences a significant resurgence in manufacturing jobs, factory leaders and HR professionals are at a pivotal crossroads. The challenge? Addressing the stark workforce gap that threatens to slow this industrial reawakening.

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Unemployment Insurance Fraud: A Drain On Us All.

GAVEL AND HANDCUFFS WITH TEXT: unemployment insurance fraud prevention week

As we observe Fraud Awareness Week, it’s crucial to shine a spotlight on the ongoing battle against Unemployment Insurance (UI) fraud and the dedicated efforts of teams like ours at WSI Recruitment and Staffing in safeguarding the integrity of the labor market

In the ever-changing landscape of employment, Unemployment Insurance (UI) fraud poses a significant challenge, affecting not just the state funds but also the integrity of businesses and the welfare of legitimate claimants. This week, we’re taking a moment to highlight and celebrate the tireless efforts of our WSI Recruitment and Staffing Risk team, who play a crucial role in investigating claims and preventing UI fraud, thus helping keep taxes and government waste down, ensuring our business stays competitive, and safeguarding our clients from fraudulent claims.

Understanding UI Fraud

UI Fraud is a serious offense that involves individuals misrepresenting information to claim unemployment benefits unlawfully. This deception can take many forms, from claimants working while collecting benefits without reporting earnings, to employers misclassifying employees to evade taxes. The consequences are far-reaching, increasing unemployment taxes for businesses, burdening legitimate claimants, and straining the state’s unemployment funds.

Our Response to UI Fraud

At WSI Recruitment and Staffing, our dedicated Risk team members, Jade and Suzette, are constantly vigilant, employing strategies to detect and prevent such fraudulent activities. By staying informed about the latest fraud trends, diligently investigating all unemployment claims and injuries for WSI Associates, and implementing robust verification processes, we’re not just protecting our business but also contributing to a more honest and efficient labor market.

 

Recent Cases and State Actions

Michigan has witnessed a range of UI fraud cases, emphasizing the need for constant vigilance. From individuals exploiting the identities of prison inmates to fraudulent activities involving state contractors, these cases underscore the varied and sophisticated nature of UI fraud. The state’s response, including the formation of a UI Fraud Response Team and updated directives, has been pivotal in combating these challenges.

Protecting Against Fraud

Our team stays ahead of the curve, using resources and directives available to protect against identity theft and other forms of fraud. This proactive stance not only shields our business but also ensures that our clients are not unduly burdened by fraudulent claims.

The fight against UI fraud is ongoing, and our Risk team at WSI Recruitment and Staffing remains committed to this cause. Through their diligence, we continue to foster a business environment that is both competitive and ethical, benefiting our clients and the broader community. 

Reporting UI Fraud

Awareness and prompt reporting are key in fighting UI fraud. If you suspect fraudulent activities, it’s essential to report it immediately through the official channels. This proactive approach is a critical step in safeguarding the integrity of the unemployment insurance system.

Fraud or scam reports may be made to the Consumer Protection Division of the Michigan Attorney General’s office at 517-335-7632, toll free 1-877-765-8388, or online.

10 Paid Apprenticeships in Michigan With Free Training

Discover Michigan’s thriving apprenticeship culture during National Apprenticeship Week. Michigan offers lucrative career paths, hands-on training, and significant financial benefits.

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Thursday is the New Friday: The Four-Day Workweek is Coming

rainbow unicorn on a blue couch sitting in a factory----wish you could see this

In the corporate world, particularly in manufacturing, the idea of a four-day workweek can seem as fanciful as a unicorn. But is it really? Let’s dive into this intriguing concept, particularly focusing on the manufacturing sector in America, a realm traditionally resistant to such radical changes due to its nature of work.

The four-day work week has gained traction globally, thanks in part to successful trials in various sectors, and is particularly appealing to younger workers who value a more employee-centered work environment. If forced to return to a five-day week, over 40% of workers indicated they would expect significant raises. This highlights the growing shift towards valuing work-life balance and mental health in the workforce, though the feasibility of a four-day workweek varies significantly across industries.

But manufacturing has been slow on the uptake. Why? The challenges are unique: the physical presence required, the continuous production cycles, and the lack of remote work options. Yet, as a staffing company that ensures our own employees strive to maintain a healthy work-life balance, we see potential in this model, even in our specialty field of manufacturing.

A case in point was made in a recent NPR article about Advanced RV, a luxury motorhome manufacturer in Ohio, which successfully adopted this model. Initially, there was skepticism. Workers like Bill Kowalcic wondered if they could maintain productivity. A year and a half later, the answer is a resounding yes. The key? Finding shortcuts and time savers without compromising quality.

The global trial, led by 4 Day Week Global, suggests that reducing hours while maintaining pay can lead to more energy and efficiency in the workplace. This isn’t about doing less; it’s about maximizing productivity within a compressed timeframe. Advanced RV’s journey illustrates that even in the realm of manufacturing, where the stakes are high and the work physically demanding, this model can work.

The initiative’s success hinges on several factors: a willingness to take risks, trust in the workforce, creativity, and open-mindedness. CEO Mike Neundorfer’s decision to shift to a 32-hour week without pay cuts was a gamble, but it paid off. The company has nearly recovered the initial dip in productivity and has seen a boost in employee satisfaction.

But how does this apply to the wider manufacturing sector, especially larger, more traditional firms? It requires a radical rethinking of operations. We must ask: Are there tools or processes that can be optimized? Can we redistribute tasks based on speed and skill, thereby enhancing efficiency?

The biggest hurdle, however, is cultural. In an industry that often values time spent on the floor over actual output, shifting mindsets is crucial. It’s about quality over quantity and results over hours. This shift can lead to a more motivated, focused workforce, reducing burnout and improving overall well-being.

For larger manufacturers, this might mean a phased approach, perhaps starting with one department or a pilot group. It’s about measuring productivity in outcomes, not hours. The focus should be on what gets done, not how long it takes to do it.  Some have taken to four ten-hour workdays, and bringing in a weekend crew to run three days of twelve-hour shifts on Friday, Saturday, and Sunday.

two young men sitting in a factory in their blue overalls enjoying sandwiches on a break

An article earlier this year highlighted a manufacturing company that had previously tried a four-day workweek a decade ago without success. However, they revisited the idea due to requests from their deskless workers. The management considered shifting to four 10-hour shifts per week, with employees working either Monday to Thursday or Tuesday to Friday. However, several challenges arose:

  1. Unpopularity of Tuesday-Friday Shifts: No one wanted the Tuesday to Friday shift, but the company needed Friday coverage as they ship products five days a week.
  2. Shift Overlap and Equipment Limitations: The day and night shifts overlapped by 10 minutes, and there wasn’t enough equipment to extend shifts by two hours.
  3. Overtime and Safety Concerns: Extending workdays to 10 hours raised safety concerns due to the physical nature of the job. The company was particularly worried about safety in the additional hours, as the work is physically demanding.

After two months, the company, O.C. Tanner, reverted to its previous system. Despite the unsuccessful attempt, the effort demonstrated to workers that the company valued their input and was willing to explore new work arrangements. This approach underscored the company’s willingness to innovate and adapt, key elements in fostering a positive company culture.

A six-month pilot program in the U.S. and Ireland showed promising results for most companies, with 90% not wanting to return to a five-day week. Despite these benefits, which include improved worker health and productivity, some industries, like manufacturing and service, face unique challenges.

American Plastic Toys Inc. tried the four-day workweek by extending work hours across four days but found a decline in productivity beyond the standard 7.5 to 8-hour shift. Company President John Gessert noted the approach led to a net loss in activity per hour and was physically taxing for employees. The need to ship products five days a week and maintain equipment operations in their factories further complicated the transition.

CEO of Dickey’s Barbecue Pit, Laura Rea Dickey pointed out the difficulty of adopting such a schedule amidst staffing shortages and the need for maximized productivity. In such industries, reducing work days can lead to income loss for staff dependent on tips. Some restaurants however, aren’t going to go down that road at all, simply eliminating the human element.

Daniel Hamermesh, professor emeritus of economics at the University of Texas and author of a new study about the rise of the four-day workweek, argues that workers are not 100% productive during each minute of the workday anyway and that there are very few jobs where workers can produce the same amount in total while working 20% less. “If a 32-hour week were widespread, the U.S. would produce less, would have lower GDP, and lower living standards,” Hamermesh told FOX Business. “No problem, if people want more leisure and are willing to forego some income. But we can’t have more leisure time—less work—and keep the same income. We can’t get something for nothing.”

Changing to a four-day workweek isn’t going to be easy, and it’s going to shake things up a bit economically. But let’s face it – manufacturing has got to figure this out. The inevitability of this shift is underscored by the preferences of the younger workforce; without a meaningful work-life balance, we risk seeing a mass exodus from the manufacturing sector in the coming years. As we stand at this crossroads, it’s essential to recognize that adapting to a shorter workweek could be the key to sustaining our industry’s future. They want a life outside of work, and who can blame them? So, maybe it’s time we seriously consider making Thursday the new Friday. It’s not just a catchy phrase; it could be what keeps our factories humming with happy, motivated workers in the years to come.