Workforce Newsletter 39 - December 5, 2024

December 5, 2024

Posted By: Johnnieanne Hansen in Newsletters, Workforce News,

The Workforce Newsletter of the Council of Industry

December 5, 2024

More than 320 attend 2024 Annual Luncheon and Expo November 22nd – Thank You Sponsors!

A heartfelt thanks to everyone who joined us on Friday for our Annual Luncheon at the Grandview in Poughkeepsie. Despite some unexpected weather, we were thrilled to welcome over 325 attendees and host a vibrant Member Expo featuring 36 exhibitors. This year’s program was truly a celebration of the strength and resilience of Hudson Valley manufacturing.

We were especially proud to recognize and honor the achievements of our 38 Leadership Program graduates who were in attendance—an inspiring reminder of the importance of investing in our workforce.

Our program also featured stories from several of our members, including Micromold Products on the economic and critical impact of manufacturing, onsemi on semiconductors and sustainability, Elna Magnetics on growth and the importance of manufacturing in national security, and PTI on pharmaceutical packaging and innovation. These presentations are just a small glimpse into the many incredible stories we hear every day from our members and across the nation, reminding us of the vital role manufacturing plays in driving innovation, supporting our economy, and making a meaningful impact in our lives.

A special thank you to Ken Girardin, Research Director at the Empire Center, for delivering an insightful keynote address on the challenges and opportunities facing New York State. His perspective was both thought-provoking and timely, sparking meaningful conversations about our shared future.

Events like these would not be possible without the generous support and active participation of our members, associate members, and sponsors. Your engagement—whether through exhibiting at the expo, attending the luncheon, sponsoring the event, or simply being part of our community—strengthens our collective impact and ensures the continued success of the manufacturing sector in the Hudson Valley. Thank you once again for your continued support of the Council of Industry and for making this year’s Annual Luncheon a day to remember. We look forward to working together in the year ahead.

Photos from the event can be found here

Mark your calendars for the Manufacturing Champions Breakfast on April 25th in Middletown.

Thank You to Our Sponsors

Corporate Sponsor:

Major Sponsors:

Expo Sponsor:

Supporting Sponsors

Hudson Valley Investment Advisors

The Affinity Group

Ashworth Creative

Ulster Savings

Allendale Machinery Systems

Learn More About Sponsorships & Advertising

HR Sub-Council Will Meet January 21st – Viking Industries to Host

HR professionals in manufacturing face a unique set of challenges. To support our members in addressing these, the HR Manufacturing Sub-Council offers a dedicated community of likeminded professionals. Building on the success of our HR Network, the Council of Industry is excited to facilitate this quarterly networking group designed specifically for the HR professionals in our association. This forum will provide a collaborative platform for members to connect, share best practices, and address the critical challenges facing the sector. Attendees are encouraged to bring topics of concern and actively engage in the discussion.

This sub-council is open to business owners, HR professionals, and individuals managing HR responsibilities from manufacturing member companies, space is limited, so please register early. The meeting will begin from 8:30 to 11:00 AM and will include an optional tour of Viking Industries.

Learn More and Register Here

Council to Introduce ‘Insight Exchange’ On-Demand Expertise for Manufacturers

The Council of Industry is thrilled to announce the launch of the Insight Exchange, a new video series designed to provide manufacturers with expert insights and actionable strategies—all on demand. This initiative is part of our ongoing effort to offer flexible, valuable resources to the manufacturing community, ensuring members can access critical information when it’s most convenient for them. The series will feature subject matter experts from our Associate Members, sharing their knowledge on topics ranging from workforce development and operational efficiency to emerging technologies and compliance.

The Insight Exchange represents a unique collaboration with our Associate Members, who bring decades of expertise in fields that directly impact the manufacturing sector. By offering these resources in a pre-recorded, easily accessible format, we aim to help manufacturers stay informed, competitive, and prepared for the challenges ahead.

We’re currently recording sessions for the first season of the series, which will launch in early 2025

To discuss how you can participate, please contac to Johnnieanne at info@councilofindustry.org

Reminder: Tax Credits Available for Companies With Registered Apprentices 

The Council of Industry and the New York State Department of Labor (NYSDOL) Office of Apprenticeship would like to remind you of the Empire State Apprenticeship Tax Credit Program (ESATC) for New York State (NYS) Registered Apprenticeship (RA) program sponsors and/or signatory employers.

The ESATC provides tax incentives to eligible NYS signatory employers for hiring new qualified apprentices after January 1, 2018. The ESATC provides tax credits beginning at $2,000 for each qualified apprentice who is employed full-time (a minimum of 35 hours per week) for at least six months during the tax year. Enhanced credits are available for employers that hire disadvantaged youth and/or provide apprentices with the support of a mentor for a full calendar year. For each year an apprentice remains in the apprenticeship program, additional credits are available.

To be eligible for this credit for the year 2024, apprentices must have been registered in your apprenticeship program and working by July 1, 2024, to meet the six-months of full-time employment requirement for this year.

For further information, please see the following link: https://dol.ny.gov/apprenticeship/options-apprenticeship-program-sponsors or email Johnnieanne Hansen

Industrial Manufacturing Technician (IMT) Provides Foundational Skills

The Council of Industry sponsors 6 manufacturing trades through The Manufacturers Intermediary Apprenticeship Program (MIAP.) These are New York State Department of Labor approved trades ranging in length from 16 months to 4 years. These apprenticeships consists of two pieces: On-the-Job Training (OJT) and Related Instruction (RI).

OJT allows an apprentice to learn firsthand from a skilled craftsperson who will demonstrate and share their experience in the field.
In RI, apprentices will learn the theory - and knowledge - based components of the craft. They must complete 144 hours of classroom or online training each year.

The Industrial Manufacturing Technician (IMT) introduces people to work on the factory floor. It provides training in safety, equipment set-up and maintenance, quality systems and more. It is ideal for entry level workers and provides a solid foundation for further training in other trades such as CNC Machinist, Toolmaker, Maintenance Mechanic or Electro Mechanical Technician.

Work Processes (Skills learned on the Job) Approximate Hours for Industrial Manufacturing Technician (IMT):

Safety and Workplace Orientation: 100 hours
Production Equipment Set-Up: 500 hours
Production Equipment Operation: 900 hours
Quality Production and Quality Assurance: 700 hours
Routine Equipment Maintenance: 100 hours
Inventory and Material Processes: 100 hours
General Business Knowledge: 50 hours
Continuous Improvement: 100 hours
Local Options: 150 hours

Total Hours: 2,700

Minimum of 144 Hours of Related Instruction (Classroom Learning) Required for Each Apprentice for Each Year:

Safety, Health and the Workplace
General Workplace Safety
First Aid & CPR (minimum 6.5 hours)
Personal Protective Equipment (PPE)
Right-to-Know/Safety Data Sheets (SDS)
Asbestos Awareness (if present – see Attachment to Appendix B)
Lockout/Tagout (LO/TO)
Sexual Harassment Prevention Training (minimum 3 hours)
Occupational Safety and Health Administration (OSHA) 10-Hour General Industry
OSHA 30-Hour General Industry (at option of sponsor)

If you want to know more about this trade and if it might be right you’re your company contact Johnnieanne Hansen

Apprenticeship Spotlight

Learn more about The Council of Industry’s Apprentice Program

Subscribers to the Manufacturing Career Hub can view candidate resumes and contact information by searching the Candidate ID Number in the iCIMS platform.

Not yet a participant of the Career Hub? Contact Johnnieanne Hansen directly for additional candidate details or to learn more about the recruiting initiative.

Candidate ID: 33607

Position Interest: Admin Roles

Level: Mid-Level

Skills: Bilingual (English/Spanish), 10+ years in E2E supply chain management, Experience in construction goods, FMCG, CPG, NGOs, and consumer electronics, Data-driven and strategic operations planner, Results-focused leader with strong customer service orientation, Effective communicator, prioritizing team safety

Education: Associate’s degree in Humanities and Social Services, Paralegal Certificate Program

Availability: Open to Interviews

Location/Commute: Resides in Wallkill, NY.

Summary: Results-driven administrative professional with a proven ability to support legal teams and manage complex case files. Extensive experience in manufacturing environments, with a strong focus on client service and operational efficiency. Skilled in streamlining processes, ensuring accuracy, and maintaining clear communication across all levels. Adept at training and mentoring new staff, fostering teamwork, and enhancing collaboration. Known for attention to detail, a proactive work ethic, and the ability to follow through on tasks to completion. Committed to delivering high-quality results and contributing to team success through problem-solving and dedication.

Learn More About The Career Hub & How To Find Candidates

Candidate ID: 33611

Position Interest: Manufactuirng Roles

Level: Mid-Level

Education: Bachelor of Science in Industrial and Systems Engineering

Availability: Open to Interviews

Location/Commute: Resides in Port Ewen, NY.

Learn More About The Career Hub & How To Find Candidates

News for HR and Workforce Professionals

5 CHRO’s Share What’s Topping Their 2025 HR Strategy Agenda

We’re only a few weeks out from the start of a New Year—one that many experts predict will be filled with change, uncertainty and even more change for HR leaders. HR Executive recently connected with a handful of HR leaders deep in the planning phases for their 2025 HR strategy. From embracing artificial intelligence to navigating culture and integration efforts of mergers and acquisitions, these CHROs shared what will be top of mind when the calendar flips to 2025.

Participants are: Melissa Werneck, global chief people officer, The Kraft Heinz Co.’ Kaleen Love, chief people and culture officer, U.S., Philip Morris International, Stacey Walker, chief HR officer, Fortive, Laila Gillies, head of HR, Hiscox, Dayna Perry, chief people officeR, Conga.

The High Cost Of Silos: Trillions Lost When HR, Company Goals Are Out Of Sync

Fresh research reveals a stark reality for HR leaders in particular, as more than 8 in 10 companies report critical misalignment between their department’s initiatives and those of the broader business, contributing to an estimated $8.9 trillion in annual economic losses. It is a disconnect that’s about much more than just organizational efficiency. Rather, it can have a profound, direct impact on employee satisfaction and retention and, in fact, contributes to more than 80% of workers actively seeking out other jobs. The findings point to a growing crisis in workforce management, according to experts.

Business leaders “tend to form their perceptions of HR based on what they can see, so it’s crucial for HR professionals to demonstrate their strategic contributions versus just being seen as the compliance enforcers who react to problems,” said Céline Hervé, people partner at Grammarly. “They need to balance competing priorities, since issues like poor well-being, insufficient development and compliance concerns directly hit the bottom line through increased costs and missed targets.” Heads of HR, she added, “bear the responsibility of connecting these dots for the organization, showing leaders how their decisions play out while being clear about the trade-offs involved.”

From Enrollment To Engagement: A Year-Round Benefits Lifecycle

For many, the close of open enrollment season is seen as a finish line. A recent survey from Principal Financial Group found that 43% of employees reported receiving benefit communications one time or less per year – that is simply not enough. This narrow focus can leave employees feeling uninformed and uncertain about their options, ultimately diminishing their confidence in the benefits available to them and reducing their appreciation of how their employer is trying to support them.

To truly empower employees and foster a culture of engagement, employers and benefits advisors should prioritize ongoing communication about benefits throughout the year. By implementing a lifecycle of ongoing conversation year-round, employers can help enhance awareness, encourage utilization, and ensure that employees feel supported in making informed choices about their health and financial wellbeing. The following recommendations are based on a calendar year basis, but can be easily adapted for plans that run off-calendar year.

‘MHV TechMeet’ Brings Together Area Science and Engineering Professionals and College Students

The 1st Mid-Hudson Valley TechMeet, held on November 8, 2024, at Bard College, was a dynamic event that gathered over 80 participants, including students, tech professionals, and academic leaders. Supported by Bard, Marist, SUNY New Paltz, Vassar, SWE, IEEE, ASME, and IBM, the event featured 35 student poster presentations judged by 20 industry experts. This showcase highlighted projects across fields such as AI, cybersecurity, engineering, and general science, fostering connections and knowledge exchange within the local tech community. Posters were evaluated by a panel of judges that included college professors and industry professionals, ensuring high-quality feedback and recognition for the participants.

This event marks a significant milestone in the effort to build a vibrant, collaborative tech community in the Mid-Hudson Valley. This successful inaugural event set a promising foundation for future tech engagement and innovation in the Mid-Hudson Valley. Thank you to all who contributed to this achievement.

Top Challenges in Process Safety

While intention is admirable, it’s actions that count. And when it comes to process safety, 66% of companies cited disparities between process safety goals and reality, according to a report from Sphera. Three-quarters (74%) of respondents agree that regulations have helped improve safety; yet, just over half of respondents (56%) believe that organizations have moved beyond compliance as an obligation. The top drivers for improving safety performance are:

Reducing major accident hazard (MAH) exposure (61%)
Operational excellence/ process improvement (52%)
Regulatory compliance (41%).

These top drivers remain the same from last year’s report but the biggest increase from this year is the focus on production uptime (reducing downtime) — now 36%, up from 29% — which is a critical concern for senior leadership.

5 Strategies To Unleash Your Team's Leadership Potential

There’s also a good chance that, as employees are growing in their personal lives, they need reminders of how these benefits can continue to meet their needs. For example, an employee who elected benefits last year with no dependents may now be looking at welcoming a new child in 2025 and will want to set aside additional funds. Meanwhile, an employee who has greater health needs or who is planning for an elective procedure may need to be more diligent about budgeting how they will use their FSA or HSA funds.

In either case, HR teams are well served to treat open enrollment a bit like a brand-new school year. I find that employees are better prepared for a satisfying HSA and FSA experience when I first review the basics, revisit the highlights and remind them about the important tax advantages spending accounts offer. After that, I go beyond the basics with examples and one-on-one time to show employees how to access and use the helpful tools and technology that simplify these benefits.

Why More Employers Are Tapping An Overlooked Talent Pool — Those With Criminal Records

Small and large employers alike are tapping into a long-overlooked talent pool that they say is full of dedicated, loyal, hardworking staff — people with criminal records. AT&T, Bank of America, Deloitte, JP Morgan, Mastercard and Microsoft have all created hiring programs for people with criminal records, via their membership with the Second Change Business Coalition (SCBC), which works with dozens of private-sector employers to create such programs. The SCBC also has smaller companies as members, like Checkr, an HR platform for background checks and compliance.

Despite remaining barriers and stigma, over 80% of HR professionals report that staff with criminal records perform the same or better than those without records, and over 80% of managers say the value second chance employees bring is as high as – if not higher than – workers without records, according to a report from SHRM.

Workplace Injuries, Illnesses Fell to Lowest Rate Since 2003

Private industry employers reported 2.6 million nonfatal workplace injuries and illnesses in 2023, down 8.4 % from 2022, the U.S. Bureau of Labor Statistics reported on November 8. This decrease was driven by a 56.6% drop in illnesses to 200,100 cases in 2023, the lowest number since 2019. This was due to a 72.6% decrease in respiratory illness cases, down to 100,200 cases in 2023. There were 946,500 nonfatal injuries and illnesses involving days away from work (DAFW) in 2023, 20.1 percent lower than in 2022.

Total injuries and illnesses by industry sector in 2023, total recordable injuries and illnesses decreased in private industry health care and social assistance to 562,500 cases, down from 665,300 in 2022. The TRC incidence rate in health care and social assistance was 3.6 cases per 100 FTE workers, down from 4.5 cases in 2022. Cases in manufacturing also declined in 2023 to 355,800, down from 396,800 cases in 2022, and cases in retail trade fell by 68,800 from 2022 to 353,900 in 2023.

Tactics for Addressing Mental Health for Frontline Workers

The Health Action Alliance hosted the 2024 Mental Health Equity at Work Summit during World Mental Healthy Day, which was held on October 10. The event included a panel discussion on strategies to improve mental health for frontline employees. The discussion included Amy Small, managing director of the Health Action Alliance, Chris Forbeck, director of Total Rewards at Northwestern Energy, and Xiomara Arroyo, senior vice president and Market Manager at PNC Bank. Here are some takeaways.

Meet workers where they are: Traditional communication methods like emails might not reach all employees, especially frontline workers. Find creative ways to engage employees through in-person conversations or on-the-job moments during their workday.
Incentivize participation: Financial incentives like reduced premiums or HSA contributions can encourage employees and their families to engage with wellness programs.
Offer flexible access to mental health resources: Provide multiple ways for employees to access mental health support, including virtual, telephone, and in-person options. Also, consider offering services that support all aspects of employees' well-being, including mental health, financial wellness, and caregiving responsibilities.
Promote community involvement through paid volunteer time: Encourage employees to engage with their communities by offering paid time off for volunteering. This strengthens your organization's culture and allows employees to connect with causes they care about, enhancing their sense of purpose and well-being.
Extend benefits to families: Offering wellness and support programs to employees as well as their spouses and dependents can significantly increase the reach and effectiveness of these resources.

Stereotypes Cost Gen Z Jobs And Promotions, Despite Extra Effort

A new study conducted by Intelligent.com found that Gen Z workers are aware that they’re considered hard to work with and many are frustrated to be victims of the prevalent stereotype. The study found that 4 out of 5 Gen Z employees said that being a victim of generational stereotypes has cost them both jobs and promotions. Over 20% of Gen Z employees reported that their work was scrutinized more closely than older colleagues, they had been overlooked for meaningful projects or responsibilities and they had been assigned “busy-work” that seemed to undermine their contributions.

In order to counteract these stereotypes 46% of Gen Z employees say they’ve had to work especially hard to demonstrate leadership potential. In addition, many Gen Z employees mentioned feeling pressured to overcompensate in other areas such as commitment and reliability (34%), technical skills (33%), and independent work abilities (32%).

iCIMS October Labor Market Insights – Manufacturing Skills Gap Widens

iCIMS monthly performance indicators showed no pronounced declines, even while the US contended with the aftermath of significant hurricanes, an ongoing machinist strike and the final weeks of a hotly contested presidential election. Openings did show a robust increase, up 10% in October from the previous month, and hires were also up slightly from September. But the tiny jump in applications (2%) month over month seems to indicate that candidates are hunkering down with current employers and not looking to jump ship (yet). Though recent trends give reason for optimism, activity historically declines as the year winds down. Will the start of 2025 serve as an all-systems-go for hiring teams?

Manufacturing companies have had a rough go in 2024. Between real and looming strikes, issues with DEI practices and widening skills gap, the industry added jobs in only four of the past 10 months, according to the Labor Department.
iCIMS data shows low hiring volume through the second half of 2024 so far, down 12% in October, year over year. Could the disparity between increases in job openings and applications and a decrease in hires point to a widening skills gap?
Women might make up almost half (47%) of the general workforce but in manufacturing, they only fill 30% of jobs, according to the US Census Bureau.
Looking at which jobs are getting the most applications could provide insight into the changing nature of jobs in the industry. At the top of the heap — computer and math jobs as well architecture and engineering roles. Jobs seeing smaller growth include more traditional manual jobs, such as installation, maintenance and repair as well as production.
Skilled workers will be increasingly in demand, as estimates show the country will have a shortage of 300,000 engineers and 90,000 technical workers by 2030, according to the US Department of Commerce.

• Read the Report

• Learn more about the Council of Industry’s Manufacturing Career Hub Driven By iCIMS

• Check out the MIAP Apprentice Program

HR Briefs

What To Do When Your Top Performer Resigns – Smart Brief

HR Leaders Set To Cope With More Employee Activism In The New Year – Worklife

Wages, Inflation And The 2024 Election: An Important Message For HR Leaders- HR Executive

5 Signs It’s Time to Invest in Professional Development – Training

IRS Announces 2025 Cost of Living Adjustments – Bond Schoeneck & King

Tactics for Addressing Mental Health for Frontline Workers – EHS Today

DOL Proposes Rule To Phase Out Subminimum Wage For Workers With Disabilities – HR Dive

Manufacturing Matters Podcast

Season 4, Episode 6: Roberta Reardon, Commissioner of New York State Department of Labor

Commissioner Reardon shares her insights on workforce development, including the state’s registered apprenticeship programs and initiatives to improve digital skills training. She highlights the department’s dual mission of enforcing labor laws and providing direct support to businesses, such as helping them navigate new regulations, access tax credits, and upskill employees. With her leadership and labor advocacy experience, she highlights the need for employer, worker, and state collaboration to strengthen the workforce.

They also highlight the Council of Industry’s Manufacturing Intermediary Apprenticeship Program (MIAP), a New York State Department of Labor-registered program designed to help manufacturers upskill their employees through hands-on training and related technical instruction to earn industry-recognized credentials.

Listen Here