The Workforce Newsletter of the Council of Industry
February 13, 2025
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Filling Fast! Spring Session of the Certificate In Manufacturing Leadership Program (In Person) - Registration Now Open
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The Council of Industry's Certificate in Manufacturing Leadership program teaches participants a range of leadership skills and provides insights into the business side of manufacturing. Participants who complete the required courses are presented with the Certificate in Manufacturing Leadership by the Council of Industry. All courses are interactive full day sessions (8:30 am to 4:00 pm) with lunch, scheduled breaks, networking, and group discussions.
The classes will be held at the Center of Excellence for Industry & Innovation at DCC Fishkill. Though participants are encouraged to complete the course series for the most comprehensive supervisory education, the Council welcomes individual course registration as well.
Full Program Cost:
- Individual Attendee: $1,975
- Two or More Attendees: $1,875
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Class Schedule:
- Fundamentals of Leadership (2 sessions) – March 5th and 12th
- Human Resources Management Issues – March 26th
- Risk Management Environmental Health & Safety Essentials - April 9th
- Effective Business Communication – April 30th
- Making a Profit in Manufacturing – May 7th
- Problem Solving & Decision Making – May 21st
- Best Practices & Continuous Improvement – June 4th
- Strategies for Motivation, Coaching, and Managing Difficult People – June 11th
To register or learn more: Click Here
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Council Teams Up With ASME and SUNY New Paltz on Engineers Day Event February 19th
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The Council of Industry, American Society of Mechanical Engineers, and SUNY New Paltz’ School of Science and Engineering will be teaming up on an National Engineers Week event February 19th at SUNY New Paltz. The event will run from 5:00 – 7:30.
While program will include: tours of facilities including labs and the Hudson Valley Advanced Manufacturing Center (3D Printing), Networking between students, faculty and industry professionals, and a panel discussion highlighting manufacturing engineering careers. A light dinner will be served.
For more information and to register click here
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Join Us for Manufacturing Advocacy Day February 26th
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The 2025 Legislative Session is in full swing. The Governor has released her 2026 Executive Budget and the Senate and House “One House” budgets will be released later this month – then the negotiations begin. Against this backdrop the Manufacturing Alliance of New York will hold its annual Advocacy Day February 26th in Albany. The day will include meetings with key legislators and administration officials on issues of concern to the State’s manufactures.
Here are some of the focus issues we plan to discuss.
- Workforce Development: Support expansion of MIAP, state funding for the Real Life Rosies TM pre-apprenticeship program, and workforce wrap-around services.
- Economic Development/Taxes: Support FAST NY investments and expansion of the Excelsior Jobs Tax Credit program, and Tax Parity for all manufacturers.
- Energy: Support clean energy alternatives, advocate for a cost-effective, reasonable Cap-and-Invest program, and oppose elements of the NY-HEAT Act and current EPR for Packaging legislation; work on a more agreeable solution.
- Labor: Challenge significant expansion of short-term disability benefits, as well as Paid Family Leave benefits, and support the planned expiration of COVID-19 Paid Leave
- Executives from manufacturing firms who want to share their thoughts with elected officials on any of these issues are encouraged to attend February 26th.
Register to attend Advocacy Day
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Roundtable: A Practical Conversation About AI and Its Uses in Manufacturing
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On Wednesday March 19th from 8:30 – 10:30 AM the Council of Industry will hold a roundtable discussion on the practical uses of AI in manufacturing. This discussion will bring together members at various stages of adopting AI, from those already using it to those just beginning to explore its potential. During this conversation, you can share your experiences with AI—what’s working, what challenges you have encountered, and what you hope to achieve. Experienced users will be encouraged to offer insights and best practices on how they’ve integrated AI into their operations.
On hand, we will have Dr. Jason Wrench, a renowned expert in organizational communication and technology, to share his expertise and experience with AI. Dr. Wrench will join us to provide insight and participate in the discussion, offering valuable perspectives on how AI can enhance manufacturing operations. This conversation aims to foster a collaborative environment where members and AI thought leaders can exchange ideas and help manufacturers maximize resources.
Click here to learn more and Register
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Upskill Your Workforce With Manufacturing Apprentice Program Electro-Mechanical Technician (EMT) Trade
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Electro-mechanical and mechatronics technologists and technicians combine knowledge of mechanical technology with knowledge of electrical and electronic circuitry. They operate, test, and maintain unmanned, automated, robotic, or electro-mechanical equipment.
Work Processes (Skills learned on the Job) Approximate Hours for Electro-Mechanical Technician:
- Safety and Workplace Orientation: 250 hours
- Mechanical Repair: 2,000 hours
- Electrical Repair: 950 hours
- Electronic Repair: 1,900 hours
- Preventative Maintenance : 2,750 hours
- Miscellaneous: 150 hours
Total Hours: 8,000
Minimum of 144 Hours of Related Instruction (Classroom Learning) Required for Each Apprentice for Each Year:
- Safety & Health
- Engineering Drawings
- Mathematics
- Trade Theory and Science
- Computer Fundamentals
- Welding (if performed on-the-job)
- Working on High-Voltage Manufacturing Equipment
- Interpersonal Communications: oral and written
- Sexual Harassment Prevention
If you want to know more about the EMT trade and if it might be right you’re your company contact Johnnieanne Hansen
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Sono-Tek’s Christian DiPrima Earns Electro-Mechanical Technician Apprentice Credential
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Christian DiPrima, an Engineer at Sono-Tek Corporation in Milton, completed the Electro-Mechanical Technician Apprenticeship in December. The EMT trade requires 8,000 hours of on the job training and 576 hours of classroom and/or online learning (see the story above for details). Christian was awarded some previous credit so he was able to complete the program in less time.
Assembly Member Jonathan Jacobson was on hand to help recognize Christian’s accomplishments along with Sono-Tek President and CEO Steve Harbarger, Director of Operations Ed Bozydaj, Chief Technology Officer Randy Copeman. Alos attending were several other current and graduated apprentices.
“I want to congratulate Christian on this accomplishment,” CEO Harshbarger said. “He worked hard and the skills he acquired – and continues to acquire – are vital to the success of Sono-Tek. I also want to thank the Council of Industry for making this program available to us.”
Learn more about the Council of Industry's Apprentice Program
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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.
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Candidate ID: 34893
Position Interest: Mechanical Engineer Summer 2025 Internship
Level: Entry-Level
Skills: MATLAB, Xshell - Linux, SolidWorks (Autodesk Inventor), AutoCAD (Introductory), Python, JavaScript (basics), Google Suite, Microsoft Suite, Punjabi (Native Speaker), Hindi (Fluent), Spanish (beginner), Canva
Education: Bachelor of Engineering; Mechanical Engineering Major with Accounting Minor Expected May 2027
Availability: Open to Interviews
Location/Commute: Resides in Saugerties, NY.
Summary: A highly motivated engineering student with a strong foundation in mechanical engineering and accounting, excelling in research, leadership, and hands-on projects. Experienced in mathematics and sports analytics research, as well as developing innovative engineering solutions. Actively involved in student government, community outreach, and professional organizations, fostering collaboration and problem-solving skills. Proficient in MATLAB, SolidWorks, Python, and data analysis, with a keen interest in technical innovation and financial systems.
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Candidate ID: 34894
Position Interest: Mechatronics Engineer, Lab Automation, Robotics Engineer
Level: Mid-Level
Skills: Embedded Systems, Product Management, Lab Management, Mentorship, Project Management, C/C++, Python, Research, CAD/CAM, Team Leadership, Project Planning, Controls Simulation, Robotics R&D, Electrical
Related Projects: Robotic Telescope, Force Driven Robot Dog, Home Server, DIY 3D Printer, Home Made CNC
Education: PhD Mechanical Engineering, NYU Tandon (Presently). MSc Mechatronics & Robotics Engineering, University of Glasgow. Mechatronics Engineering, Al-Azhar University in Gaza
Availability: Open to Interviews
Location/Commute: Resides in Queens, NY. - willing to commute
Summary: Experienced in robotics, automation, project management, and research with expertise in C/C++, Python, CAD/CAM, and controls simulation. Proven track record in leading lab development, mentoring teams, and designing autonomous systems. Skilled in mechatronics, electrical systems, and creating custom robotic solutions. Currently pursuing a PhD in Mechanical Engineering at NYU Tandon, with an MSc in Mechatronics & Robotics from the University of Glasgow. Passionate about optimization, automation, and AI.
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News for HR and Workforce Professionals
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Explainer: What Employers Should Know about ICE
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With the new administration comes an anticipated increase in Immigrations and Customs Enforcement (ICE) activity, including workplace raids. Operating under the Department of Homeland Security, ICE has broad powers of investigation. They can investigate worksites, plant undercover agents and conduct armed raids with warrants. Employers found in violation can be debarred from federal contracts and fined. According to the Immigration Reform and Control Act, passed in 1986, it’s illegal to knowingly hire “an unauthorized alien,” which means someone who is not in the country legally or authorized to work in the United States. In an advisory memo for clients, McDermott Will & Emery provided a list of best practices for employers, including:
- Maintain and enforce a comprehensive immigration policy.
- Conduct annual self-audits of employee I-9 forms, and store them in the correct format.
- Use the Social Security Administration website to verify employee social security numbers match those listed by the administration, and ask employees to present valid documents if a mismatch appears.
Read More At IndustryWeek
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Agentic AI Could Boost Busy Employees' Morale
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Josh Bersin, a prominent HR technology analyst, describes agentic AI as the next wave of artificial intelligence. He says these digital teammates can autonomously handle tasks: “Instead of just answering questions and composing poetry, they’re now able to ‘do things’ on our behalf,” writes Bersin. Like human employees, they require onboarding, training and governance to ensure effectiveness and security. “These agents will actually belong in the organization chart,” according to Bersin. “And our job will be to manage them, make sure they’re safe and watch over their security.”
A 2024 Asana report revealed that 54% of knowledge workers’ time is spent on busy work—repetitive administrative tasks that AI agents can automate. Agents also show promise for leadership teams—HR Executive’s recent What’s Keeping HR Up at Night? survey found that administrative and operational tasks were the number one area where HR leaders report spending their time. Automating tasks like meeting notes and status updates—which can consume at least half a day per week—not only saves time but also alleviates the “tax on morale” these activities impose.
Read more at HR Executive
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Weak Leaders Use Fear, But Real Leaders Build Trust
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Eric Solomon Ph.D. has seen what makes teams hum. Not in theory. In practice. At Google, he worked with the People Analytics team—the same team behind Project Aristotle, one of the biggest studies ever conducted on team performance. The goal? Crack the code on what makes any team successful. Google spent two years analyzing 180 teams, searching for the magic formula. They tested everything—raw talent, intelligence, experience, work ethic. The result? The #1 factor wasn't skill, experience, or IQ. It was psychological safety.
That's the ability to take risks, ask tough questions, and challenge ideas—without fear of punishment, embarrassment, or being shut down. That's it. Not dominance. Not aggression. Safety. Because when people feel safe, they think bigger and push further. When they don't, they shrink. What bad leaders don't understand is this: Fear doesn't create strength. It creates silence. And this isn't just about work. Psychological safety is the foundation of all great relationships. In the workplace, it fuels thriving teams. In relationships, it builds and supports trust. And in life, it fosters real connection.
Read more at Psychology Today
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Disney CEO: "Genuine Decency" Is Key In Hiring, Promoting Leaders
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Disney CEO Bob Iger has advised organizations to look for this specific trait in applicants when hiring: genuine decency. "When hiring, try to surround yourself with people who are good in addition to being good at what they do," Iger said. "Genuine decency — an instinct for fairness and openness and mutual respect — is a rarer commodity in business than it should be, and you should look for it in the people you hire and nurture it in the people who work for you."
Findings from a FlexJobs survey last year revealed that more than eight in 10 professionals have worked with at least one toxic boss (87%) or a toxic colleague (84%). At least four in 10 professionals said the top qualities that make managers toxic include:
- Being a poor communicator (43%)
- Acting dismissively (41%)
- Micromanaging (40%)
On the other hand, the top qualities of a toxic colleague include:
- Excessive complaining and negativity (44%)
- Acting unprofessionally (41%)
- Not being a team player (40%)
Read more at Human Resources Director
Learn more about the Certificate in Manufacturing Leadership
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Stop Being Nice, Start Being Kind: Why Real Connection At Work Matters
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While often used interchangeably, niceness and kindness represent fundamentally different approaches. As humans, our natural inclination is towards niceness—avoiding conflict, smoothing things over and keeping everyone comfortable. But in a professional setting, this well-intentioned niceness can actually hold people back and even sabotage progress.When dealing with a complex or difficult situation, niceness can unintentionally obscure the issue at hand and what’s needed to improve it—serving to ameliorate discomfort among parties at best, or further entrench an unhelpful dynamic at worst, instead of creating action-based accountability.
Kindness, in contrast, allows us to confront uncomfortable truths with care and genuine thoughtfulness. This approach not only supports the people involved but also leads to more effective problem-solving. But, shifting from simply being nice to practicing true kindness takes a deliberate change in mindset—and it’s not always easy. Here are a few in-situ tips for weaving kindness into your daily interactions and embracing it as a guiding philosophy for HR and people-focused work:
Read more at HR Executive
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What’s Next After Trump Removes NLRB Officials?
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The dismissal of the NLRB General Counsel (Jennifer Abruzzo) was expected and followed a similar move by former President Biden who, when he took office, dismissed the then Trump-appointed NLRB General Counsel. President Trump’s next move, replacing the acting General Counsel (Jessica Rutter) with the head of the NLRB’s Los Angeles Office (William Cowan), broke with the general practice of prior administrations. President Trump’s further step of removing a sitting [Democrat]-appointed NLRB Board member (Gwynne Wilcox) is unprecedented. Former Board member Wilcox has already filed a legal action challenging her removal, though it is unclear at this stage how a court may rule.
These moves have left the NLRB with only two Board members, one Republican appointee and one Democratic appointee, and without a quorum. The Supreme Court ruled in 2010 that the NLRB must have at least three Board members to constitute a quorum. As a result, the two member NLRB is hamstrung until President Trump appoints at least one new Board member who is then confirmed by the Senate. The NLRB issued a statement on February 1, 2025 to try to reassure the public that the NLRB’s Field Offices will “continue their normal operations of processing unfair labor practice cases and representation cases.”
If President Trump is able to have a new General Counsel and additional Board appointees confirmed by the Senate, the NLRB’s decisions and policy priorities are expected to take a dramatic turn in a pro-employer direction. In the interim, however, employers faced with pending NLRB disputes or those subject to investigation should seek to preserve their rights regarding the potential lack of NLRB authority in light of these recent personnel dismissals.
Read more at Mintz
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Flexible Work Schedules May Create Workplace Tensions
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As companies navigate new return-to-office policies in 2025, differing schedules and in-office expectations may create a hybrid hierarchy among teams, according to Korn Ferry’s 2025 Talent Acquisition Trends report. For instance, companies seeking new talent may offer greater flexibility to attract top candidates, which could frustrate those with more stringent in-office requirements. In-demand workers may also be more likely to demand better pay, potentially widening the gap between current staff and new hires, Korn Ferry said.
To manage the hierarchy among workers, companies should develop a consistent and transparent rationale, Royal said. If a new hire joins a team and has a flexible schedule arrangement, managers should explain why clearly. The worst option would be for managers to avoid explanation or say “that’s not your business,” which could exacerbate the issue, he noted. About half of employees would prefer working for a company that offers hybrid and remote work flexibility, and half said they’d consider looking for a new job if flexibility were reduced, according to an Eagle Hill Consulting report.
Read more at HR Dive
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Only Half Of Employees Say They Are Paid Fairly
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Only 54% of employees believe they are paid fairly and 39% believe their company's pay rates are below industry norms, prompting renewed questions about pay equity and transparency, according to a survey of 1,878 US and UK employees conducted by compensation platform beqom. Women were less confident about their compensation, with only 49% saying they are fairly compensated compared with 59% of men. Meanwhile, less than half of employees said their salary was adjusted to match inflation last year, and about one-third of survey respondents said new hires at their company are making more than tenured employees.
Sixty-two percent of employees said they don’t know how their total compensation is calculated, and 46% said lack of transparency about pay is a top issue for them at work. Employees overwhelmingly support initiatives like equal opportunities for career growth (78%) and fostering inclusive leadership (67%), the survey found. More than half of employees said their employer shared DE&I goals, but only 38% received updates on progress in 2024.
Read more at Benefits Pro
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How Brand-Savvy HR Teams Slash Recruitment Costs
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Recruitment is a big part of what HR teams do, but it’s no secret that it can be both challenging and expensive. According to the Society for Human Resource Management (SHRM), replacing an employee can cost a company anywhere from six to nine months of their salary. The good news? A brand-savvy HR team can help bring these costs down. By addressing the key concerns of potential employees and attracting top-tier candidates who are a great fit, they can save valuable time and money in the recruitment and onboarding process.
One of the biggest obstacles for job seekers, according to LinkedIn’s employer branding research, is not knowing what it’s like to work at a company before applying. Candidates are three times more likely to trust what current employees say about an organization over the company itself. Plus, 75% of job seekers evaluate an employer’s brand before deciding to apply, with over half checking out the company’s website and social media to learn more. By tapping into these insights and building a strong employer brand, HR teams can turn recruitment from a costly challenge into a more streamlined and effective process.
Read more at Fast Company
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iCIMS November and 2024 Labor Market Insights
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Following months of hiring hesitation, employers wrapped up 2024 on a positive note. iCIMS December data shows job openings and hires mostly in line with December 2023. Keep in mind we saw hires down 13% YoY in December 2023. After the hump of November’s election and the holidays, businesses look poised to perhaps start adding to payrolls in 2025. iCIMS research found that almost 6 out of 10 (58%) people had no plans to look for jobs in the new year. With applications up 13% in December, has applying become a numbers game where people are applying to many more positions to land a job?
- Applicants per opening (APO) rose 11% year over year in Q4, which aligns with recent headlines about how tough it was to find a job at the end of 2024. According to the US Labor Department, more than 1.6 million jobless workers had been job hunting for at least six months. Competition might be heating up for job seekers on average, but it varies widely by industry and salary range.
- Manufacturing roles over $100K had on average 64 applicants per opening (APO), compared to the overall 44 APO for that salary range. In comparison, six -figure healthcare roles only garnered 20 APO.
- High -salary toolbelt jobs like electricians and service technicians are gaining traction, driven in part by Gen Z’s growing interest in manufacturing roles. iCIMS data shows 47% of applicants for manufacturing roles were under 25 at the end of 2024.
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Manufacturing Matters Podcast
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In the latest episode of Manufacturing Matters, we are joined by Stephanie Raymond, President and CEO of Central Hudson Gas & Electric Corporation, one of the Council of Industry's founding members.
Stephanie shares her vision for the future of energy utilities and discusses how Central Hudson is addressing critical challenges like climate mandates, grid modernization, cybersecurity, and workforce development—all while prioritizing affordability and the needs of Hudson Valley communities.
For over a century, Central Hudson has been a dedicated partner to manufacturers in our region, supporting economic growth, community engagement, and workforce development. Their commitment to the Hudson Valley’s success is evident in their recently released Annual Economic Impact Report, which details their $2.6 billion economic contribution, support of 5,000 jobs, and ongoing investments in local businesses and nonprofits.
📖 Read the Economic Impact Report
🎧 Listen to the Podcast Episode Now
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