Council of Industry July Workforce Newsletter

Posted By: Taylor Dowd Workforce News ,
Member Workforce News
Certificate in Manufacturing Leadership Students Celebrate Graduation
Today, the Council of Industry recognized 15 recipients of the Certificate in Manufacturing Leadership (CML). CML prepares these graduates, all of whom work for various manufacturers across the Hudson Valley, for challenging, supervisory positions at their workplace. We are proud to celebrate their hard work! The Council of Industry's Harold King and Alicia Zito introduced the graduates with welcoming remarks, a reading of names, and a slideshow. Rich Croce, Chairman of the Council of Industry Board of Directors, shared congratulatory remarks with the CML graduates. Dr. Kristine Young, President of Orange County Community College (SUNY Orange) shared her insight as guest speaker.
Congratulations to our graduates!
Jeffrey DeFrance, Chemprene
Stefan Gubler, Chemprene
Karl Bienwald, eMagin
Anita Okoh, GlobalFoundries
Jennifer Beahan, GlobalFoundries
Sam Carroll, GlobalFoundries
Stacy Buchholz, GlobalFoundries
Yunseok Choi, GlobalFoundries
Jacob Kitchen, MPI, Inc.
Keith Schultz, MPI, Inc.
Ashley Clark, Selux
Giovanni Brooks, Selux
Lauren Gescheidle, Selux
Regan O’Connell, Selux
Kaylene Hart, Unshattered
News for HR and Workforce Professionals
New York Lawmakers Pass a Flurry of Worker Protection Laws
As the New York State legislative session came to a close, state lawmakers passed a flurry of laws providing protections to workers, ranging from wage protections for freelance workers, prohibitions against absence control policies that penalize employers for taking protected leave, and amendments to the Hero Act, as well as laws aimed at providing employment protections in specific industries – nursing and warehousing. These laws are in addition to a salary transparency law, which was also recently passed by New York lawmakers. These bills are now headed to Governor Kathy Hochul’s desk for her signature or veto.
The Right Team for The Next Level
Firing a legacy employee who you like is never pleasant, but it's often a necessity. Four questions to ask yourself to determine whether someone is right for your company's future. Most entrepreneurs hire reactively. It may work for some of you, but for the vast majority of us, that’s how we end up with people problems. I think there are at least three important things you can do at this stage of growth to build a great team.
Before you even begin recruiting, you should: (1) know where your company’s headed; (2) know the key initiatives that will drive that growth; and (3) assess your existing team against those initiatives.
Want to Keep Employees in the Fold? Double-Down on DE&I 
Editor's Note: The Council of Industry is partnering with JP Morgan Chase to help our members be more inclusive in their recruitment and hiring practices.
Buck’s 2022 Wellbeing and Voluntary Benefits Survey found that almost a third of employees think their employer lacks a sufficient commitment to DE&I, and there is a direct connection between those concerns and their willingness to leave. In particular, interest in employers providing a strong commitment to DE&I was highest among younger workers: Among millennials, 60% expect an employer to demonstrate commitment to DE&I, significantly higher than among older employees.
But, many employers aren’t making the cut, according to the report: For instance, 32% of respondents said their employer lacked benefits tailored to diverse populations; this was higher for Black employees (35%) and female employees (35%).
Q&A How HR can Navigate Polarizing Topics at Work
Guns, Abortion, Race, Politics in General: Reasonable people can disagree and so can unreasonable ones. They often do so at work. Alexander Alonso’s interest in managing conflict among people comes from a few places. First, his background growing up in the Cuban community, where political discussion was common; and second, his varied HR background across industries like airlines and insurance, and across compliance, learning and organizational development departments.
Now chief knowledge officer at the Society for Human Resource Management, Alonso recently wrote a book on the subject after delving into a trove of research.
Regulatory Update: DOJ Offers Guidance on Opioids and the ADA
One of the toughest dilemmas facing employers today is how to deal with the fallout from employee drug abuse. One issue that has arisen is how employers can wend their way through the thicket of laws and regulations that apply to this issue. In this regard, the U.S. Department of Justice (DOJ) has provided a timely guidance for employers on how to deal with opioid use disorder (OUD) under the Americans with Disabilities Act (ADA).
But that guidance raises almost as many questions as it answers. DOJ says that drug addiction is considered a disability under the ADA—but only as long as the individual is not currently using illegal drugs. The ADA regulations define “current illegal use of drugs” as the “illegal use of drugs that occurred recently enough to justify a reasonable belief that a person’s drug use is current or that continuing use is a real and ongoing problem.”
OSHA Pushes COVID Standard 
Douglas L. Parker, assistant secretary in charge of the U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA), noted in recent testimony before the House Committee on Education and Labor’s Workforce Protections Subcommittee, that his agency is “working to finalize a permanent COVID-19 standard to ensure healthcare workers are protected as long as COVID-19 is a threat.”
At the hearing, he described the development of an infectious disease standard to apply to high-risk workplaces as a top priority for the agency. However, he did not provide a target date for when the new standard would be issued. Unlike the Emergency Temporary Standard (ETS) on COVID that was met with such fierce opposition and was struck down by the Supreme Court, this time the agency will follow all of the notice and public comment procedures normally required for the development of a federal regulation.
Manufacturing’s Back Is to the Wall on the Skilled Labor Shortage
According to the Reshoring Initiative, around 224,000 manufacturing jobs were reshored in 2021.While champions of reshoring are enthusiastic about a potential American manufacturing renaissance, the U.S. simply doesn't have the skilled workers necessary to handle reshored production.
The shortage of skilled workers in manufacturing has been a known problem for 30 years, but little was done to avoid the current shortage. There are two causes. First, manufacturing has been losing skilled workers for decades. The Department of Labor databases shows the following losses in skilled employees from 2002 to 2021. 2018 survey by Deloitte/Manufacturing Institute projects 2.69 million manufacturing workers will retire by 2030. Skilled workers in the manufacturing sector are retiring much faster than they can be replaced.
Aon: Voluntary Turnover Shot Up 41% in 2021
Aon survey data shows that the Great Resignation had a real impact on employers throughout the past year. Using data collected from a study of nearly 2,000 employers, Aon found that voluntary employee departures rose 41% in 2021 compared to the prior year. In all, about 22% of employees left their jobs in 2021, 17% of them voluntarily. Aon said the industries with the lowest voluntary departures included energy, construction and financial services.
Most employers in the survey said they planned to continue hiring, with 40% stating that they would hire “aggressively” in 2022. Pay proved to be a focus as well, with average budgeted salary increases reaching 5.2% in 2022, up from 4.5% in 2021.
Is This a Surprise? Pay is Top Priority for Blue Collar Workers
EmployBridge surveyed 19,500 workers for their 16th Annual Voice of the Blue-Collar Worker survey and found that 40% of the hourly workers picked pay as their top concern. Last year pay was also the top issue, however the percentage was 32%.
The EmployBridge survey also found that:
  • While shift and schedule flexibility have been important in the past, this year they rank in the top three factors in workers’ decisions about which job they choose -- and whether to stay at a job.
  • Despite a tumultuous year, workers are optimistic about their own financial futures and “satisfied” with their current roles.
  • COVID-19 concerns have declined significantly but are still present, particularly for female workers.
iCIMS May Insights Report: The Rise of the Picky Job Seeker
Hiring is holding steady amid continued talent shortages. iCIMS’ data shows activity is up 45% since January 2021. Job openings are nearly in sync, up 46% since January 2021. Job applications continue to lag, up 6% since January 2021. A 40-point gap between job applications and job openings remains and the job seekers that are out there, are more selective - completing job applications and accepting offers at lower rates than in years past.
Entry-level candidates are applying with slightly more fervor than other workers. But positions aimed at this level of talent are also receiving fewer applicants per opening. This may be because there are more jobs available, spreading the available talent thinner. Or because, they too, have the benefit of being more discerning in their job search.
HR Briefs
Upcoming Programs, Training and Events
Mid-Hudson CFA Virtual Information Session with the Council of Industry
Tuesday, June 28, 11 a.m. to 12 p.m.
The Council of Industry is pleased to partner with Empire State Development (ESD) staff for a virtual Consolidated Funding Application (CFA) information session focused on manufacturing to learn more about the funding available in Round XII of the REDC initiative.
Information sessions are hosted by ESD team members and consist of an overview of the REDC Initiative, the Mid-Hudson REDC strategy, application tips, as well as time for questions about the CFA process. Manufacturing in a priority industry sector for the the Mid-Hudson Region. This presentation to Council of Industry members will focus on the manufacturing sector and highlight what successful applications include as well as programs particularly relevant to our sector. 
Council of Industry Annual Golf Outing
Monday, August 29
The Council of Industry will hold its Annual Golf Outing on Monday, August 29th at the Powelton Club in Newburgh. The Powelton is a beautiful course conveniently located just off of Route 9W in Newburgh, NY. Last year’s event drew 100 golfers from manufacturing firms throughout the Hudson Valley.
Registration and lunch will begin at 11:30 followed by a shotgun start at 12:30. Cocktails and a light dinner will follow at approximately 5:00 p.m.
The fee includes lunch, golf, cart, cocktails, hors-d'oeuvres, dinner, prizes and giveaways. Dinner only option for non-golfers.
Sponsors help make this event possible and one of the most enjoyable of the golfing season. Please support the Council of Industry and Hudson Valley manufacturing by becoming a sponsor.
The Manufacturing Matters Podcast
Manufacturing Matters Podcast: Dr. Peter Grant Jordan, President, Dutchess Community College
With a proud 60-year history and more than 50 academic programs, Dutchess Community College is highly regarded for providing an outstanding education in an enriching, caring and supportive environment. Their faculty and staff are committed to student success and their affordable tuition offers students and families significant savings on the first two years of a college education.
Harold talks with Peter about his long and impressive academic career, his commitment to the community college role and mission, how that role and mission is evolving and how DCC is rising to the occasion by forming strong partnerships with industry, other academic institutions and community organizations.