Thursday, July 23, 2009

Resource Shelf, July 22, 2009, Wednesday

Resource Shelf

July 22, 2009, Wednesday

Resource Shelf

The End Of Institutional Repositories & The Beginning Of Social Academic Research Service: An Enhanced Role For Libraries

A new article by ResourceShelf contributor Stuart Basefsky.

From the Abstract:

As more and more universities establish Institutional Repositories (IR), awareness is developing about the limitations of IRs in enhancing the academic research service. The concept of an IR needs to be expanded to include the integration of the processes that transform intellectual endeavor into a broadening array of academic and research support services which are fundamentally social. These include, but are not limited to –

(1) sharing institutionally developed intellectual product (traditional IR)
(2) informing others of the availability of this product with defined purpose
(3) collecting additional academically relevant materials in digital formats using IRs
(4) disseminating timely information about what has been collected to researchers
(5) creating an environment that encourages awareness and exchange of information
(6) and more….

In brief, information gathering, dissemination, and discussion in the form of library service must become a crucial part of researchers’ networks. An IR cannot and should not be viewed as a stand alone endeavor. It needs to be viewed and used as a research and communication tool in an environment that synergizes all elements of the research process. If an IR does not create discussions between librarians (information specialists) and researchers, its potential is lost both to the academy and the library. The library and its librarians must be interactive with researchers and the institution served.

With the advent of digital acquisition that IRs started, a new vision of the role of librarians can be fulfilled. The foundational concepts behind this vision are found in my article: The Library as an Agent of Change: Pushing the Client Institution Forward in Information Outlook (Journal of the Special Libraries Association), Vol. 3, No. 8, August 1999, pages 37-40.

The above is not theoretical. It is being practiced every day at the Martin P. Catherwood Library of the School of Industrial and Labor Relations (ILR) at Cornell University where I work. By combining the uses of an IR, known as the DigitalCommons@ILR – see http://www.digitalcommons.ilr.cornell.edu/ , with a discipline-based Internet news service, see — http://www.ilr.cornell.edu/iws/news-bureau/index.html , supported with outstanding web content, technical support for both print and digital collecting, reference, referral, and teaching, a goal has been realized. The library is seamlessly integrated into the outreach, research and teaching of the institution it serves. The library is part of the social fabric and network of the school.

Access the Complete Article

Sources: LLRX.com and IWS Documented News Service

Las Vegas Sun, July 21, 2009, Tuesday

Las Vegas Sun

July 21, 2009, Tuesday

Las Vegas Sun

Card check might be yielding to other goals
Big labor bill appears to be in flux as Democrats try to gain filibuster-proof support

TIFFANY BROWN / LAS VEGAS SUN FILE

By Michael Mishak (contact)

Tuesday, July 21, 2009 | 2 a.m.

Prominent local and national labor leaders pushed back on news last week that a group of U.S. senators had dropped a key provision from a bill that would make it easier for workers to organize.

The New York Times reported Friday that six Democrats, led by Iowa Sen. Tom Harkin, agreed to scrap the so-called card-check provision of the Employee Free Choice Act to win a filibuster-proof 60 votes from moderate members of their own party.

Andy Stern, president of the 2 million-member Service Employees International Union, disputed the account, saying the bill was simply “going through the usual legislative process” and that his union expected card check to surface intact in the final bill.

D. Taylor, head of the 55,000-member Culinary Union in Las Vegas, dismissed the Times report as speculation and said he hopes card check will survive Senate negotiations.

Under card check, employers agree to recognize a union once a majority of workers sign cards signifying their support for the union. Current labor law gives employers the right to demand a secret-ballot election, a process labor advocates say unions have all but forsaken because it is so heavily tilted toward management.

Lost in the card-check debate, however, is another, more controversial provision considered critical by big labor — and toxic by the business community: binding arbitration.

As written, the legislation would impose arbitration in contract negotiations if the union and the employer cannot agree on a pact within 120 days.

The Workforce Fairness Institute, a coalition of business groups fighting the bill, blasted news of the reported compromise Monday, suggesting the revised bill was a Trojan horse.

“Any U.S. Senator who gets tricked into voting for cloture on this so-called ‘compromise’ will have to answer to their constituents for letting the fox into the henhouse,” said Katie Packer, the group’s executive director. “Union bosses have made it abundantly clear that they are willing to do anything to get 60 votes.”

The arbitration provision is important to labor because winning recognition in a workplace is often only half the battle.

According to Cornell University labor researcher Kate Bronfenbrenner, a year after voting for union representation a third of workers still lack a contract. Experts say the lack of a financial penalty is an incentive for hostile employers to delay talks. Under the law, guilty parties are merely told to return to the table and negotiate in good faith.

So far, the business community has focused on card check, mounting an aggressive public relations campaign focused on the secret ballot. The argument that card check is undemocratic won over several moderate Democrats, including Arkansas Sens. Blanche Lincoln and Mark Pryor, who spoke out against the provision.

But killing card check — if it is, in fact, dead — is hardly the end of labor law revision.

According to the Times report, senators are considering other moves in exchange for dropping card check. Among the rumored changes: allowing union organizers access to workplaces and barring employers from requiring employees to attend “captive audience” meetings.

The legislators are also considering faster elections, the report said. Under an expected revision, union elections would be held within five or 10 days after 30 percent of workers sign union cards, instead of the current time frame of two months.

Harkin spokeswoman Bergen Kenny declined to comment on specifics of the negotiations, saying, “We’re still working on the bill and we think we’re making progress.”

The AFL-CIO, the country’s largest labor federation, seemed to suggest it would be amenable to a compromise.

Spokeswoman Amaya Tune said the federation isn’t taking a strict view of the bill as written, instead focusing on what she called the legislation’s overall goals: “give employees a fair choice and make it easier for them to form a union, win a process to get a fair contract, impose penalties for employers who harass and intimidate workers.”

She added: “We’ve realized here that while the current bill would be the best-case scenario, it often doesn’t work like that in Congress.”

The Kansas City Star, July 21, 2009, Tuesday

The Kansas City Star

July 21, 2009, Tuesday

The Kansas City Star

YRC workers likely to accept concessions

By RANDOLPH HEASTER

The vote may be close, but YRC Worldwide Inc. drivers and dockworkers probably will accept the concessions they’re being asked to take.

That’s the general assessment of analysts and industry observers following last week’s tentative agreement between YRC and the Teamsters. Union leaders at YRC locations across the country approved the pact, which would reduce workers’ pay by an additional 5 percent while also allowing YRC to suspend monthly pension fund payments for 18 months. The hourly YRC work force accepted a 10 percent pay cut in January.

The latest proposal was mailed July 17 to YRC’s approximately 32,000 active workers for a vote. Ballots also can be cast by about 10,000 furloughed workers. Informational meetings are being offered at union locals, and the Teamsters plan to begin counting ballots Aug. 6.

In a conference call last week, Teamsters general president Jim Hoffa said YRC was in trouble because of the recession as well as the debt the company had taken on. But it would be up to the employees whether to accept more cuts.

“It will involve certain sacrifices that none of us like,” Hoffa said. “On the other hand, we are trying to keep the company alive until the economy comes back and this company starts to thrive again.”

The union initially resisted the additional 5 percent pay cut, said Tyson Johnson, Teamsters freight division director. But after financial analysis, it became evident that wages needed to be cut again as well as the pension payments suspended, he added.

“YRC is in an extreme cash-flow crisis, and cash flow means they need instant money,” Johnson said.

Of the 300 local union officials voting on the pact last week, only two voted against it, according to Johnson.

“Our union locals realize the crisis the company is in,” he said. “Again it was a hard decision, but the alternative is a lot tougher than what we face with this vote. But the vote will be determined by the rank-and-file membership.”

John Schulz, a consultant and longtime observer of the trucking industry, thinks the YRC employees will approve the concessions.

“Why? They don’t have many options,” Schulz wrote last week, noting that YRC’s aging workers don’t have better career options. “Furthermore, the freight recession has worsened to the point where most of these Teamsters realize this is probably their last contract they will need before retirement.”

Others are not as sure as Schulz.

“I think by including the additional 5 percent pay cut, it’s going to create more opposition,” said Ken Paff, executive director of Teamsters for a Democratic Union, a group that generally opposes Hoffa’s leadership.

“It will still probably pass. But there’s a lot of anger out there at Hoffa for backing us into this corner, and there’s a lot of anger at (YRC chairman and CEO Bill) Zollars for his management of the company.”

Les Butterworth is one of those who’s mad at the company and the union. Butterworth, a YRC over-the-road driver in Buffalo, N.Y., said he is voting against the concessions.

“I have to vote my conscience, and my experience has been once the workers take cut after cut, the company eventually is going to close its doors, anyway,” said Butterworth, who was working for Consolidated Freightways in 2002 when it suddenly shut down on Labor Day weekend. “But most of the guys I know say they will vote ‘yes.’ It’s still a good job with an above-average wage and great health and dental benefits. It beats sleeping in your truck every night.”

But the mood of YRC employees like Butterworth should be a warning, said one longtime industry observer. At some point, a majority of them may say enough is enough.

Sometimes, “employers can overplay their hand in thinking that workers are determined to keep their jobs at any cost,” said Clete Daniel, professor of American labor history at Cornell University. “My own guess is that the workers at YRC will, at this juncture, accept the new cuts in order to keep their jobs.

“But the threat the company is wielding fosters anger as well as fear, and who’s to say when the former might outweigh the latter?”

To reach Randolph Heaster, call 816-234-4746 or send e-mail to rheaster@kcstar.com.

Posted on Mon, Jul. 20, 2009 10:15 PM

Birmingham News, July 19, 2009, Sunday

Copyright 2009 The Birmingham News
All Rights Reserved
Birmingham News (Alabama)

July 19, 2009, Sunday

HEADLINE: Students scramble to pay for college As costs soar, some resort to loans, even selling plasma Debt burden weighs on graduates


BODY:
In his freshman year, UAB student Thomas Carter found he was short on cash.

Part-time and summer jobs, including one pouring concrete, weren't enough to provide for incidentals, so he did what he had to do to earn a little more money. He sold his blood at a plasma center for $50 a week, plus an occasional $10 bonus for being a regular.

''Plasma was really my only source of disposable income,'' said Carter, now a junior finance major who wants to be a currency trader.

Students may not be selling their blood in great numbers, but they are scrambling to find new ways to pay for school. According to the College Board, the nonprofit organization be-hind the SAT, the cost of college has doubled in the past 30 years, even after adjusting for inflation. And family in-comes have come nowhere close to keeping up.

The average price of one year at a public, four-year college last year, including living expenses, was $14,333, ac-cording to the College Board. That means it costs more than $57,000 to send a student away to college for four years at a typical state school, up from an inflation-adjusted $28,000 three decades ago. Costs at most Alabama colleges are comparable to the national average, or slightly lower.

Over the same three decades in which costs have doubled, only the rich have seen their incomes come close to keeping pace. For the poorest 20 percent of U.S. families, household income rose 3 percent, and for the middle 20 per-cent, it rose 22 percent. For the richest families, income rose 86 percent, according to U.S. Census Bureau data.

The result, according to financial planners, collegeaid administrators and students themselves, is that paying for college has become something akin to putting together a jigsaw puzzle. Where a generation ago a job and help from the parents might have been enough, middle- and working-class students today routinely need multiple jobs and a combina-tion of government grants, loans and help from family to pay for school.

''It's been much harder than I thought it would be,'' said Whitney Miller, a 25-year-old student at the University of Alabama.

High costs, hard times

The higher cost of college this year has combined with the tumultuous economy to hit students with a double-whammy. Even as the cost of college rises - tuition and fees at UA and at the University of Alabama at Birmingham are going up 9.4 percent this year, while they are going up 7 percent at Auburn University - families' college funds have been decimated by the market collapse.

Alabama's state-run prepaid tuition program, which many thought of as a safety net, is in danger of failure, for ex-ample. That leaves many students with just one option, said Bob Straka, a Birmingham financial planner. ''You've got to borrow money.''

And borrow they have. In total, students nationwide borrowed $85 billion in 2008, up from $41 billion 10 years earlier, according to The Project on Student Debt, a nonprofit advocacy group.

Nationally, just more than half of all undergraduates have student loans. But in Alabama, according to the organi-zation's data, 61 percent of students who graduated last year did so in debt, with the average college graduate in that class owing $20,921.

The most indebted graduates among public and private, nonprofit four-year colleges in the state are graduates of Tuskegee University, according to The Project's data. More than 90 percent of Tuskegee graduates leave the historically black college in debt, with an average of $30,000 in
outstanding loans, nearly twice the debt of the typical student at UA, where graduates owe an average of $17,146. At Auburn, graduates average $25,176 in debt, and at UAB they average $17,650.

Most of that debt comes in the form of government loans, but it increasingly is
private debt, too. Last year, 14 percent of all undergraduate students had taken out more costly private loans to pay for school, up from 5 percent in the 2003-04 school year.

For those with loans, the economic crisis has created an opportunity, Straka said. The typical variable rate for Staf-ford and Loan Plus loans - common student loans - last week was at 1.88 percent. Those loans can be consolidated into fixed-rate loans at about 2.5 percent, in a hedge against rate increases, he said.

''People should fix their loans right now,'' said Straka, who worked his way through the University of Minnesota selling hot dogs at Minnesota Twins games.

Nearly everyone agrees that the rising cost of college is a problem, although there is disagreement over what's to blame. Economists have pointed to a combination of factors, including declining state appropriations and increasing salaries on campus.

In his book ''Tuition Rising: Why College Costs So Much,'' Cornell University economist Ronald G. Ehrenberg blamed a sort of arms race among universities to build the best facilities and have the best sports teams. Capital expenditures are the biggest culprit, he found.

Unexpected expenses

Miller, the UA student, enrolled this year with a better idea of the cost of school than most. She already had earned an undergraduate degree from UA in marketing, but had decided she wanted to earn a master's and teach.

Having been through the process just a few years before, she reasoned, she knew what to expect. On the advice of college administrators, she re-enrolled as an undergraduate so she'd qualify for more aid while she picked up some needed education classes, and she counted on easily finding a part-time job in Tuscaloosa.

But she was surprised by hundreds of dollars in incidental expenses, including everything from copying fees to parking, and found the college-town job market saturated by people who had been laid off by electronics manufacturer JVC or had their hours cut at the Mercedes-Benz or Goodyear Tire Co. plants.

Federal loans cover her tuition and fees, she said, but she has accumulated $4,500 in credit card debt and is getting help from family.

Last week she began a part-time job on campus, but she's still pinching pennies to get by. Finally, she had to tap into savings she had hoped to use for a trip to Italy.

''It was supposed to be fun money,'' she said, ''but it ended up being money that kept me out of trouble.''

Carter, the UAB student, isn't selling his blood anymore. He found a part-time job, earning as much as $18 an hour as a stagehand at the Birmingham-Jefferson Convention Complex and at the Verizon Wireless Music Center at Oak Mountain.

Like many cost-conscious students, he lives at home to save money. His college education so far has cost $20,000, he estimates, with $8,000 coming from money he has earned.
His mother and his stepfather contribute, too, typically by putting expenses on a credit card with a low teaser rate, then trying to pay off the card before the rate rises.

Two things, in particular, have helped him meet his obligations and stay in school, he said. One was a used car he got as a gift, enabling him to hold down a part-time job and get to class. The other?

''It helps to be an only child.''
EMAIL: sdiel@bhamnews.com
TIPS FOR PROSPECTIVE STUDENTS AND THEIR FAMILIES
Make an appointment with the financial aid office at the colleges you're considering attending and sit down with a university aid official to talk about what assistance you can get.
Fill out the federal government's FASFA form, which can be found at www.fafsa.ed.gov. The form goes into a fed-eral database that can be accessed by every college, and it is used as an application for a number of state and federal aid programs.
Determine whether you qualify for a Pell Grant. The grants are need-based, and funding has increased under the Obama administration. Last year the most a student could get was $4,731 a semester; today it is $5,350. The FASFA form is used in Pell Grant applications.
If you must borrow money, remember that government loans typically have better rates than do private ones. About a quarter of students with private loans didn't even apply for cheaper government loans last year. The amount available for Stafford Loans, a common government loan available to most students, has not increased this year. The most a freshman can borrow is $5,500.
Local civic organizations often offer scholarships that are sometimes overlooked. Call and ask what they offer and how to apply. Ask your parents and their friends and business associates whether they belong to civic organizations that offer scholarships.
Keep a calendar that lists deadlines for scholarship applications - and don't miss them.
If you're a parent who's saving for a child who is 10 years old or older, consider increasing the amount you set aside to make up for the market losses.
Don't wait until a child is born to start saving for college. The sooner you start, the less you'll have to set aside each week.
Sources: Tim Vick, head of financial aid services for the Alabama Commission on Higher Education; Helen Allen, associate director of the financial aid office at the University of Alabama; Bob Straka, president of Grandview Financial Group.

LOAD-DATE: July 21, 2009

Las Vegas Sun, July 17, 2009, Friday

Las Vegas Sun

July 17, 2009, Friday

Las Vegas Sun

Old Vegas-style financing offered for city hall

Then, union pension fund loans built casinos; now, laborers, desperate for jobs, offer loan to government

By Michael Mishak (contact)

Taking a page from the city’s past, the laborers union has offered to finance as much as half of the cost of a new Las Vegas city hall — from its pension fund.

A spokesman for Laborers Local 872 said the union hopes to fund at least 30 percent of the beleaguered construction project, which could ultimately cost more than $250 million. The union has been the most aggressive advocate for a project the city describes as a linchpin to downtown redevelopment, and hopes other locals will follow its example.

“We decided to step up to the plate and put our money where our mouth was,” said laborers spokesman Tom Morley, who also serves as the union’s political director. “We’re willing to step up and make sure that this project goes through ... We want those jobs.”

In return for its investment, the union would require a labor agreement ensuring its workers would be employed on the project.

For the city, and Las Vegas Mayor Oscar Goodman in particular, the proposal could be a shot in the arm.

This winter, Goodman said the city would be “cheating our future” if it scrapped the city hall plan, comparing the development to Depression-era projects such as the Empire State Building and Rockefeller Center.

But after months of bullish assessments, city officials have started to acknowledge the harsh economic realities.

Last month, Goodman cited sluggish credit and bond markets as the primary obstacle to funding the new city hall. The city had planned to sell to investors special certificates of participation to pay for the project.

The city expected to offer the certificates at an interest rate of 5 percent. But potential investors balked because, unlike general obligation bonds, the certificates do not have a dedicated funding source. The city, which would decide each year whether to make payments, would have had to raise the interest rate to 7.5 percent to sell them, adding millions to the cost of the project.

In some ways, the laborers’ offer is not surprising.

The union’s members have packed City Council meetings, and its leadership spent $200,000 this year to sink the efforts of a rival union that sought to derail the project. The Culinary Union, the state’s largest and most powerful labor organization, lambasted the new city hall as fiscally irresponsible, especially at a time when the city faces deficits and has announced cuts in public services.

Labor experts said it’s not unusual for a union to invest in municipal projects, but the size of the union’s potential investment raised eyebrows. According to the city’s latest estimates, the new city hall will cost $157 million, which means the union would put up $47 million to $79 million, or nearly a quarter of its pension fund.

“That’s unusual,” said Ron Seeber, a labor and industrial relations professor at Cornell University. “To have a significant amount of chits in one basket like that seems to stretch the boundaries.”

The sheer size of the possible investment signals the acute desperation felt by the building and construction trades as Strip construction projects stall and dry up.

Like hundreds of other union pension plans across the country, the laborers fund recently notified participants that its plan was “endangered,” meaning less than 80 percent of the union’s retirement obligations are funded. The laborers fund also took a hit in the Bernard Madoff scandal: the plan joined a class action suit in April, alleging it lost millions of dollars because of a financial management firm’s investment in Madoff-connected funds.

Still, Morley, the laborers official, said the union’s pension fund weathered the economic collapse well and that the plan “made out better than 90 percent of trust funds.” He called the new city hall a sound investment. “We consider it a secured project,” Morley said. “We don’t see the city leaving and not paying the rent.”

Municipalities have traditionally been a safe investment. However, the city faces a $150 million deficit over the next five years. And for the first time, ratings agency Moody’s Investors issued a broad caution on investing in local governments, noting that cities relying heavily on tourism and gambling pose among the greatest risks.

Morley said that last month the union’s executive board voted unanimously to invest pension money in the new city hall.

Goodman on Thursday declined to comment on the talks surrounding the pension fund proposal, but raised the possibility during a City Council meeting July 1.

The plan recalls Las Vegas’ sordid history. Starting in the early 1960s, the Teamsters’ Central States pension fund, under the direction of James R. Hoffa, loaned tens of millions of dollars for investments in Las Vegas casinos, including the Desert Inn, Caesars Palace and the Stardust. The loans were made to people connected to organized crime.

The perception of engineering a union deal with Goodman, a former mob lawyer, wasn’t lost on Morley.

“People made comments,” he said. “I believe they mentioned the Hoffa days.”

Morley added: “That doesn’t bother us at all. Oscar Goodman is an honorable friend to Local 872. But more than anything, I want my members to continue to work and live decent lives.”

Reporter Sam Skolnik and Sun librarian Rebecca Clifford contributed to this report.

Marketwire, July 16, 2009, Thursday

Copyright 2009 Marketwire, Inc.
All Rights Reserved
Marketwire

July 16, 2009, Thursday


HEADLINE: Human Resource Executive Magazine Names Zions Bancorporation's Claire Howells as One of the HR Industry's Five Rising Stars


BODY:
Plateau Systems, a leading provider of on-demand talent management software, services and solutions, announced today that Plateau customer Claire Howells, vice president of engagement and HR communications at Zions Bancorpo-ration, has been honored as one of HR's Rising Stars by Human Resource Executive magazine. Howells was one of only five "up-and-comers" selected by Human Resource Executive for how they have taken HR challenges and "turned them into positives in terms of bottom-line results and productivity."

According to Human Resource Executive, "Howells is among this year's 2009 HR's Rising Stars Award winners for her innovative project-management skills and tireless enthusiasm for team building and customer service." The publica-tion cited Howells' efforts across Zions Bancorporation's highly decentralized business model to create and roll out "engage!," an employee engagement and feedback system that integrates each of the company's distinct banking opera-tions into one feedback-management system. Howells' successful nomination was also based on her efforts in leading the branding and communications promotion for the launch of i-achieve, the company's implementation of Plateau's Learning Management System (LMS). Kristen B. Frasch, managing editor of Human Resource Executive, commented that "Judges took great care in narrowing the list based not just on accomplishments, but on personal initiative, integrity and leadership strengths."

"Claire's passion, curiosity and perseverance have established her as a leader at Zions Bancorporation, and we're happy that Human Resource Executive agrees that she is also one of the broader HR industry's rising stars," said Paul Sparta, Chairman and CEO, Plateau Systems. "Under Claire's leadership, Zions Bancorporation's "engage!" customer and employee satisfaction program has been a solid success, and we're proud that Zions Bancorporation has chosen Plateau as its single talent management platform."

Established in 2006, Human Resource Executive's list of HR's Rising Stars includes "individuals who represent promise, ingenuity and remarkable strength in leadership and persuasion skills when tasked with earning line-leader buy-in and getting things done." The 2009 HR's Rising Stars awards were determined by a panel of judges, including Charles Tharp, instructor at Cornell University's School of Industrial and Labor Relations in Ithaca, N.Y.; Michele Dar-ling, president of Michele Darling and Associates in Mississauga, Ontario; Gregory Hessel, senior client partner and global director of the human resource practice at Korn/Ferry International's Dallas offices; and Kristen B. Frasch, man-aging editor of Human Resource Executive.

To view Human Resource Executive's full list of HR's Rising Stars, visit http://www.hreonline.com/HRE/story.jsp?storyId=227741171.
For more information about Plateau, visit www.plateau.com.

About Plateau

Plateau led the charge in transforming corporate workforces in the mid-'90s with its award-winning learning man-agement system (LMS) platform, which streamlined the management and delivery of learning and training across some of the world's most respected organizations, including General Electric, the United States Air Force and Capital One Services. Plateau expanded its LMS platform, and in early 2000 delivered the industry's first fully integrated, J2EE-based talent management platform that allowed organizations to link learning and training with employee per-formance on a single platform, making it possible for organizations to align employee goals with corporate objectives. Today, organizations around the world rely on Plateau's software and solutions to drive innovation, facilitate collabora-tion and connect people in ways that support the organization's most critical business objectives. Customers and indus-try analysts continue to recognize Plateau as a customer satisfaction leader and for its continued leadership, vision and technology innovation. Plateau is headquartered in Arlington, Virginia and has offices across the United States, Europe and Asia Pacific. For more information, please visit www.Plateau.com.

About Zions Bancorporation

Zions Bancorporation is one of the nation's premier financial services companies, consisting of a collection of great banks in select high growth markets. Zions operates its banking businesses under local management teams and commu-nity identities through approximately 500 offices in 10 Western and Southwestern states: Arizona, California, Colorado, Idaho, Nevada, New Mexico, Oregon, Texas, Utah and Washington. The company is a national leader in Small Busi-ness Administration lending and public finance advisory services. In addition, Zions is included in the S&P 500 and NASDAQ Financial 100 indices. Investor information and links to subsidiary banks can be accessed at www.zionsbancorporation.com.

SOURCE: Plateau Systems

Detroit Free Press, July 9, 2009, Thursday

Detroit Free Press

July 9, 2009, Thursday

Detroit Free Press

UAW strike would kill auto loans
Auto rescue terms raise stakes in deal mandating changes in pay, benefits

BY JUSTIN HYDE and TIM HIGGINS • FREE PRESS BUSINESS WRITERS • January 9, 2009

An extraordinary new wrinkle in the federal loans to Detroit's automakers became clear Thursday from the fine print:

A UAW strike could derail the rescue effort.

The U.S. Treasury Department could declare General Motors Corp. and Chrysler LLC in default of their $17.4 billion in loans and demand the money back, according to pacts signed with the Bush administration last month.

Although the impact -- and even the legality -- of such a provision is not clear, the details of the pact highlight the complications facing the union, which must agree to make sweeping changes in wages and benefits for workers by Feb. 17. That's far more quickly than the companies have to reach agreements with its creditors.

The union has not threatened a strike, but a work stoppage is one of the strongest levers it has to resist terms with which it disagrees in negotiations.

"In effect, it makes a strike the nuclear option," said Harley Shaiken, a labor expert from the University of California at Berkeley. "In a perverse way, it strengthens the UAW but makes it much more difficult for the UAW to use this weapon."

Said Tony Sapienza, a GM spokesman: "The agreement doesn't prohibit the union from striking. The agreement is between General Motors and the federal government -- it's not between GM and the UAW and the federal government.

"However, if they were to strike, we would be immediately in default, which -- I think we all agree -- is not in anyone's best interest, " Sapienza said.

During an appearance on NBC's "Today" show, GM Chief Executive Officer Rick Wagoner and UAW President Ron Gettelfinger didn't hint at any major trouble.

"We've worked some tough stuff together over the last three or four years, and I'm confident that we'll come together and get the kind of changes that we need," Wagoner said.

Wagoner also indicated that retiree benefits, which hundreds of thousands of former GM workers rely on, would not need to be changed.

Terms of the deal

The Treasury Department set a myriad of conditions on GM and Chrysler as part of their plans for survival, under which GM will get $13.4 billion and Chrysler, $4 billion. Those terms had not been fully disclosed until GM filed the documents with the Securities and Exchange Commission late Wednesday.

The deal requires the UAW to accept by Feb. 17 a plan to lower wages and benefits for workers to match those of employees at foreign-owned U.S. plants by Dec. 31. It also requires the union to take half of the money it is due for a retiree health care trust fund in company stock, rather than in cash or company debt.

As part of the loan, the treasury defined several conditions that would trigger a default, including that "any labor union or collective bargaining unit shall engage in a strike or other work stoppage." If the loans are in default, the treasury has the power to call them back immediately and force the automakers into bankruptcy.

A UAW spokesman did not respond to questions for this story.

Chrysler's deal has not been made public, but its loan includes a similar provision, according to a person familiar with the agreement.

Talks could get more complicated

GM and Chrysler have until Dec. 29, 2011, to pay back the loan under the current deal.

The UAW has a no-strike clause in its current national labor contracts with the automakers, which expire in September 2011.

However, the UAW's local chapters can hold strikes for health and safety violations or work standards disputes, said Shaiken, the labor expert.

"With that said, I think it's more molehill than mountain because nobody is talking about a strike," he said. "Both sides are seeking to work together and work through this."

Peter Henning, a professor at Wayne State University Law School, sees the strike-default provision in the federal loans deal as making the next labor negotiations much more complicated.

"In 2011, unless the economy turns around in a major way, it maybe the most bizarre auto negotiation we've ever seen where no one has any leverage," Henning said. "The UAW can't walk out. ... GM can't let them walk because they could get the loan yanked."

Henning also cautions against thinking that a strike would immediately result in the loans being called. "They could be called," he said. "That doesn't necessarily mean the loan would be called. It would give the government leverage."

John Pottow, a law professor at the University of Michigan Law School, said the provision is similar to what would be found in debtor-in-possession financing used in bankruptcy and implies that the government is working to protect the needs of GM.

"They're not preventing the union from striking. The union can ... strike if it wants to," Pottow said. "They're simply letting GM, the company, borrow money and saying as a creditor, 'Your loan is in default if your employees strike.' "

The union's leaders began meeting this week to talk about ways to meet the demands in the loan agreements. But Gettelfinger said the union would not reopen its labor contracts. Gettelfinger said Thursday that the UAW is looking at changes that could be made to the contracts that would help the companies.

"We want to ensure that whatever we do is done in the best interest of our membership as well as our retirees but we're also taking in mind that we want to keep this company competitive," he said during the "Today" show appearance.

Negotiations could begin as early as next week, but the UAW plans to ask its members to vote on any concessions that are reached. The UAW has also indicated that it could press Congress and the Obama administration to change the terms of the loan agreement in the coming weeks.

Harry Katz, dean of Cornell University's School of Industrial and Labor Relations, doesn't see the strike-default provision impacting the negotiations between GM and the UAW but questioned whether such a provision that could bar a strike is legal.

"Workers have the right to strike guaranteed under the National Labor Relations Act," he said. "It's maybe there symbolically."

Contact JUSTIN HYDE at 202-906-8204 or jhyde@freepress.com.

Kennebec Journal, July 2009

Kennebec Journal

July 2009

Kennebec Journal

What is EFCA?

By Richard Hurd

The acronym for what could become the biggest labor law change in the nation in 70 years is "EFCA."

Pronounced "eff-kaa," the Employee Free Choice Act is controversial. Advertising have been launched by both opponents and supporters.

Endorsed by President Barack Obama, the legislation was introduced in March and passed in the U.S. House of Representatives.

It is expected to be debated this year in the U.S. Senate, possibly this summer.

Basics of the legislation:

What is EFCA?

The Employee Free Choice Act would change fundamental aspects of the federal law that governs how a union is started at a worksite.

How significant is EFCA?

If it is passed by the U.S. Congress, it could be the biggest labor reform since the Taft-Hartley Act was passed in 1947.

Who would EFCA directly affect?

EFCA could potentially affect thousands of private-sector workers and organizations. It also could affect the role of unions in the American workplace.

Why is EFCA controversial?

The EFCA debate, heating up in Congress, has provoked an ideological discussion about the roles of workers, employers, unions and business in American society.

A key tenet of EFCA is "card check." What is card check?

Card check is signing a card to indicate you want a union. Under EFCA, a union can be "certified" -- approved -- by the National Labor Relations Board -- if a majority of workers sign a union authorization card.

Would secret ballot election through the National Labor Relations Board remain an option under EFCA?

Yes. The mechanism through which most American unions are currently certified would still be available. However, if a union secured majority support through card check, no election would be necessary.

EFCA would toughen penalties against employers who break the law. How so?

Employers found guilty of illegally firing an employee because of unionization activity are now required to pay back wages to the employee. Wages earned at another job during the period of discharge are subtracted from what the employer must pay. EFCA would increase that penalty to triple the lost pay and add a civil penalty of up to $20,000 per violation.

How would EFCA change the timing of a "first contract" to follow unionization?

The proposed law would give employers and workers 120 days to reach a contract. After 120 days, a federal arbitrator would set contract terms.

Currently, there is no legally mandated first contract deadline. Some first contracts are delayed for years. In recent years, about 40 percent of successful unionization elections have not led to collective bargaining agreements.

The National Labor Relations Board would continue, under the EFCA proposal, to oversee unionization efforts?

Yes. The board's five members are appointed by the president, and then approved by the Senate, for five-year terms. The members are assisted by 33 regional directors. The board's responsibilities include conducting elections for union representation and investigating unfair labor practices.

What percentage of the U.S. work force is unionized?

About 12.4 percent of American workers belong to a union. In the private sector, about 7.6 percent of workers are unionized. In the early 1950s, nearly one in three Americans was in a union.

Where can I read the full text of the EFCA legislation?

http://thomas.loc.gov/cgi-bin /query/ z?c111:H.R.1409:

Richard Hurd, professor of industrial and labor relations at Cornell University's ILR School ("Advancing the World of Work"), is a specialist on trade union administration and strategy. He has testified before congressional committees and presidential commissions. An economist by training, Hurd has served as an economic policy fellow at the Brookings Institution.

Thursday, July 09, 2009

Los Angeles Times, July 9, 2009, Thursday

Copyright 2009
Los Angeles Times
All Rights Reserved

July 9, 2009, Thursday
Home Edition

HEADLINE: LABOR; In warehouse battle, a union goal is the focus;
Lancaster site is symbolic of drive to pass Free Choice Act

BYLINE: Patrick J. McDonnell

BODY:
A chilly, high desert dawn was breaking as the workers trickled onto the sprawling grounds of Rite Aid Corp.'s dis-tribution warehouse, a behemoth box at the edge of the Mojave.

Awaiting them outside was a makeshift table set with hot coffee and doughnuts, courtesy of the International Longshore & Warehouse Union. Employees donning yellow union T-shirts briefly savored a hard-won triumph as they continue a bitter, three-year-plus campaign.

"I'm glad to be back. I need the job," said Virgilia Mondragon, one of dozens returning to work after the union al-leged they were fired illegally from the Lancaster facility.

Rite Aid's decision last month to reinstate as many as 46 employees dismissed after an acrimonious union organiz-ing drive is the latest chapter in a divisive saga that has made the Lancaster warehouse a national symbol of organized labor's priority: passage of the Employee Free Choice Act, federal legislation that would ease the way for workers to join unions.
According to labor activists, Rite Aid's anti-union onslaught has included intimidation, misinformation and illegal terminations, along with bad-faith bargaining.

Key parts of the Employee Free Choice Act would greatly enhance penalties against employers engaged in unlaw-ful practices, while mandating federal mediation in initial contract talks.
Rite Aid denies any wrongdoing. From management's perspective, the warehouse war in L.A.'s parched suburban outpost epitomizes a misguided and intransigent labor movement pushing impossible demands in the midst of a reces-sion. The drugstore giant boasts that almost one-third of its national workforce of more than 100,000 is unionized -- evidence, Rite Aid says, of its readiness to deal with union shops.

"If the union really wanted an agreement, we would have one by now," said Cheryl Slavinsky, chief spokeswoman for Rite Aid. "But it seems at every turn, the union tries to come up with allegations against Rite Aid to generate public sympathy."

The Camp Hill, Pa., company, with 4,800 stores and annual sales topping $26 billion, is struggling in a tough retail environment, reporting a loss of $98 million for its latest quarter that ended May 30. Its stock, which traded near $7 two years ago, has fallen sharply, closing Wednesday at $1.31.

The Rite Aid Southwest Customer Support Center, as the Lancaster site is known, is the daily destination of vast quantities of merchandise, much of it from China, entering by truck from the ports of Los Angeles and Long Beach. Inside the 1-million-square-foot complex, about 700 workers unload, sort and pack products for shipment to hundreds of Rite Aid stores, mostly in Southern California.

Angela Warner said she began working there for $10.80 an hour almost a decade ago. "When we started, it was a great place to work," said Warner, 49.

The conditions, said Warner, a union supporter, soon deteriorated: Managers trimmed breaks, demanded more hours for less pay and began enforcing difficult production quotas. Still, an organizing drive by the Teamsters failed in 2002.

"The union turned me off," said Carlos Rubio, a Rite Aid worker since 2000 who opposed the Teamsters thrust. His hostility to unions softened, Rubio said, after he injured his back shifting a sack of cat food and got little sympathy from management.

In March 2006, several workers contacted the International Longshore & Warehouse Union, igniting a new union drive.

Pay isn't the top issue in a plant where experienced workers can earn as much as $17 an hour, a substantial salary in the Antelope Valley, which has been hard hit by the burst housing bubble. Instead, union advocates say they must en-dure punishing production goals, insufficient breaks, mandatory overtime and disparate temperatures -- extreme heat in the summer and freezing winters. Strict rules govern the time allotted for such tasks as moving or packing boxes, even walking from one end of the plant to another.

Management says workers in Lancaster are treated respectfully and in accordance with industry standards. The company points to the facility's 368 high-speed fans and coolers, controlled by workers, along with a heating system. "They have switches to turn them on and off," Rite Aid's Slavinsky said.

According to the union, Rite Aid threatened, intimidated and fired dozens of workers during an anti-union blitz that began in 2006. Responding to a union complaint filed with the National Labor Relations Board, the company agreed in May 2007 to reinstate two prominent union supporters, give them back pay and post a notice vowing not to violate fed-eral laws protecting union organizing. Rite Aid didn't admit any wrongdoing.

"I wish that Rite Aid were the exception, but it's really the rule with what's happening all over the U.S. when workers try to organize," said Kate Bronfenbrenner, a labor expert at Cornell University who wrote a recent study documenting employer threats and retaliation against union sympathizers.


Under the Employee Free Choice Act, Rite Aid and other employers, if found to be in violation of federal law, could face substantially higher penalties -- as much as $20,000 per violation, plus triple back wages for employees found to have been dismissed illegally.

In its most incendiary provision, the legislation would also allow employees to form bargaining units through "card checks," submitting pro-union signatures from a majority of workers without an election.

Organizers at Rite Aid say such a process would have greatly expedited union representation. Most businesses fiercely oppose card checks.

Under current law, companies facing union drives have the right to insist on a secret ballot election, as Rite Aid did. Labor activists say such in-house ballots are rife with management coercion. Companies say the balloting is sacrosanct.
"We think it's fair that our associates vote in a secret ballot, the same way that we all vote for our elected officials," Slavinsky of Rite Aid said.
The warehouse union won the March 2008 vote 283 to 261, after rallies at Rite Aid stores throughout California. The union hailed the victory as a David-versus-Goliath tale.
"We showed that if we stand together, if we speak up, we can make changes for ourselves, our families and the people who come after us," declared Ignacio Meza, one of the two workers fired, allegedly for union advocacy, and later reinstated.
But, more than a year after the vote, Meza and his colleagues have no contract. Big issues, including benefits, work rules and job security, remain unsettled.
The proposed Employee Free Choice Act contains specific safeguards meant to eliminate incentives to stall nego-tiations, so-called surface bargaining. Under the proposed legislation, either party in initial contract talks could seek federal mediation within 90 days. If no accord is reached, the matter would be referred to binding arbitration.
Both sides in the Rite Aid dispute agreed last month to federal mediation, which is expected to start this month. The flutter of progress is inspiring some hope.
"I see a different atmosphere," Warner said. "All this has done is made us stronger."
--
patrick.mcdonnell@latimes.com

GRAPHIC: PHOTO: WORKERS: Virgilia Mondragon, left, Jeremy Edwards, Carlos Rubio and Aura Perez at the Rite Aid Southwest Customer Support Center in Lancaster. The firm reinstated dozens of workers let go after a unionizing drive. PHOTOGRAPHER: Anne Cusack Los Angeles Times

LOAD-DATE: July 9, 2009

CQ Politics, July 7, 2009, Tuesday

CQ Politics

July 7, 2009, Tuesday

CQ Politics

Unions Waver on Taxing Health Benefits

By Richard Rubin, CQ Staff

Unionized workers have fought to preserve their relatively expensive health plans through contract talks, sometimes at the expense of wage increases.

Now, with some unions airing televised ads targeting senators who support the idea of counting some health benefits as taxable income, pressure is increasing on Capitol Hill to look elsewhere to offset the cost of a health care overhaul.

Michael Wilson, international vice president of the 1.3-million-member United Food and Commercial Workers, said union leaders told workers that 2008 GOP presidential candidate John McCain , R-Ariz., would tax their health benefits and that Democrat Barack Obama would not. Those workers would feel stung if the plan Obama ends up signing includes such a tax.

“That’s a message that resonated with our members, no matter what their ideology was,” Wilson said.

No union has formally moved off that position, but some have been louder than others in opposing taxation of any benefits. The International Brotherhood of Teamsters and the Laborers International Union of North America have been particularly active in campaigning against consideration of a cap.

The Laborers union has broadcast ads in states represented by several Finance Committee members.

Gary Chaison, professor of industrial relations at Clark University in Worcester, Mass., said industrial unions such as the United Steelworkers and United Auto Workers tend to include more retirees in their health plans, making their pools more expensive to insure. Their members may also be concentrated in expensive regions of the country, including parts of the Northeast. Service unions tend to be more scattered and represent workers in a broader age range.

The possibility of taxing generous health benefits demonstrates the range of opinion in the labor movement, and may expose the different perspectives of industrial-sector and service economy workers.

As union leaders and liberal Democrats campaign for a requirement that employers provide health insurance, a publicly run insurance plan and other priorities, the continued tax-free status of health benefits could become negotiable as unions weigh what they could get in exchange for accepting taxation of benefits.

“It’s about where we end up with a full package,” said JoAnn Volk, legislative representative for the AFL-CIO. “This is just the beginning of the process. We don’t see any interest in this in the House. This is not where we make compromises.”

The issue is particularly tricky for unions representing health care workers, who want to make sure health care legislation expands employment opportunities in their field, said Chaison. “Right now, they’re trying to work out their policy on this, and it’s a difficult one, because they have to look at both the payroll part and the employment part.”

House and Senate at Odds

Some version of a cap on the longtime exclusion of health benefits from taxable income is likely to emerge from a the Senate Finance Committee markup this month.

Unionized workers have fought to preserve their relatively expensive health plans through contract talks, sometimes at the expense of wage increases.

Now, with some unions airing televised ads targeting senators who support the idea of counting some health benefits as taxable income, pressure is increasing on Capitol Hill to look elsewhere to offset the cost of a health care overhaul.

Michael Wilson, international vice president of the 1.3-million-member United Food and Commercial Workers, said union leaders told workers that 2008 GOP presidential candidate John McCain , R-Ariz., would tax their health benefits and that Democrat Barack Obama would not. Those workers would feel stung if the plan Obama ends up signing includes such a tax.

“That’s a message that resonated with our members, no matter what their ideology was,” Wilson said.

No union has formally moved off that position, but some have been louder than others in opposing taxation of any benefits. The International Brotherhood of Teamsters and the Laborers International Union of North America have been particularly active in campaigning against consideration of a cap.

The Laborers union has broadcast ads in states represented by several Finance Committee members.

Gary Chaison, professor of industrial relations at Clark University in Worcester, Mass., said industrial unions such as the United Steelworkers and United Auto Workers tend to include more retirees in their health plans, making their pools more expensive to insure. Their members may also be concentrated in expensive regions of the country, including parts of the Northeast. Service unions tend to be more scattered and represent workers in a broader age range.

The possibility of taxing generous health benefits demonstrates the range of opinion in the labor movement, and may expose the different perspectives of industrial-sector and service economy workers.

As union leaders and liberal Democrats campaign for a requirement that employers provide health insurance, a publicly run insurance plan and other priorities, the continued tax-free status of health benefits could become negotiable as unions weigh what they could get in exchange for accepting taxation of benefits.

“It’s about where we end up with a full package,” said JoAnn Volk, legislative representative for the AFL-CIO. “This is just the beginning of the process. We don’t see any interest in this in the House. This is not where we make compromises.”

The issue is particularly tricky for unions representing health care workers, who want to make sure health care legislation expands employment opportunities in their field, said Chaison. “Right now, they’re trying to work out their policy on this, and it’s a difficult one, because they have to look at both the payroll part and the employment part.”

House and Senate at Odds
Some version of a cap on the longtime exclusion of health benefits from taxable income is likely to emerge from a the Senate Finance Committee markup this month.

Chairman Max Baucus , D-Mont., who has been courting Republicans, says he wants to limit his bill’s revenue increases to the health care sector. He seems to have settled on capping the exclusion as a way to raise hundreds of billions of dollars over 10 years while encouraging employers and insurers to contain costs. Committee members have been discussing a cap set at 10 percent above the cost of federal employees’ health benefits. An exception for benefits provided under existing union contracts is being considered as a way to limit the impact of imposing a cap.

Spokeswoman Erin Shields said in a statement that Baucus has asked everyone, including unions, to “suspend judgment and wait to see the benefits of the entire package.”

But House tax writers, many of whom have stronger union ties than their Senate counterparts, have shown little enthusiasm for making some health benefits taxable. Instead, they are focused on other options for raising money, including a surtax on the adjusted gross income of top earners.

Democrats taking their cues from the White House may not be sure what to think. Obama campaigned against a proposal that McCain espoused, to tax all employer-provided benefits and provide a tax credit to purchase insurance.

Although it stands by its own proposal for financing health care, the administration has steadily tiptoed away from that strong opposition to taxing health benefits. Now, administration officials say they are waiting for legislation to emerge before drawing a red line.

During a town hall meeting on health care last week in Annandale, Va., Obama drew a distinction between the McCain proposal for eliminating the exclusion and the more recent proposals for a cap, suggesting he is open to the latter. But he did not commit, saying only, “We’re all going to have to weigh in on it.”

Most versions of a cap would, like a tobacco tax increase he signed into law earlier this year (PL 111-3), break Obama’s pledge to prevent tax increases for any married couple making less than $250,000.

In the end, said Richard Hurd, a professor of industrial and labor relations at Cornell University, a few labor leaders may find reasons to make a deal on or endorse one version of the benefits tax. “Undoubtedly, some unions will be sensitive to the political pressures on the administration and might see that a compromise might make sense,” he said.

Rochester Democrat and Chronicle, July 5, 2009, Sunday

Copyright 2009 Rochester Democrat and Chronicle

All Rights Reserved

Rochester Democrat and Chronicle (New York)

July 5, 2009, Sunday

HEADLINE: Seeking shelter from the storm

BYLINE: Matthew Daneman

BODY:

The economy stinks. Times are tough at your workplace, and there are rumors of yet another round of layoffs coming. You have trouble sleeping sometimes as you worry about your job.

So it'd be natural to feel just a touch of jealousy for people in careers a little more secure than yours. People like Jennifer Galdys, a nurse at Strong Memorial Hospital.

Or Christopher Davis, who works in customer service for Verizon Wireless' regional offices in Henrietta.

Or Richard Miller, a developer in the enterprise development department of Paychex Inc.'s information technology organization.

"I know we need nurses on the unit," said Galdys, 35, of Henrietta, a palliative care nurse. "We have positions open. Other units, same thing. I think it's probably that way in other hospitals. There are always positions for nurses."

Health care is one of the safer places to work if looking for job stability and security, but not the only.

According to state Labor Department projections, the Finger Lakes region will add thousands of health care jobs by 2016; other occupations expected to see the most growth over the next seven years include software engineers, customer service representatives, computer systems analysts, bill and account collectors, accountants and food service workers.

Even in the current recession, some industries are largely recession-proof, including health care, education, security and alternative energy, according to an analysis by Tammy Marino, associate economist with the state Labor Department.

But there is no such thing as a bulletproof job.

"No one is going to be invulnerable to job loss," said John Challenger, chief executive officer of executive outplacement firm Challenger, Gray & Christmas. "Nobody can find a lifetime job at one company anymore."

Employers currently are in the driver's seat in terms of hiring. Temp agency Manpower, in a survey earlier this year of employers globally, found that 19 percent of U.S. companies were having difficulty in filling openings, compared with 24 percent in Canada and 44 percent in Mexico. Before the recession, in 2006 and 2007, roughly 40 percent of surveyed U.S. companies were having such difficulties.

The most in-demand jobs, according to the Manpower survey of more than 2,000 U.S. businesses, were engineers, nurses, skilled trades workers, sales reps, drivers and machinists.

For upstate New York, the major drivers of job growth in the future will be services, particularly health, due to the steadily aging population, said Matthew Freedman, assistant professor at Cornell University's School of Industrial and Labor Relations.

And people with cutting-edge technology skills always will be in demand, especially as the U.S. economy shifts from manufacturing to information technology and services, Freedman said. People with backgrounds in "green" technologies also are going to benefit from government support and increasing market demand for alternative energies, he said.

However, he added, "The jobs that are in demand now, in five years from now, aren't necessarily the jobs in demand 20 years from now."

Which is why workers have to focus on job skills instead of particular occupations, said Constance Felder, deputy director of RochesterWorks Inc., the nonprofit employment agency.

"You really are responsible now for managing your career path and making sure you have the skills employers are looking for," Felder said.

At the base level, those skills include interpersonal communication, math and reading comprehension, at least a high school diploma, some basic computer literacy and personal competencies like coming to work daily and being dependable, said RochesterWorks career services adviser Hannah Morgan.

In the long term, people suited for international jobs - such as having foreign language skills - will be better positioned in the work force, Challenger said.

"The more you have skills every business needs, you make yourself more insulated from ups and downs," he said.

Job safety also can depend very much on location. While Rochester is saturated with engineers currently, the job is in high demand in other parts of the country, Morgan said.

And not every in-demand profession will stay that way. Outsourcing at the professional level, such as medical diagnostics and accounting, is an ongoing trend in business, Felder said.

Between January 2008 and January 2009, the Rochester region lost close to 5,000 manufacturing and trade jobs, according to state Labor Department figures. During the same span, it added close to 3,000 education and health services jobs.

And the half-joking truism about "it's not what you know but who you know" that helps you land a job is becoming less of a joke as social networking technology makes landing a job easier, Felder said.

"That's how things are going to happen even more in the future," she said.

Miller did a number of co-ops at Paychex while a computer science student at Rochester Institute of Technology and was offered a full-time job there before he graduated. And he said he had three other job offers as well. Three years later, the job market in IT is somewhat tighter, he said, with some area companies having rescinded job offers they made to his friends.

Davis, 30, of Greece, started at Verizon Wireless in early 2007 after being laid off months earlier from Xerox Corp. Since then, he's gone from customer service to tech support to quality assurance, starting a job last month as a supervisor.

"Anybody can do this," he said. "You just have to be focused and make sure you learn as much as you can learn.

"I was unemployed two years ago, now I'm a supervisor. That speaks for itself."

MDANEMAN@DemocratandChronicle.com

Where the jobs are(n't)

The least-safe jobs locally? The Rochester area lost more than 7,500 chemical manufacturing jobs and 2,200 transportation equipment and machinery manufacturing jobs between 2005 and 2008, according to Labor Department figures. Manufacturing employment overall is expected to continue shedding workers through 2016.

Resources

For more information on jobs and job hunting, go to:

RochesterWorks Inc.: www.rochesterworks.org.

New York Labor Department: www.labor.state.ny.us.

For job listings: www.monster.com.

U.S. Labor Department's Occupational Outlook Handbook: www.bls.gov/OCO.

For job hunting resources: www.job-hunt.org/.

LOAD-DATE: July 6, 2009

WIVB.com (Channel 4 Buffalo), June 29, 2009, Monday

WIVB.com (Channel 4 Buffalo)

June 29, 2009, Monday

WIVB.com (Channel 4 Buffalo)

Art Wheaton was interviewed by Rich Newberg discussing Ford Motor Company not needing a Federal Bailout and Ford's decision to increase production while GM and Chrysler reduce production.

NY Journal News, June 27, 2009, Saturday

NY Journal News

June 27, 2009, Saturday

NY Journal News

Fifth day of special session in Senate ends with no resolution
By Joseph Spector

ALBANY - Ronald Ehrenberg, a professor at Cornell University, knew that his trip to the state Capitol today would likely be futile.

But he waited with the six other nominees to state boards in the state Senate gallery hoping that the warring senators might just decide to end their nearly three-week squabble and nominate him to the board of trustees at the state University of New York.

It didn't happen. The best he got was an apology from senators.

"It's one of great sadness," Ehrenberg responded when asked about the Senate gridlock. "I want to get to work."

Senators held another unsuccessful session today afternoon as the sides vowed to continue talks through the weekend to end the leadership standoff that has put Ehrenberg's confirmation and a host of other issues on hold.

The Senate is deadlocked 31-31 after a June 8 coup by Republicans and two Democrats overthrew the Democratic majority.

Without a majority, the sides can't establish a quorum and vote on bills. Gov. David Paterson has used his constitutional power to call special sessions of the Senate every day since Tuesday, hoping that keeping senators in Albany will get them to an agreement.

But it has yet to work. The sides Saturday separately gaveled in and out of session within minutes. Paterson has warned that critical pieces of legislation, like a low-cost energy program for businesses, will expire Tuesday without Senate action.

He called another special session for Sunday evening.

"It has now been 19 days since Senators last did the legislative work that their constituents sent them to Albany to do," Paterson said in a statement. Yesterday, he sued the Senate in an attempt to get them back to work and is planning to withhold their daily stipends.

"With everyday that goes by, they give the public another excuse why they can not do this work. They have spent more time thinking of excuses than doing the people's business," he said.

Read more about this story tomorrow in The Journal News.

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Previous PageReach Joseph Spector at jspector@gannett.com.