Episode 141 Future of Work Apprenticeships and Employing People With Disabilities - Workology

Episode 141 Future of Work Apprenticeships and Employing People With Disabilities - Workology Episode 141: Future of Work: Apprenticeships and Employing People with Disabilities with Jennifer Carlson I don’t think I need to remind you that we are at an inflection point when it comes to employment and the available talent we have in the market. There are now more jobs than unemployed looking for work. Especially in the technology sector, there are not enough skilled workers to fill these highly technical roles and there won’t be for years, and I mean years, unless as employers we look at creative ways to skill up our existing workforce with apprenticeships. Episode 141: Future of Work: Apprenticeships and Employing People with Disabilities with Jennifer Carlson Jennifer Carlson is the executive director of the Washington Technology Industry Association (or WTIA) Workforce Institute and Apprenti. I am absolutely in love with the Apprenti program and how they are going about to help employers in the technology sector. This is a long-term strategy, however, it is one we absolutely need to not just consider, but embrace by leveraging programs like Jennifer’s. Apprenti works with employers to create a formal yet flexible apprenticeship program for STEM workers. Apprenti is funded by the Department of Labor and offers employers a great way to tap into different and diverse talent. Apprenticeship candidates apply to be a part of the program by completing an assessment before they begin formal training and then are matched up with employers. Tech Apprenticeship Program Specifics Employers join the program and commit to hiring an apprentice for a 12-month period after the apprentice has completed their two- to five-month training. Some hiring companies have chosen to commit to a set number of apprentices as a way to build momentum for the program within their organization. Each apprenticeship is customized to a different occupational area and position group. When it comes to compensation, the apprentice’s wage should be 60% of what the employer would typically pay an entry level individual in the position in which they are an apprentice, with an increase to 70% of that rate after 6 months. Apprenti has established a minimum level of compensation to ensure a living wage is provided. The minimum rate in King County in Washington state is $42,000 for most occupations; the minimum is $45,000 for Software Application Developer and Web Application Developer. How Apprenticeships Help Employ People with Disabilities An apprenticeship program like this helps provide opportunities to a more diverse set of candidates including those with disabilities. Doing so helps solve the long-term STEM staffing problem while simultaneously upskilling workers and promoting inclusiveness within the technical fields and positions as well as the larger employer organization as a whole. I think you can understand why Im so excited about the Apprenti program and the work that Jennifer and her team are doing. Upskilling and formal training programs are a great way to fill your talent funnel. You are changing someone’s life. The ripples will be felt beyond your PL as part of the social enterprise movement that I’m seeing more and more companies become a part of. The job market continues to tighten for the foreseeable future which is why we need to get strategic and really look at long-term staffing and upskilling models. Connect with Jennifer Carlson. RECOMMENDED RESOURCES 6 Reasons to Engage in an Apprenticeship Program ‘Apprenti’ Program Aims to Train and Place 600 Tech Workers, Led by WTIA and Backed by $3.5M Grant New Tech Apprenticeship Racks up 1,000 Applicants, First Two Success Stories Apprenticeships Offer a Solution to Female Underemployment How An Apprenticeship Pilot Might Solve Techs Diversity Problem Inclusive Hiring and Apprenticeship at Cisco These Top Tech Companies Are Hiring First, Training Later Episode 141 Transcript How to Subscribe to the Workology Podcast Stitcher PocketCast iTunes Podcast RSS Google Play YouTube TuneIn You can also  click here  to find out how to be a guest on the Workology Podcast.   *A special thank you to my production team at  Total Picture Radio.

The shocking amount of Millennials that still live with their mom

The stunning measure of Millennials that despite everything live with their mother The stunning measure of Millennials that despite everything live with their mother There are at present 18.3 million kids younger than five that live at home with their moms. At the point when disengaged, this measurement isn't too frightening. What about another measurement that sets just around 4,000,000 less grown-ups between the ages of 23 and 37 are as of now doing likewise? As indicated by another examination by Zillow, there are 14.4 million Millennials living with their moms-a figure that has been encountering a consistent slope since 2000.Back at the turn of the thousand years, about 12% of youngsters lived with their moms. Under 20 years after the fact this number has flooded to in excess of a fifth (21.9%.) In all decency, as the creators of the new examination called attention to, this rate is comprised of a little minority of grown-ups that house their mom so as to go with them in mature age, and grown-ups that require help from their mother in bringing up their own children. This minority just records for 1.4% of youthful grown-ups refered to in the new examination, nonetheless, which is just partially more than the 1.2% investigated back in 2000.Follow Ladders on Flipboard!Follow Ladders' magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Living with mom Zillow Economic ResearchTo direct the examination, the specialists over at Zillow, dissected information from the U.S Consensus Bureau, American Community Survey, presented by the University of Minnesota, IPUMS-USA. Notwithstanding checking on family units wherein the mother and youthful grown-up youngster were available, the investigation additionally took families where the two guardians were available into account.Strangely, inert financial freedom is particularly prevalent in places where lease is more expensive. Territories like Miami, Riverside California, New York, and Los Angeles, all brag genuinely high rates of Millennials living at home, despite the fact that the middle lease of the considerable number of regions refe renced represented as much as 35% of pay earned by the common household.There were a couple of inquisitive exemptions, in any case. In 12 of the most populated markets watched, the latest companion of Millennials is by all accounts opposing the pattern. Atlanta, Boston, and Seattle all example a slightly less level of youthful grown-ups living with mother contrasted with a year ago's numbers. The creators of the report propose a few potential predecessors to this aggregate reluctance to leave the home. The creators report, Some may basically be not able to bear the cost of nearby lodging costs; others possibly could manage the cost of those expenses, however decide to live with mother rather to all the more effectively put something aside for an up front installment, security store or other large expense.Ladders as of late gave an account of an investigation that motioned a relatively underreported cause. Another Homes.com study found that 33% of 26 to 30-year-olds, 37% of 31 to 35 -year-olds and 24% of 36 to 40-year-olds, moved back home. or on the other hand boomeranged, because of a separation or an unpleasant breakup.You may likewise appreciate… New neuroscience uncovers 4 ceremonies that will satisfy you Outsiders know your social class in the initial seven words you state, study finds 10 exercises from Benjamin Franklin's every day plan that will twofold your profitability The most noticeably awful slip-ups you can make in a meeting, as per 12 CEOs 10 propensities for intellectually tough individuals

Pay for Unused Sick or Vacation Leave If Youre Fired

Pay for Unused Sick or Vacation Leave If You're Fired Pay for Unused Sick or Vacation Leave If You're Fired What befalls your unused vacation time or debilitated time when youre terminated from your activity? Will you be paid for the leave time you have collected or will you not get anything on the off chance that you're terminated for a cause? The appropriate responses rely upon where you work and friends strategy. A few states have laws which expect bosses to pay for unused wiped out or excursion time when a representative is ended. States That Require Payment for Unused Vacation There is no government law overseeing if and when gathered get-away should be paid when a representative leaves their activity. In any case, most states require installment of unused leave in specific situations. The guide beneath separates expresses that require installment for unused get-away, states that possibly pay unused excursion when agreements exist and expresses that don't have a law or regulatory approach for get-away. The states where unused vacation must be paid in all cases are as follows: California, Illinois, Montana, Louisiana, Massachusetts, Nebraska, North Dakota (except if the worker stops and has been advised ahead of time that excursion won't be paid), and Rhode Island. The states necessitating that unused excursion be paid if an employment agreement or manager guarantee/strategy to pay exists are as follows: Alabama, Alaska, Arizona, Arkansas, Colorado, Connecticut, the District of Columbia, Delaware, Georgia, Hawaii, Indiana, Iowa, Kansas, Kentucky, Maine, Maryland, Michigan, Minnesota, Mississippi, Missouri, Nevada, New Hampshire, New Jersey, New York, North Carolina, Ohio, Oklahoma, Oregon, Pennsylvania, South Carolina, Tennessee, Texas, Utah, Vermont, Washington, West Virginia, and Wisconsin. States, where there is no important law or regulatory strategy requiring installment for get-away include Florida, Idaho, New Mexico, South Dakota, Virginia, and Wyoming. Pay for Unused Sick Time In contrast to unused get-away days, businesses are not required to pay workers for accumulated debilitated time. A few businesses may pay for unused debilitated time as a motivating force to maintain a strategic distance from maltreatment of their day off arrangement, or on the off chance that they are authoritatively committed to pay for wiped out time. Pay for Paid Time Off (PTO) Days An ever increasing number of associations are moving from assigned get-away and wiped out compensation to took care of time (PTO) days. With PTO, representatives can choose for utilize the days as they wish - get-away, debilitated time, individual leave, loss, and so on. PTO days are dealt with equivalent to travel days regarding business law, so they would likewise be payable to the representative in the states recorded previously. In the event that you are terminated, you might possibly be paid for unused excursion and wiped out time. It relies upon two factors -organization strategy and the law in your state in regards to gathered leave time and whether that organization strategy sets the criteria for: Paying any representatives for unused get-away or wiped out leavePaying workers who are terminated for cause for unused excursion or wiped out leave How Eligibility for Unused Leave Pay Is Determined State laws and how the organization strategy is composed will decide your qualification for installment. Businesses should record their organization strategies with clear and predictable language so representatives comprehend what they are qualified for get when their activity is terminated. Setting aside effort to unequivocally explain the approaches and systems for workers can forestall disdain and expected lawful issues down the line. The association can't have a strategy that disregards state work law. In any case, in states that don't expect businesses to pay out unused downtime, the organization can conclude whether to set up arrangements denying installment for gathered excursion or wiped out an ideal opportunity to fired representatives. Organizations can uninhibitedly choose the sort of get-away calendar they use. A few organizations issue a bank of took care of time toward the start of the year, while others may require the worker to win a specific number of days out of every month or hours per payroll interval. To add to that, organizations are likewise lawfully ready to restrain the most extreme number of excursion days a representative can gather. Contingent upon the state, it might be illicit to force strategies by which a worker is required to utilize their excursion time inside a given time span or be compelled to relinquish it. For instance, on account of states that make up for unused excursion time, this utilization it or lose it rule could be viewed as removing pay the representative had just earned. Check with your Human Resources division or state branch of labor for data on what unused leave pay you fit the bill to get. State laws may change, and individual conditions may fluctuate. Sources State Departments of LaborThomsonEmployment Law Handbook?Business Management DailyReuters

How to Decide What to Include in Your Resume

How to Decide What to Include in Your Resume When I work with clients, one of the most common issues that they are trying to work through is figuring out which information should be included and what should be excluded from the resume. Why is it so difficult to decide what to put into your own resume? The answer is clear. It’s because the document is about YOU and it’s challenging to be objective when the information is ALL important because it is YOURS. That is why I love to write resumes for othersâ€"I can be more objective about your information and can decide what should be includedgiving you the credit you deserve. Instead of including every single job that you have ever had, you need to think about relevance. Is your high school job pertinent at this point in your career? If high school was two years ago, it just may be relevant. If you are over the age of 30, then a high school job probably doesn’t hold much importance. A good rule-of-thumb is to include only the last 10-12 years of job experience. Unless you just graduated from college last week, you don’t need to list separate courses completed at the university-level. The degree earned far outweighs individual courses taken during your educational experiences. Another thing you don’t have to include? The years you graduated from college. Again, unless you graduated within the last month, the date you graduated from school does not matter. Many years ago, it was common for job seekers to include personal information such as hobbies, interests, and family information. That time is long gone. In today’s job market, it is vital that you do NOT include any of this type of information. This can cause potential employers to disqualify you prior to even meeting with you. One last thing to consider: WHY SHOULD I HIRE YOU? Every single thing on your resume boils down to that question. Why should the employer consider you for the open position? Why should they care about you as a possible employee? What can you do for the company? If the statement or information you are putting on the document doesn’t answer one of those questions, then don’t include it. Today’s resumes are only reviewed for approximately 5-7 seconds on a first pass-through. You need to be concise with information, smart about what is included, and get to the point as quickly as possible. If you are wondering what a resume for today’s job market looks like,  contact us today! We also have a FREE download â€"  Top 5 Resume Tips to GET THE INTERVIEW. Click  HERE to access it and start leveraging your unique skills and abilities to land your next job opportunity!