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The Workforce Newsletter of the Council of Industry
May 8, 2025
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Crowd of Nearly 300 Celebrate 2025 Manufacturing Champions Gretchen Zierick and Thomas Fassell.
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An enthusiastic crowd of close to 300 people from the Council of Industry Community turned out to celebrate this year’s Manufacturing Champions April 25th at the West Hills Country Club in Middletown.
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Gretchen Zierick, CEO of Zierick Manufacturing in Mt. Kisco, Westchester County, is being recognized for a career dedicated to growing her manufacturing business, supporting workforce development, encouraging and mentoring women in the field of engineering and a strong commitment to the manufacturing sector in the Hudson Valley.
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Thomas Fassell, a Science Teacher at Marlboro High school, was selected in recognition of his outstanding dedication to preparing the next generation of manufacturing and engineering professionals. Fassell founded the Engineering program at Marlboro and has a strong, long-standing collaboration with Council of Industry manufacturing members—including IBM, onsemi, Sono-Tek, President Container, and FALA. He has been instrumental in ensuring that students gain real-world, hands-on experience that aligns with industry workforce needs.
If you are interested in attending their annual corrugated boat race on May 22nd, please reach out to Tom for information.
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Congratulations to Gretchen and Tom and a big thank you to all who attended, the Expo participants and our sponsors.
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Thank You Again Champions Award Breakfast Sponsors!
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HR Manufacturing Sub Council Meeting
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The MFG HR Manufacturing Sub-Council brings together HR professionals from across our manufacturing member companies to connect, collaborate, and exchange ideas in a dedicated, industry-specific setting. The next quarterly session will focus on sourcing talent and recruiting—a chance to share what’s working, explore new approaches, and gain insight from peers who understand the unique dynamics of manufacturing HR.
This sub-council is open to HR professionals, business owners, and anyone managing HR responsibilities within manufacturing member companies.
(If you're an associate member or part of our extended network, reach out to Johnnieanne Hansen to discuss ways to join the conversation.)
Date: Tuesday, May 20, 2025
Time: 8:30 AM - 11:00 AM (EDT)
Location: Montgomery, NY
Space is limited, so early registration is encouraged.
Register Here (Manufacturing Members only please)
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Spring Edition of HV MFG Magazine Now Available Online and in Print
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We are pleased to present the Spring 2025 edition off HV MFG, the magazine by, for, and about Hudson Valley Manufacturing.
In this issue:
Thanks to Ad Essentials and Main Printing for helping us design and print HV Mfg!
A few extra print copies are available let us know if you would like some.
Reserve ad space for the Fall edition here.
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Toolmaker Is Among the Most Challenging – and Important - Apprentice Trade Offered Through the Council
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Perhaps the most skilled of the trades offered through the MIAP apprentice program toolmakers are also the rarest. This challenging trade is essential to many operations and, as one member recently put it “A good Toolmakers is worth their weight in gold!”
Tool and die makers construct precision tools or metal forms, called dies, that are used to cut, shape, and form metal and other materials. They produce jigs and fixtures as well and gauges and other measuring devices. Tool and die makers use CAD to develop products and parts. They enter designs into computer programs that produce blueprints for the required tools and dies.
Work Processes (Skills learned on the Job) Approximate Hours for Toolmaker:
Toolmaking and Workplace Fundamentals: 1,000 hours
Saws: 100 hours
Drills: 200 hours
Turning: 2,000 hours
CNC Milling Machine: 2,000 hours
Surface Grinder: 300 hours
Universal Grinder, Cylindrical Grinder, Cutter Grinder, Electrical Discharge Machining (EMD) (optional)**: 300 hours
Advanced Toolmaking: 2,100 hours
Total Hours: 8,000
Minimum of 144 Hours of Related Instruction (Classroom Learning) Required for Each Apprentice for Each Year:
Safety
Blueprint Reading and Drawing
Mathematics
Sexual Harassment Prevention Training
Trade Theory and Science
NC/CNC Programming
Computer Software
Communications
If you want to know more about this trade and if it might be right you’re your company contact Johnnieanne Hansen
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Trump Executive Order on Apprenticeships Sets Goal of 1 Million Apprentices
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President Trump issued a flurry of executive orders last week relating to education and workforce development. One stands out for setting a proactive vision for a better American education and workforce system: the executive order on apprenticeships. If the administration follows through on this order, it could be the biggest contribution it makes to building a stronger U.S. labor market.
The order reflects a growing awareness — on both sides of the aisle — that America’s higher education system is broken. Its accompanying fact sheet rails against our “one-size-fits-all approach to workforce preparedness. The facts don’t lie: according to Bob Lerman, my co-founder at Apprenticeships for America, apprentices get around 2 percent of the funding that college students receive from the federal government.
The order calls for a plan to reach 1 million new active apprentices, which while not a huge increase from the 680,000 apprentices currently active in the country, marks the first time an administration has set an actual goal rather than simply continuing to shell out apprenticeship dollars to workforce boards and community colleges hoping for something good to come of it.
Read more at The Hill
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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? Job posting subscription starting at $295.
Contact Johnnieanne Hansen directly for additional candidate details or to learn more about the recruiting initiative.
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Candidate ID: 35687
Position Interest: Welding Technician / Mechanical Technician / Entry-Level Welder – Seeking Summer 2025 Opportunity
Level: Entry
Skills: MIG Welding, TIG Welding, Stick Welding, FCAW, GMAW, Vehicle Detailing, Customer Service, Microsoft Suite, Math, Management, English (Fluent), Spanish (Intermediate)
Related Experience:
- Performed welding repairs and car body maintenance using GMAW techniques
- Cleaned and detailed vehicles including waxing, polishing, interior and exterior care
- Supported student housing operations through leadership, scheduling, and conflict resolution
- Provided customer service in food and beverage settings, maintaining safety standards and managing high-volume service
Education:
- Associate of Occupational Studies in Welding, SUNY College of Technology at Alfred – 4.0 GPA
- Bachelor’s Degree in Computer Science, University of Vermont – 3 semesters remaining
Clubs / Volunteering: Sigma Tau Epsilon National Honor Society, SUNY Alfred Cross Country Team
Availability: Open to Interviews
Location/Commute: Resides in New Paltz , 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: 36382
Position Interest: Technical Support / Networking / IT Operations – Open to Full-Time Opportunities
Level: Entry
Skills: Cisco IOS, Network Installation, Transmission Systems (Fiber Optic, Microwave, Air Fiber, LR60), CCTV Systems, Technical Support, System Configuration, Supply Chain Logistics, Troubleshooting, Customer Service, English (Fluent), Dari (Native), Hindi (Intermediate)
Related Expereince:
- Installed, configured, and maintained networking equipment and transmission systems including fiber optics, microwave, and wireless technologies
- Provided technical support and troubleshooting for network and CCTV systems across residential and municipal environments
- Delivered training and mentorship in supply chain operations, system use, and computer literacy to diverse teams
- Supported administrative and communication functions with multilingual translation, scheduling, and customer service
Education: Bachelor of Information Technology – Ibn-e-Sina University (Completed January 2022)
Availability: Authorized to work in the U.S. – Open to interviews and new opportunities
Location/Commute: Resides in Saugerties, NY.
Summary: A multilingual IT and networking professional with experience in equipment installation, transmission network design, and technical support. Background includes both technical and customer-facing roles, along with involvement in supply logistics, training, and administration. Proficient in Cisco IOS, with demonstrated skills in troubleshooting and maintaining a range of network and surveillance systems.
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Candidate ID: 36383
Position Interest: Translation & Interpretation / Administrative Support – Open to Full-Time Opportunities
Level: Entry Level
Skills: Project Coordination, E-commerce Product Management, Translation & Interpretation, Event Support, Inventory Management, Microsoft Word & Excel, Fluent in Persian and English, Conversational in Urdu, Hindi, and Pashto
Related Experience:
- Managed e-commerce product listings and packaging processes to ensure platform compliance and boost sales
- Delivered professional translation and interpretation services across healthcare, media, and official communications in multilingual settings
- Oversaw retail operations, led customer service improvements, and managed staff scheduling and training in a high-volume store environment
Education: Bachelor’s Degree in Political Science – Deshbandhu College, India (Completed December 2021)
Availability: Authorized to work in the U.S. – Open to interviews and new opportunities
Location/Commute: Currently based in Mount Vernon, NY
Summary: An experienced and adaptable professional with a background in public administration, translation, retail management, and e-commerce operations. Skilled in communication, logistics, and multilingual interpretation, with a strong foundation in leadership and coordination across diverse environments. Demonstrated ability to manage complex workflows and support high-level initiatives with attention to detail and cross-cultural awareness.
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News for HR and Workforce Professionals
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CHRO Roundtable: The Transformational Trends Shaping The New World Of Work
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The workforce has evolved to include five generations, people who want to work in their 70s and 80s, and employees who tend to leave and come back later, say HR executives Jacqueline Welch of The New York Times, Christy Pambianchi of Caterpillar and Holly Tyson of Cushman & Wakefield. "Even the way we think about succession planning needs to be updated to reflect the fact that people don't necessarily stay with one company as long as we may expect," says Welch.
“The whole social contract between employees and employers—including where a career fits into a life instead of a life fitting into a career—has shifted. The pandemic obviously accelerated that trend, and we’ve seen it play out in terms of the return-to-office issue. But the expectations of what is owed to the company from the employee, and what is owed to the employee by the company, has led to a more transactional or contractual relationship” Tyson Says.
Read more at LinkedIn
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You Can't Spell AI Without HR: The Surprising Secret to Scale
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Generative AI’s intuitive interfaces and instant utility have left companies in an unfamiliar spot; individual employees are racing ahead, rapidly integrating the technology into their daily work, while their employers move more cautiously, often getting stuck in experimentation. In a recent Bain & Company global survey of nearly 800 IT executives, 97% reported some level of generative AI testing. Slightly less than 40% said that they have scaled its use across their organization.
Legacy systems, cultural inertia, and regulatory uncertainty are some of the reasons for this slow scaling of a technology that continues to evolve at breakneck speed. Early adopters that are able to break the pattern, moving past pilot projects to broader adoption, are seeing profound impacts on their workflows, team dynamics, and cost structures. They are doing this by integrating HR into their generative AI strategies and by balancing big strategic bets with practical, near-term gains.
Read More At Bain & Company
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DOL Halts Enforcement Of Biden's Contractor Rule
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Field staff for the U.S. Department of Labor’s Wage and Hour Division will not apply the agency’s 2024 independent contractor rule in their enforcement of the Fair Labor Standards Act, a DOL bulletin announced Thursday. Instead, the department directed staff to apply a 2008 fact sheet as well as a 2019 opinion letter to any matters in which no payments for back pay or civil monetary penalties have been made to either individuals or DOL.
The agency said it is still considering rescinding the Biden administration’s rule, which faces ongoing litigation. “Until further action is taken, the 2024 Rule remains in effect for purposes of private litigation and nothing in this FAB changes the rights of employees or responsibilities of employers under the FLSA,” DOL noted.
Read more at HR Dive
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Supreme Court Broadens Differential Pay For Reservists Called To Active Duty
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Military reservists must receive the same differential pay for their service regardless of its connection to an emergency, the Supreme Court ruled Wednesday. Nick Feliciano was working as a civilian air traffic controller at the Department of Transportation when the Coast Guard called him into active duty in 2012. With the exception of a 14-month stint at the end of his service, Feliciano served under involuntary active-duty service for the next five years.
When called to active duty, these reservists often receive less pay than they earn in their civilian jobs. To address this gap, congress adopted a “differential pay” statute requiring the government to make up the difference between a federal civilian employee’s military and civilian pay in various circumstances, including when the reservist is called to active duty “during a national emergency.” Despite performing identical duties during involuntary and consensual active duty service, the Department of Transportation said he wasn’t entitled to differential pay — the gap between reservists’ civilian and military pay — for the latter portion of his service.
But in a narrow 5-4 opinion, the justices sided with Feliciano’s interpretation of “during a national emergency” as promising differential pay to certain federal civilian employees called to active-duty service while a national emergency is ongoing.
Read more at Courthouse News
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OSHA Extends Heat Hazard Program: Employers Should Act Before Summer Sets In
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The Occupational Safety and Health Administration (OSHA) has extended its National Emphasis Program on Outdoor and Indoor Heat-Related Hazards (NEP) to April 8, 2026. The NEP was set to expire on April 8, 2025. This extension allows OSHA to continue its efforts in identifying and addressing heat-related injuries and illnesses in workplaces. The NEP enforcement initiative targets industries and workplaces — both indoor and outdoor — where workers are at increased risk of heat-related illnesses. Targeted sectors include manufacturing. The NEP directs OSHA compliance safety and health officers to proactively conduct inspections and provide outreach to employers in high-risk industries, especially during warmer months.
Employers should take this opportunity to review their workplace safety programs and ensure they have a comprehensive heat illness prevention program in place. The program may include such measures as:
- Providing cool drinking water and shaded rest areas;
- Implementing an acclimatization plan for new or returning workers;
- Conducting regular training on recognizing and responding to heat stress symptoms;
- Monitoring environmental conditions; and
- Scheduling rest breaks during high heat periods.
Read more at Jackson Lewis
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The Overlooked Skills Gap: Mental Health Training For Managers
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In the last few years, mental health has risen to the forefront for HR and benefits professionals, largely driven by the pandemic’s stigma-breaking influence. Yet, while more employers are actively tending to the mental health of their workforce, those efforts could be missing the mark without one key support system: mental health training for managers. New research out this Stress Awareness Month by mental health platform Unmind on mental health workplace trends found that employees increasingly expect support from their employers.
Organizations are largely appreciating these new expectations: Last year, a full 99% of HR leaders surveyed rated the role of employee mental health to the organization’s business success as somewhat or very important, a figure that dipped slightly to 91% this year, in the survey of 2,500 respondents, including HR decision-makers, C-suite members, managers and individual contributors. Yet, despite managers being the organization’s first line of defense when it comes to protecting—or inhibiting—employee wellness, mental health training for managers remains lacking. Last year’s survey found that 28% of managers reported having no training focused on employee mental health.
Read more at Human Resources Executive
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A Systematic Approach to Safety Improvement: PSFV Framework
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By fostering proactive problem-solving and a continuous learning culture, organizations can ensure that their efforts to improve safety result in genuine, lasting change. This requires a commitment to understanding the complexities of safety challenges and engaging the appropriate stakeholders in creating a cohesive strategy tailored to their unique environments while supporting the overall business trajectory.
Lasting improvement requires a plan that necessitates a strategy. A strategy demands focus, which should create value validated through data and perceptions. I call this the PSFV (Plan, Strategy, Focus, Value) Framework. To navigate this journey, organizations must adopt a systematic approach that highlights planning, strategy, focus and value through data-driven insights. Each of these components plays a crucial role in ensuring that improvement efforts yield tangible benefits for both the organization and its people.
Read more at EHS Today
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IRS Posts HSA, HRA and HDHP Limits For 2026
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The Internal Revenue Service plans to increase key personal health account limits by about 2% to 3% in 2026. The IRS put the new, inflation-adjusted parameters for the health savings account and excepted benefits health reimbursement arrangement programs in Revenue Procedure 2025-19.
- The maximum HSA contribution limit will increase to $4,400 next year, from $4,300 this year, for an individual and to $8,750, from $8,550, for a family.
- The minimum deductible for an HSA-compatible HDHP will rise to $1,700, from $1,650, for self-only coverage and to $3,400, from $3,300, for family coverage.
- Federal law also puts a cap on how much an HSA user can spend out-of-pocket on covered, in-network care. The maximum annual out-of-pocket costs for HSA-compatible HDHP coverage will increase to $8,500, from $8,300, for individuals and to $17,000, from $16,600, for families.
- The HRAs included in the new guidance are the kind that employers can use to help workers pay for items like crutches and over-the-counter medicine, not the kind that can be used to create "cash for coverage" health plans.
- For excepted benefits HRAs, the employer contribution limit will increase to $2,200 from $2,150.
Read more at the IRS
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5 Ways To Improve Quality Of Hire In Your Organization
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Quality of hire has become the North Star metric for forward-thinking talent acquisition leaders. In a recent Aptitude Research survey—conducted in partnership with hiring intelligence platform Crosschq—of 256 HR and TA leaders, an interesting takeaway stood out: Improving quality of hire is a top priority for organizations in 2025. According to the report, 75% of HR and TA leaders identify improving this metric as their top priority, significantly outpacing traditional KPIs. This focus is driven by the recognition that high-quality hires reach proficiency faster, perform more consistently and contribute more significantly to organizational success.
- According to Crosschq, quality of hire is typically assessed using several key factors:
- Performance ratings, to measure how well the employee is doing on the job
- Cultural fit, reflecting alignment with company values and environment
- Retention, indicating whether the employee stays with the company long term
- Productivity, looking at how much work the employee accomplishes and how quickly they become effective
- Feedback from managers and co-workers, which provides insight into collaboration, attitude and overall contribution.
Here are 5 ways to improve you firm’s quality of hire. Read more at HR Executive
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3 Strategies To Refocus Your Candidate Experience For Speed And Simplicity
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It’s not just recruiting and HR professionals who are burnt out today—applicants are also feeling the stress. New research on job seekers from ATS platform provider Employ found that 55% report the process to be somewhat or very difficult. Meanwhile, about two-thirds say they’re feeling burned out by looking for a job. Given that sentiment, it’s more critical than ever, experts say, for organizations to make their candidate experience stand out. Here are three key takeaways for improving the candidate experience, based on what job seekers told Employ:
- Keep things simple and quick - Today’s candidates, especially younger applicants, are both “value-driven and self-assured,” says Stephanie Manzelli, CHRO of Employ. Nearly three-quarters of those surveyed expect applications to take less than 30 minutes, and more than one-third would stop applying if it took too much time.
- Be mindful of communication channels - Apart from an easy application process, strong communication from recruiters is another top factor that respondents say contributes to a positive candidate experience. Most applicants prefer to connect with recruiters via email, instead of phone or in-person communication.
- Integrate tech to optimize the experience - Given job seekers’ emphasis on speed and simplicity in the candidate experience, automation and AI can provide significant help toward relieving bottlenecks, particularly around scheduling and initial contacts, Manzelli says. For instance, 51% of applicants cite flexible interview scheduling as a top influencer of a good candidate experience.
Read more at HR Executive
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iCIMS April Labor Market Insights – What Impact is Federal Worker Layoffs Having on the Labor Market
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Hires, applications and openings have rebounded, despite persistent volatility and uncertainty across sectors. While March typically sees an uptick from February, this jump in activity offers a glimmer of optimism that shouldn't be overlooked. Caution defined Q1 2025, but as employer and candidate expectations start to align, a shift in talent strategy may be underway. Despite bleak predictions, the labor market has shown an unexpected rebound, with applications up 11% and openings up 10% in March 2025 from the prior month.
Will it last? Will these positive signs persist as the effects of the federal workforce cuts trickle into the private-sector labor market, or will this optimism give way to chaos? According to iCIMS strategic partner, UKG, 30% of federal employees are veterans — compared to just 5% of the U.S. workforce — who bring a duffle bag of transferable skills (e.g., technical, leadership, operating in stressful situations).
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Council of Industry Insight Exchange
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Season 1 Episode 3:
What is a Health Insurance Consortium and How Can it Reduce Costs - Presented by Brown & Brown
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In this episode of Insight Exchange, Wes Price from Brown & Brown joins Harold King to explain how the consortium works, why it was created, and how Council members can take advantage of this opportunity. Learn how pooling with other manufacturers can lead to long-term cost savings, rate stability, and better access to claims data to help manage your employee benefits more effectively.
About Brown and Brown
Brown & Brown Insurance is one of the largest and most respected independent insurance brokerages in the United States. With a strong local presence and national reach, they provide a wide range of insurance solutions, including business, personal, employee benefits, and risk management services. Known for their customer-first approach and deep industry expertise, Brown & Brown helps clients navigate complex insurance needs with personalized service and strategic guidance.
https://www.bbrown.com/us/
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