#u.s. workforce

[sbrown82]

[centerforhci]

39 million working women in the U.S. face menopause as a hidden challenge in the workforce

I kept having fevers. I couldn’t sleep. I was feeling totally unfocused. I thought it was just an extension of my restless shark-like tenancies, but after days of unrelenting symptoms, I decided I should see a doctor. Here’s how our conversation went:

“It’s menopause.”

“What? That’s not possible. I’m too young.”

“Yes, it is. There are many reasons why it can happen at an earlier age than normal.”

“How in the world do women work like this? I’m in a fog and can’t focus.”

“Your symptoms are light.”

“You’re joking, right? It’s going to get worse? Women work every day feeling like this?”

I left the doctor’s office astounded, confused and angry. If many in our workforce are dealing with these symptoms on a daily basis, why aren’t there lobbyists hired? Associations created? Women revolting in the street? Leaders talking about this regularly?

I Was Warned Not to Write This

As I decided to write about this, I was warned by two professional, well-educated colleagues not to do so. They said:

“If you write about this, people will know how old you are and never hire you again.”

And

“If you write about this, you’ll just reinforce the stereotype that women are weepy and unreliable. Just leave it alone.”

Leave it alone? I have daily hot flashes, which means instead of using my EQ to listen to the person in front of me, all I can think about is finding the closest air conditioner. If these symptoms are considered light, how are millions of other women dealing with their (not so light) symptoms at work? And what about the leaders who have to manage people with these symptoms?

Let’s look at the facts about menopause in the workplace.

The Facts About Menopause in the Workplace

Most women officially reach menopause between the ages of 44 and 56, and symptoms can last between two and ten years. It’s possible for symptoms to start as early as 35 years of age, before officially reaching menopause.

An estimated 1.3 million U.S. women reach menopause every year.

Approximately 39 million women in the US workforce are experiencing or will soon experience symptoms of perimenopause or menopause.

Menopause costs approximately $1.8 billion in lost work productivity annually

According to the Labor Bureau of Statistics (LBS), menopause-age women account for almost 30% of the U.S. labor force.

Menopausal Symptoms at Work

So what goes on when a woman is having menopausal symptoms? I mentioned the hot flashes (which I thought were fevers) and insomnia I was experiencing. Women also experience headaches, loss of energy, anxiety attacks, brain fog, aches and pains, and dry skin and eyes. This translates to 45% of the women workforce potentially being at work without enough sleep, sweating to death at their desks with intermittent headaches, no energy and an achy body. I think that fact is worthy of addressing.

Why is No One Talking About Menopause, Affecting a Significant Portion of the Workforce?

Yet menopause remains a taboo topic in many workplaces. Despite approximately 1.3 million women in the U.S. entering menopause each year and 20% of the workforce being in some phase of the menopause transition, conversations around it are still rare. Many women don’t want to admit they are going through menopause, and men often avoid discussing “women’s health issues.” It’s discussed so infrequently that most are unaware of the workplace impacts until they are directly affected or know someone who is. Why is this critical topic, affecting millions, still not widely discussed? Topics like breast cancer, pregnancy, and obesity are openly talked about, yet menopause remains shrouded in silence.

In fact, that’s exactly how women feel about discussing menopause in the workplace: silenced. Hush hush. Don’t say it out loud. Don’t make a big deal. Yet, how can we not talk about this when BOHRF reports that almost 20% of women surveyed believe menopause has had a negative impact on their managers and colleagues’ perceptions of their competence?

Research by the University of Nottingham found many women didn’t want to disclose this issue to their manager, particularly if the manager was younger than them, male or both. Of the women who had taken time off of work due to menopausal symptoms, only half of them disclosed the real reason for their absence. Some women even considered working part time to deal with symptoms but feared this would negatively impact their career. The research also showed that over half of the women studied reported that they were not able to negotiate flexible work hours or practices when dealing with symptoms. All of these realities contribute to the lack of confidence some women feel as even just the lack of sleep affects them cognitively and physically. One women says:

“It certainly affects my confidence from the point of view of speaking at meetings because I am not as fluent…that concerns me. I don’t want to, you know, suddenly not have the word that I need so I am perhaps sort of withdrawing a little bit”

So we have part of a workforce that is less productive and effective, yet we all tiptoe around the topic. Why aren’t there more resources going toward this issue from a productivity standpoint alone?

Two words: Sexism and Ageism

We have to remember that most organizational systems were built by and for men. They were rarely built with women in mind, let alone women with menopausal symptoms. So there is an inherent sexism and bias built into organizations that disadvantage part of the workforce throughout all phases of their careers.

If the tech world feels that 30 is old, no wonder no one wants to mention menopausal symptoms. In this case, using a hot flash as a reason for forgetting something is tantamount to workplace suicide.

It’s a No-Win Situation

And if you were brave enough to mention the hot flash, you might face the gender stereotypes of women weeping in the halls and being unreliable. So it’s a no-win situation.

And even if you have a leader who is educated about menopause, she or he may end up fighting misinformation and lack of support to find a solution. So what’s a leader supposed to do?

Here are some ideas for creating a menopause friendly workplace, which will benefit both those experiencing menopause (i.e. 20% of the workforce) and the organizations that employ them.

7 Tips For Leaders to Create a Menopause-Friendly Workplace

EDUCATE MANAGEMENT This is a no-brainer that often goes overlooked. While managers are trained in subjects like conflict management and finances, they’re not usually trained in dealing with menopause. They should know the symptoms and challenges women face during menopause so they can approach the situation knowledgeably and with compassion. For example, managers who have been educated about menopause might let an employee take control of the thermostat instead of thinking their employee is nit-picky when mentioning the temperature all the time. They may proactively ventilate the office and make sure cold water is available. Also, they’d then be able to recognize behavior related to menopause symptoms that might otherwise hint at lack of engagement.

APPOINT AN IN-OFFICE ADVOCATE (OR A FEW) Appoint a person (or a few) to act as advocates for women in the workplace going through menopause. This person would know about all of the special absence allowances, related wellness programs, and flex policies. They would also speak to leadership or management on behalf of women if needed/requested. This advocate could come from any department at any level, only dependent on their specific personality fit and interest in the role.

IMPLEMENT MENOPAUSAL SUPPORT AND INFORMATION INTO A WELLNESS HOTLINE Some organizations have wellness support programs for their employees, which include a contact number for a resource of coaches, dieticians, and other advisors. Employees can call this number for support in health-related manners such as losing weight, quitting smoking, or getting more physically fit. By adding menopausal support to your wellness support program, women can then get support and information by phone when experiencing menopausal symptoms to better learn how to manage symptoms from a health perspective, and cope with work while not feeling 100%. Information on all flexible work and sick day policies would also be available with this service.

EXPAND BENEFIT PROGRAMS TO INCLUDE ALTERNATIVE THERAPIES Many women are looking to alternative therapies for managing menopausal symptoms such as acupuncture, Chinese medicine, bio-identical hormone replacement, and various other practices used by integrative health practitioners. Though women often see significant improvements, paying out of pocket for integrative health treatments can be cost prohibitive. Including these options as part of a benefits package would enable women to seek treatments that they are comfortable with and that help them feel better.

INCLUDE MENOPAUSE ACTIVITIES OR SPEAKERS IN WELLNESS WEEKS When an organization hosts a “wellness week”, it brings in yoga instructors, massage therapists, nutritionists, chefs specializing in healthy meals, and more. Why not add a component to the wellness week that deals with menopause? Some possibilities are a yoga instructor who can offer poses and breathing exercises particularly for women in this group, a dietician to recommend the best diet to help with symptoms, or a funny speaker to “break the ice” on the topic while educating the team.

ADD FLEXIBILITY TO SICK DAY POLICIE Add sick day policies that cater to menopause-related sickness or absence. Women should experience no disadvantage if they need time off during this time.

ALLOW FLEXIBLE SCHEDULES WHEN NEEDED - If a woman is experiencing menopausal symptoms and is finding it difficult to sleep, it can be challenging for her to get to work on time. Therefore, it is essential to provide some flexibility in the work schedule to accommodate women who are struggling with such symptoms. In addition, if a woman feels unwell at work and needs to go home for a while and return later, a flexible work schedule can enable her to complete her tasks when she's feeling better. Allowing women to work from home when necessary can also be helpful, as it enables them to manage their symptoms from the comfort of their homes.

I have just finished writing an article about menopause. However, I'm now worried about facing discrimination as a result of discussing this topic. I hope that won't be the case. What I do hope is that employers will recognize the challenges women face in the workplace when experiencing menopausal symptoms and take steps to address them. Leaders have a real opportunity to make a positive impact on women's health in the U.S. By following these tips, employers can turn this no-win situation into a win-win.

What has been your experience with menopause in the workplace? If you have experienced it, did you feel like you were being perceived as an underperforming employee? If you have managed someone who experienced menopause, what tips can you give us? I would love to hear your thoughts.

Leave a comment below, send us an email, or follow us on LinkedIn.

[ivygorgon]

AN OPEN LETTER to THE U.S. SENATE

Women deserve equal pay! Pass S. 728, the Paycheck Fairness Act now!

393 so far! Help us get to 500 signers!

Women—especially women of color—are the backbone of our nation’s economy. But they are consistently underpaid and their work is undervalued. Action on equal pay is sorely needed to address these inequities, but Republican Senators have blocked vital legislation, S. 728, the Paycheck Fairness Act, that would achieve critical progress. The median annual earnings for women working full time, year-round in 2022 was $52,360, or just 84 cents for each dollar earned by men, with much wider gaps for most women of color compared with white, non-Hispanic men. All women—regardless of the number of hours worked during the year—typically made $41,320, or 78 cents for each dollar earned by all men. Discrimination is one of the factors contributing to this gap, leading to thousands of dollars in lost wages for women over the course of their careers. That’s why we need the Paycheck Fairness Act. The Paycheck Fairness Act would strengthen existing equal pay protections, prohibit retaliation against workers who discuss their pay or challenge pay discrimination, limit employers’ reliance on salary history, and much more. These robust measures would bring us one step closer to equal pay. Women and families cannot afford to wait for equal pay. We need to pass the Paycheck Fairness Act now.

▶ Created on April 3 by Jess Craven · 393 signers in the past 7 days

📱 Text SIGN PWBBDA to 50409

🤯 Liked it? Text FOLLOW JESSCRAVEN101 to 50409

[reportwire]

Dairy farmers petition for more visa workers through the Farm Workforce Modernization Act; opponents call Act extreme amnesty bill

Dairy farmers petition for more visa workers through the Farm Workforce Modernization Act; opponents call Act extreme amnesty bill

MONROE (WKOW) — Wisconsin’s dairy farmers are calling on the U.S. Senate to pass the Farm Workforce Modernization Act; it was already approved by the House of Representatives in 2021. Proponents say this bill would streamline citizenship for migrant visa workers and lower food prices, but opponents say this is an extreme amnesty bill. Wisconsin’s agricultural industry generates over 104 billion…

[decolonize-the-everything]

Why are they mining so much right now?

Cobalt has become the center of a major upsurge in mining in Congo, and the rapid acceleration of cobalt extraction in the region since 2013 has brought hundreds of thousands of people into intimate contact with a powerful melange of toxic metals. The frantic pace of cobalt extraction in Katanga bears close resemblance to another period of rapid exploitation of Congolese mineral resources: During the last few years of World War II, the U.S. government sourced the majority of the uranium necessary to develop the first atomic weapons from a single Congolese mine, named Shinkolobwe. The largely forgotten story of those miners, and the devastating health and ecological impacts uranium production had on Congo, looms over the country now as cobalt mining accelerates to feed the renewable energy boom—with little to no protections for workers involved in the trade.

The city of Kolwezi, which is 300 km (186 miles) northwest of Lubumbashi and 180 km from the now-abandoned Shinkolobwe mine, sits on top of nearly half of the available cobalt in the world. The scope of the contemporary scramble for that metal in Katanga has totally transformed the region. Enormous open-pit mines worked by tens of thousands of miners form vast craters in the landscape and are slowly erasing the city itself.

[...]Much of the cobalt in Congo is mined by hand: Workers scour the surface level seams with picks, shovels, and lengths of rebar, sometimes tunneling by hand 60 feet or more into the earth in pursuit of a vein of ore. This is referred to as artisanal mining, as opposed to the industrial mining carried out by large firms. The thousands of artisanal miners who work at the edges of the formal mines run by big industrial concerns make up 90 percent of the nation’s mining workforce and produce 30 percent of its metals. Artisanal mining is not as efficient as larger-scale industrial mining, but since the miners produce good-quality ore with zero investment in tools, infrastructure, or safety, the ore they sell to buyers is as cheap as it gets. Forced and child labor in the supply chain is not uncommon here, thanks in part to a significant lack of controls and regulations on artisanal mining from the government.

[...]When later atomic research found that uranium’s unstable nucleus could be used to make a powerful bomb, the U.S. Army’s Manhattan Project began searching for a reliable source of uranium. They found it through Union Minière, which sold the United States the first 1,000 tons it needed to get the bomb effort off the ground.

The Manhattan Project sent agents of the OSS, precursor to the CIA, to Congo from 1943 to 1945 to supervise the reopening of the mine and the extraction of Shinkolobwe’s ore—and to make sure none of it fell into the hands of the Axis powers. Every piece of rock that emerged from the mine for almost two decades was purchased by the Manhattan Project and its successors in the Atomic Energy Commission, until the mine was closed by the Belgian authorities on the eve of Congolese independence in 1960. After that, the colonial mining enterprise Union Minière became the national minerals conglomerate Gécamines, which retained much of the original structure and staff.

[...]Dr. Lubaba showed me the small battery-operated Geiger counters that he uses in the field to measure radioactivity. He had begun the process of trying to find and interview the descendants of the Shinkolobwe miners, but he explained that tracing the health consequences of working in that specific mine would be difficult: Many long-established villages in the area have been demolished and cast apart as cobalt extraction has torn through the landscape. His initial inquiries suggested that at least some of the descendants of the Shinkolobwe miners had been drawn into the maelstrom of digging in the region around Kolwezi.

In her book Being Nuclear: Africans and the Global Uranium Trade, historian Gabrielle Hecht recounts the U.S. Public Health Service’s efforts to investigate the effects of uranium exposure on people who worked closely with the metal and the ore that bore it. In 1956, a team of medical researchers from the PHS paid a visit to Shinkolobwe while the mine was still producing more than half of the uranium used in America’s Cold War missile programs. Most of their questions went unanswered, however, as Shinkolobwe’s operators had few official records to share and stopped responding to communications as soon as the researchers left.

[...]“Don’t ever use that word in anybody’s presence. Not ever!” Williams quotes OSS agent Wilbur Hogue snapping at a subordinate who had said the mine’s name in a café in Congo’s capital. “There’s something in that mine that both the United States and Germany want more than anything else in the world. I don’t know what it’s for. We’re not supposed to know.”

[lycunthrope]

in every video that's been coming out lately about stalls and changes in the U.S. economy, there's this incredibly charged silence in all of them.

for example, i was watching a video on what happened to cause the decline of 'mid-budget films'. all sorts of factors were discussed, from the streaming wars, to corporate consolidation, to low attendance in theaters. all true, yet... low attendance in theaters is attributed to streaming, market pressures, and big names not pulling people in- also true.

but not once was the fact that 1,140,278 people in the U.S. alone have died since 2023 mentioned.

there are 1,140,278 less people to fill those theater seats than there were in 2019. That is 1,140,278 less people making, shipping, and selling our goods. that is 1,140,278 less people taking their earnings home and spending what little they have left on those goods, the only thing keeping our manchild-ran economy from crumbling into recession.

our workforce decreased by 1,140,278 less people because you KNOW it was the working class, out there dying for everyone else. our workforce decreased by 1,140,278 less people due to one cause alone.

but no one says it. no one factors it in. countless thinkpieces, videos, news segments, conversations overheard in packed restaurants full of maskless, spitting faces about how our economy is crumbling under its own weight because of the internet, because of countless natural disasters battering our country from all sides, because of global trade, because of anything but the factor that we lost 1,140,278 people to preventable causes.

this 1,140,278 people, gone from our lives, and this doesn't even begin to touch the number of people permanently disabled, unable to work. but that number is far bigger than we can reliably calculate. more than we could begin to process.

this, by the way, is the number for the U.S. only. the country i live in, who ranks second worldwide in deaths per million due to this one cause.

and after three years of this constant, ongoing mass dying, we don't say its name. there's an eerie silence around it, a gaping hole we dare not touch. lest we violate some sort of social rule, heaven forbid. we spit on the deaths of those 1,140,278 people every time we forget, and every time we let our government get away with not protecting or caring about its people.

tell me, when was the last time you acknowledged COVID?

[dontmeantobepoliticalbut]

Salaried employees who work long hours for low pay aren’t finding much sympathy among Republicans on Capitol Hill.

GOP lawmakers filed a resolution in Congress on Wednesday that would block the Labor Department from extending overtime protections to millions of salaried workers, a key workplace reform pursued by President Joe Biden.

Under federal law, only certain workers have a right to time-and-a-half pay when they work more than 40 hours in a week. Currently, salaried workers must earn less than $35,568 per year to be automatically entitled to the overtime pay.

A new rule from the Labor Department, finalized in April, would raise that salary threshold to $58,656 per year, bringing an estimated 4 million additional workers under the law’s protection. Employers would then have to pay those workers a premium when they work additional hours, whereas now they don’t have to pay them anything at all for that time.

But the GOP lawmakers have filed what’s known as a “resolution of disapproval” under the Congressional Review Act, which, if passed and signed into law, would nullify the reform.

Rep. Tim Walberg (R-Mich.) sponsored the resolution in the GOP-controlled House. Forty Republican colleagues have joined him as co-sponsors as of Friday. No Democrats have signed on to the legislation.

GOP Sen. Mike Braun (Ind.) is leading the companion legislation in the Senate, where Democrats hold a threadbare majority.

Republicans have used the Congressional Review Act to kill progressive reforms before, most notably at the end of Barack Obama’s presidency.

This particular effort has slim chances of succeeding, since the legislation would face a Biden veto threat if it managed to pass both chambers. And regardless of the maneuvers in Washington, Biden’s overtime reforms face the possibility of being blocked in federal court. But the resolution still helps show where both parties stand on a key economic issue — worker pay — in an election year.

Business groups have come out strongly against Biden’s overtime rule and have opposed similar reforms for years, claiming they would force employers to cut jobs. But giving more employees overtime protections is popular among voters, much like the idea of raising the minimum wage.

The Labor Department estimates the reform would transfer $1.5 billion a year from employers to employees in the form of higher wages. The benefits would go disproportionately to workers who are women and people of color, according to an analysis from the Economic Policy Institute, a left-leaning think tank.

But Walberg called the overtime changes “burdensome” in a statement and claimed it would lead to inflation.

“Small businesses, nonprofits, and colleges across America will now be looking at bottom lines, and then make the tough decisions to lay off valuable staff or force salaried workers into hourly positions,” he said.

Braun argued that overtime decisions should be left to the bosses. “If the free market sets the price of labor, opportunity and prosperity are the result,” he said.

Overtime protections in the U.S. stretch back to the Great Depression, when the right to time-and-a-half pay was first enshrined in law. The idea was to prevent employers from overworking their employees, and to spread more work around during a time of high unemployment. If a company would have to pay a premium to work someone overtime, the thinking went, then the employer might choose to hire another worker to cover the additional hours.

But the law has gone long stretches without being updated, and so fewer employees as a share of the broader workforce now enjoy overtime rights compared with decades ago.

The Labor Department said when it announced the proposed reforms that it was trying to rectify “outdated and out-of-sync rules” that leave many low-paid salaried employees — retail store managers in particular — working lots of extra hours with nothing to show for it.

[feminist-space]

Wear a mask (respirators like N95s or KN95s or KF94s), especially in healthcare settings, in public transportation, in crowded places. Long covid has severe consequences that, coupled with the dystopian nightmare that is everything else, can be devastating. It's worth it to at least try to take steps to stay safe by wearing a mask. For ourselves and for the people around us.

If you need help getting masks, there are mask blocs throughout the country that you can reach out to. And Project N95 also has resources for those who cannot afford N95 etc respirators.

Excerpts from article:

"About one in four Covid patients experience long-term symptoms weeks or months after getting infected, according to multiple studies published last year."

"A May study from the Washington University School of Medicine in St. Louis found that both unvaccinated and vaccinated people are at risk of long Covid. The risk is higher for the unvaccinated, but the study suggested that vaccines only reduce the risk of long Covid by 15%."

"The report estimates that 2 million to 4 million of those people are currently out of work due to long Covid."

"If 4 million long Covid patients are out of work, the lost earnings could be as high as $230 billion, the report says.

That’s nearly 1% of the country’s current-dollar gross domestic product (GDP) of $24.88 trillion."

"The condition can undeniably impact a patient’s life, work and health. Last year, the Americans with Disabilities Act labeled long Covid a disability because of how it can limit the major life activities of patients.

A July 2021 study from the Patient-Led Research Collaborative measured the condition’s effect on patients’ work over the course of seven months. Only about 27% of long Covid patients worked as many hours as they did before failing ill. Roughly 23% weren’t working at all, as a direct result of long Covid. That included being on sick leave, disability leave, quitting, being fired or being unable to find a job that would accommodate them."

[covid-safer-hotties]

With COVID-19 relief gone, teachers are losing their jobs. It's a blow to diversity. - Published Sept 3, 2024

Erica Popoca's ninth grade English students were livid in the spring when she told them she wouldn't be back to teach this fall.

The district where she works in Hartford, Connecticut, terminated her contract because the COVID-19 relief money that covered her salary was about to dry up. Newer teachers such as Popoca were the first to be cut. Her students wrote letters urging school board members to change their minds.

Popoca, the founding adviser of the multilingual student club, worried she would lose bonds with Latino students she had taught for two years who identify with her culturally as a Latina and as one of the few teachers who speaks Spanish at the school.

The district ultimately came up with other funding to pay her, and in a win for her and her students, officials reversed the layoff.

Popoca is among the thousands of teachers and school staffers across the U.S. at risk of losing their jobs as districts balance their budgets and prepare for the shortfall after COVID-19 relief money expires. Districts have been scrambling to put unfunded staffers into different roles. The reality is that many students will lose contact with adults with whom they have built relationships in recent years.

The Biden administration granted schools $189.5 billion over the past few years through the Elementary and Secondary School Emergency Relief Fund (ESSER) under the American Rescue Plan Act. School officials have until the end of September to commit the remainder of their money, and districts will no longer be able to pay for nonteaching staff roles with that money after Sept. 30. Schools nationwide used most of their relief fund money to pay for classroom teachers and support staff, according to a U.S. Department of Education analysis of district spending for fiscal year 2022. Districts across the country are now laying off recently hired educators, teaching assistants, counselors, restorative justice coordinators and other key staff at schools, or they're scrambling to find ways to retain them.

A recent survey of 190 district leaders by the nonprofit research group Rand found that teacher reductions were "the most common budget cut" officials anticipated. Conversations about staff layoffs cropped up in at least 28 districts ahead of the upcoming fiscal cliff, according to a tracker of media reports from the Georgetown University-based research center Edunomics Lab, which monitors potential layoffs at districts.

The post-pandemic layoffs have been widespread. Montana's Helena Public Schools cut 36 positions, including 21 teachers. The Arlington Independent School District in Texas cut 275 positions, including counselors, tutors and teaching support staff.

Newer teachers are the first to go in states that allow or require districts to use "last-in-first-out" policies, which protect tenured teachers – and many people terminated will be staffers of color, said Aaron Pallas, a professor of sociology and education at Columbia University. States that diversified their educator workforce in the past several years will see a backslide in that progress since "recently hired staff who are often more diverse" will be "laid off more than experienced staff who often are more traditionally white," he said.

Schools serving low-income students will be hit hardest by the shift in funding because those campuses received more federal relief money, Pallas said.

Schools were required to comply with some equity provisions when obligating the relief money. The end of the funding will disparately affect students of color and kids in high-poverty neighborhoods.

Popoca, who comes from the Bronx in New York City, is concerned about what the losses will mean for her school.

"I am relieved but wary because quite a few positions are still vacant," she said. "We don’t have the amount of staff we're supposed to have, and I'm concerned about how the lack of staff is going to impact the students and the school."

Which states are likely to lose new teachers? At least 11 states – Alaska, California, Hawaii, Kentucky, Massachusetts, Missouri, Nebraska, New Jersey, New York, Ohio and Rhode Island – last year had policies explicitly requiring districts to consider seniority in layoff decisions, according to a 2023 analysis from Educators for Excellence, a New York-based nonprofit organization that supports state laws that rid of seniority-based considerations from layoff decisions. Some other states, including Connecticut, where Popoca lives, allow districts to consider seniority in layoff decisions among other factors, but it's not required. Some states ban districts from considering seniority as a factor.

Because junior teachers tend to begin their careers in higher-poverty schools, there could be cases in which schools lose high percentages of their staff, said Marguerite Roza, director of Georgetown University's Edunomics Lab.

"It's really disruptive for students," Roza said. "And it's not great for teachers."

When Popoca told her class of mostly Black and Latino eighth graders last spring that she would be laid off, they were heartbroken. She's one of a few new staffers of color returning to the district this year. A few of her colleagues lost their jobs in the spring and won't be back when school starts, she said.

What should families expect to see at schools? In addition to the emergency funding layoffs, Roza said, many teachers may leave of their own accord. Some districts may also try to shrink their staffing pools with attrition rather than layoffs.

"They're going to hope and pray teachers just leave," Roza said.

Most of the cuts will likely hit the pool of support staff districts beefed up during the pandemic to help kids recover, Columbia's Pallas said.

The counselors, nurses, restorative justice coordinators and teaching assistants added to campus staff in recent years will be gone, and students and their school communities will start to feel that loss by the start of this school year, he said.

Francis Pina is one of several staffers and one of few Black men hired by Boston Public Schools to train teachers how to infuse social-emotional learning into classroom teaching. At the end of last year, he learned his role and the jobs of most new staffers on his team would be dissolved because it was considered a short-term position. Boston Public Schools paid Pina with COVID-19 emergency money through the end of the past academic year.

Pina will return as a high school math teacher this year, but he worries about what will happen to the district's social-emotional learning program.

When he heard his role was coming to an end, Pina said, he was nervous because he felt it was "really important to support students" still facing pandemic-related academic, social and emotional setbacks. He says students in the district haven't worked through all of those losses, even if the district has gone back to the "status quo."

As a Black man who attended Boston Public Schools, he believes he offers a unique perspective to kids, including Black students, and helps them thrive academically and emotionally in school.

"Prioritizing this is important," Pina said. "Kids need to know we care about them."

Teacher diversification will face a setback Diversity among the teaching staff has improved in recent years in Massachusetts, where Pina teaches. But the state's last-in-first-out policy means schools will lose diversification in the workforce, Roza, from the research lab at Georgetown, said.

That's a problem considering students of color are the majority at public schools in the U.S. Nearly one-fourth of public schools did not have an educator of color on staff, according to a May analysis of state-by-state data from TNTP, a nonprofit organization focused on the needs of students of color and those in poverty. Academic studies show students of color perform better academically when they have teachers from diverse backgrounds

There's a surprising reason: Why many schools don't have a single Black teacher

Representation on campuses may be further diminished when the emergency funding ends.

To stave off those losses and rescind seniority-based layoffs, some lawmakers tried to change how layoffs work, but they ran into pushback from the state teachers union, which said the policies harmed protections for senior educators. In March, the Massachusetts Legislature rejected sections of education bills that would have removed seniority considerations as the sole factor for layoffs.

“While we are happy to see the legislature taking strides to improve teacher diversity in Massachusetts, it is disheartening to see that the Education Committee chose not to prioritize protecting these very educators in the event of district layoffs,” Lisa Lazare, executive director of Educators for Excellence's Massachusetts chapter, said in a news release.

More new staffers of color are expected to face layoffs this year, Roza said.

For now, Popoca, in Connecticut, is looking forward to returning to the classroom and seeing her students – many of whom come from Latin American countries and with whom she feels a special bond. She's worried about the cuts, she says, because the school needs more teachers and support staff, not less.

She already has heard from people she knows who had considered entering the teaching profession in Hartford or elsewhere who have pulled back because of the district's lack of money.

"It's really concerning," she said.

[eretzyisrael]

by Richard Goldberg

Anti-Semitism is spreading in K–12 school districts. Even in primary and secondary education, Jews are often viewed as privileged whites and oppressors, with Israel branded as an egregious example of “settler colonialism” and oppression of “indigenous people.” “Liberated ethnic studies” curricula, like the one mandated by California, have created a distinct variant of critical theory aimed at Jews for being Zionist colonial oppressors.

Teachers’ unions are the leading purveyors of this approach. Two years ago, the United Educators of San Francisco adopted a resolution calling for a boycott of Israel. The Chicago Teachers Union instigated pro-Hamas demonstrations in the Windy City after October 7. The union persuaded Chicago mayor Brandon Johnson (a former CTU lobbyist) to condemn Israel in the city council, and it organized a student and faculty “walkout” to show solidarity with Hamas—a city-authorized event that left Jewish students and teachers feeling intimidated. In suburban Seattle, kids as young as seven were recently encouraged to condemn Israel and join in anti-Semitic chants. Oakland Unified School District faces a federal investigation after 30 Jewish families removed their kids from school due to rampant anti-Semitism. And at a high school in New York City, hundreds of students hunted down a female teacher they saw on social media holding a sign supporting Israel.

Marxist ideology is the primary culprit influencing this mind-set, but not the only one. Qatar, a tiny Persian Gulf country that supports Hamas, is funding anti-Semitic “scholarship” not only in American universities but also in K–12 schools. Qatar Foundation International gave $1 million to the New York City Department of Education between 2019 and 2022 for a program featuring a map of the Middle East that erases the Jewish state. The same story played out at a public charter school in Irving, Texas. What other districts in the country might be taking money directly or indirectly from a chief Hamas sponsor? Brown University’s Choices Program, used by more than 1 million high school students nationwide, exhibits a clear anti-Israel bias. According to Brown, the Qataris “purchased and distributed a selection of existing Choices curriculum units to 75 teachers whose districts didn’t have funding to buy them.”

Tools to fight back, however, are available. Governors and state legislatures can begin by blocking “ethnic studies” from the K–12 curriculum and by imposing new teacher-certification requirements. To curb foreign meddling, states should ban school funding or in-kind donations from entities connected with countries that harbor U.S.-designated terrorist organizations. School districts and state boards of education should use the International Holocaust Remembrance Alliance’s working definition of anti-Semitism to root out conduct meeting its standard. Several groups sued the Santa Ana, California, school district in state court for failing to notify parents before approving ethnic studies courses that contain anti-Jewish bias and for harassing Jewish parents at school board meetings.

At the federal level, parents could file formal complaints with the Department of Education for discrimination under Title VI of the Civil Rights Act. Such complaints are increasingly common against colleges and universities, but any school that receives federal funding must comply with Title VI. The House Committee on Education and the Workforce should consider holding a hearing on anti-Semitism in K–12 schools, putting the national spotlight on anti-Jewish administrators and school board leaders.

Local, state, and federal officials have played meaningful roles in fighting back against critical race theory in the classroom. They need to fight equally hard to stop anti-Semitism masquerading as Middle East or ethnic studies.

[kp777]

By Jessica Corbett

Common Dreams

March 20, 2024

"Trump has tried to walk back his support for Social Security and Medicare cuts," said the head of Social Security Works. "This budget is one of many reasons why no one should believe him."

Defenders of Social Security and Medicare on Wednesday swiftly criticized the biggest caucus of Republicans in the U.S. House of Representatives for putting out a budget proposal for fiscal year 2025 that takes aim at the crucial programs.

The 180-page "Fiscal Sanity to Save America" plan from the Republican Study Committee (RSC) follows the release of proposals from Democratic President Joe Biden and U.S. House Budget Committee Chair Jodey Arrington (R-Texas)—who is leading the fight to create a fiscal commission for the programs that critics call a "death panel" designed to force through cuts.

The RSC document features full sections on "Saving Medicare" and "Preventing Biden's Cuts to Social Security," which both push back on the president's recent comments calling out Republican attacks on the programs that serve seniors.

The caucus plan promotes premium support for Medicare Advantage plans administered by private health insurance providers as well as changes to payments made to teaching hospitals. For Social Security, the proposal calls for tying retirement age to rising life expectancy and cutting benefits for younger workers over certain income levels, including phasing out auxiliary benefits.

The document also claims that the caucus budget "would promote trust fund solvency by increasing payroll tax revenues through pro-growth tax reform, pro-growth energy policy that lifts wages, work requirements that move Americans from welfare to work, and regulatory reforms that increase economic growth."

In a lengthy Wednesday statement blasting the RSC budget, Social Security Works president Nancy Altman pointed out that last week, former President Donald Trump, the presumptive Republican nominee to face Biden in the November election, "toldCNBC that 'there's a lot you can do' to cut Social Security."

"Everyone who cares about the future of these vital earned benefits should vote accordingly in November."

"Now, congressional Republicans are confirming the party's support for cuts—to the tune of $1.5 trillion. They are also laying out some of those cuts," Altman said. "This budget would raise the retirement age, in line with prominent Republican influencer Ben Shapiro's recent comments that 'retirement itself is a stupid idea.' It would make annual cost-of-living increases stingier, so that benefits erode over time. It would slash middle-class benefits."

"Perhaps most insultingly, given the Republicans' claim to be the party of 'family values,' this budget would eliminate Social Security spousal benefits, as well as children's benefits, for middle-class families. That would punish women who take time out of the workforce to care for children and other loved ones," she continued. "This coming from a party that wants to take away women's reproductive rights!"

The caucus, chaired by Rep. Kevin Hern (R-Okla.), included 285 bills and initiatives from 192 members in its budget plan—among them are various proposals threatening abortion care, birth control, and in vitro fertilization (IVF) nationwide.

"The RSC budget would also take away Medicare's new power to negotiate lower prices on prescription drugs, putting more money into the pockets of the GOP's Big Pharma donors," Altman warned. "And it accelerates the privatization of Medicare, handing it over to private insurance companies who have a long history of ripping off the government and delaying and denying care to those who need it."

"In recent days, Trump has tried to walk back his support for Social Security and Medicare cuts," she noted. "This budget is one of many reasons why no one should believe him. The Republican Party is the party of cutting Social Security and Medicare, while giving tax handouts to billionaires."

"The Democratic Party is the party of expanding Social Security and Medicare, paid for by requiring the ultrawealthy to contribute their fair share," Altman added. "Everyone who cares about the future of these vital earned benefits should vote accordingly in November."

Biden campaign communications director Michael Tyler also targeted the Republican presidential candidate while slamming the RSC plan, saying that "Donald Trump's MAGA allies in Congress made it clear today: A vote for Trump is a vote to make the MAGA 2025 agenda of cutting Social Security, ripping away access to IVF, and banning abortion nationwide a hellish reality."

"While Trump and his allies push forward their extreme agenda, the American people are watching," Tyler added, suggesting that the RSC proposal will help motivate voters to give Biden and Vice President Kamala Harris four more years in the White House.

[the-eternal-quest-for-balance]

Although the US is considered a capitalist country, there are now more government employees than factory workers. President Biden claims to have created more jobs than any other president, yet the sector with the largest job gains was government, while manufacturing was near the bottom. The US currently has 23 million government workers compared to just 13 million factory workers. Out of the entire workforce of 268.6 million, government jobs account for 8.5% of total employment in the US. In Austria, a country that is much more socialist than the US, government employment makes up only 3.9% of the workforce.

The key difference between a factory worker and a government employee is that a factory worker contributes directly to the economy. In the first quarter of 2024, manufacturers contributed $2.87 trillion to the U.S. economy. Manufacturing, not government, is also a major attractor of foreign direct investment (FDI). In 2023, U.S. manufacturing attracted $2.2 trillion in FDI, accounting for about 40% of the total $5.39 trillion in FDI.

[iww-gnv]

Last year, populist reformer Shawn Fain won the UAW presidency. He embraced slogans such as “EAT THE RICH” and used new strategies to secure record victories in contract talks for around 150,000 workers the union represents at Ford Motor Co., General Motors Co., and Stellantis NV. After a six-week strike, the union secured terms that will raise many workers’ pay 33% by 2028. Fain is now trying to translate the momentum from those victories into unionization at companies that have long eluded the UAW. The Alabama plant is the biggest of Mercedes’s U.S. plants. In the U.S., European and Asian automakers compete both with Detroit’s three big unionized automakers and with non-union firms such as Elon Musk’s Tesla Inc. Unionization can cause companies to pay their workers more, and restricts management’s ability to unilaterally dictate workplace conditions and policies. That would mean less flexibility for executives, and more say for workers. The Mercedes speech signals a contentious struggle ahead with the UAW, which is mounting an audacious campaign to organize the non-union U.S. plants of 13 automakers, including several European and Asian firms. The UAW’s executive board this week voted to commit $40 million to organizing campaigns among auto and battery workers. The Mercedes plant in Vance is one of three where the union has signed up more than 30% of the workforce. The others are a Hyundai Motor Co. site that’s also in Alabama and a Volkswagen AG facility in Tennessee. Once the percentage reaches 70%, the UAW will seek formal recognition and collective bargaining.

[tailschannel]

Significant cuts hits IDW's parent company in a self-described "reset"

IDW Media Holdings, the parent of IDW Publishing (the company behind the Sonic the Hedgehog comics), announced major cuts in an effort to unlock financial stability.

The company terminated their New York Stock Exchange listing, shook up senior management, and slashed entire promotional and editorial departments - around 39% of its workforce.

The newly-appointed CEO characterized the axe drop a "reset."

Background

There's no other way to describe it, the cuts at IDW are significant.

The axe drop was in direct response to a poor balance sheet in a tough economic environment. IDW suffered greatly during the COVID-19 pandemic, and non-publishing segments (like direct-to-consumer games) continued to illustrate repeated quarterly losses.

It's no secret that IDW experienced cash flow issues and various others financial challenges, even though the comic books in particular (like IDW Sonic and TMNT) are significant revenue generators.

The company hopes that these cost-cutting measures will provide $4.4 million USD in estimated annual savings.

The impacted

Marketing, public relations, and editorial at IDW were impacted by today's announced cuts.

Comicsbeat reported that the entire marketing and PR departments, and half of the editorial team, got the axe, with more specific details yet to come. That's 39% of the total workforce.

At press time, @idwsonicnews told us that Shawn Lee, a "designer and letterer on many IDW titles", were among the laid off. He tweeted, "whelp, I'm officially a freelancer now."

---

Meanwhile, senior management got a shakeup. Former chairman Davidi Jonas replaced Allan Grafman as Chief Economic Officer. Chief Financial Officer Brooke Feinstein was ousted, and Amber Huerta was promoted to Chief Operating Officer.

IDW also voluntarily delisted their Class B common stock from the New York Stock Exchange, the largest trading venue in the world; and suspended their reporting status to the U.S. Securities and Exchange Commission. The company hoped that this will "reduce pressure on limited resources and the Company’s current inability to realize many of the benefits."

Okay, what about IDW Sonic?

Deep breaths.

At press time, there's nothing we know that flags an immediate concern for the IDW Sonic comics. However, as this is a developing situation, and the long-term outlook is uncertain, the forecast can change.

Even though it, and other comic book franchises (TMNT, etc.) continues to generate significant revenue to the publishing unit, IDW will have to enact more critical decisions to remain financially sound.

IDW Sonic editors David Mariotte and Riley Farmer have yet to officially acknowledge the parent company's announcement, but both "retweeted posts related to the layoffs," @idwsonicnews told us.

We have reached out to IDW Publishing for further comment.

(Updated Friday 11:00 pm ET)

[decolonize-the-everything]

This sucks. These prices and these wages (and my own lack of them) doesn't fuck in the slightest.

And based on my recent posts and notes...y'all wanna strike huh?

Well since you insist on not doing it without formal organizing, can I ask if you've heard about the IWW and if you have, have you joined it?

"By age, workers ages 45 to 54 had the highest union membership rate in 2022, at 12.6 percent. Younger workers—those ages 16 to 24—had the lowest union membership rate, at 4.4 percent.

In 2022, the union membership rate for full-time workers (11.0 percent) was double than that for part- time workers (5.5 percent)."

I'll take that statistic from the BLS file on Unions as a 'probably not' since I don't have many older people following me.

Well, joining this union can provide you with all the formality and organization you'll need to get started and without compromising your say as an individual worker.

TLDR: Anyone, yes even if you're unemployed, can join as long as you have at least $6/mo and aren't a manager. No union bosses either. The idea is that it's One Big Union. Meaning it's strength lies in it's solidarity from unifying workers across All types of employment.

It's just a matter of finding your local union and they will help you with the rest.

Worried you might stand out?

In 2021, 14 million U.S. workers - or about 10.3 percent of the American workforce - were members of a union.

That's 1 in every 10 workers. And

In 2022, 16 million wage and salary workers were represented by a union[...]" (Bureau of Labor Statistics Union2.pdf).

You quite literally will be just be one of the tens of thousands joining a union everyday.

Social scientist Damon Centola's new research shows a cascade of change is triggered when 25% of a population embraces an idea.

Minority views of what is acceptable quickly become majority views. Historically, majority- rules economic thinking assumed change happened when 51% of a population wanted it. But in 1977, Harvard University's Rosabeth Moss Kanter studied tokenism in the workplace. She found that women as small minorities were subject to an oppressive culture of discrimination and harassment. But when women occupied 20%-35% of leadership roles, work culture shifted.

Centola's 2018 small-group experiments show how sensitive the tipping point is. Sometimes adding just a single person to the committed minority meant hitting 25%-and the transition from failure to success. Varying numbers of activists were planted into groups in 10 trials.

So if 10% are already unionized then we're halfway there... in a way.

Why join a union?

It's largest tool is collective bargaining, that's why organized strikes work better, it guarantees you have people supporting you. Using numbers helps enforce demands and rights be met.

We know unions work because they gave us all these things already.

So like... Yeah..

Join a union. Even if it's not IWW. Join one.

[wolfliving]

"Self-driving cars" can't do it

GM's self-driving car subsidiary, Cruise, is laying off nearly 25% of its workforce after suspending its driverless operations on U.S. streets. The layoffs will impact roughly 900 of its 3,800 full-time employees, mainly in non-engineering roles, with affected workers receiving a minimum of 16 weeks' pay.

More:

The company is managing the fallout from an Oct. 2 incident in which a pedestrian was struck by a Cruise vehicle in San Francisco. Following the incident, California DMV suspended the company's driverless permit and Cruise halted its driverless operations entirely. In November, Cruise recalled 950 robotaxis after reports that its technology had difficulty identifying children and large holes in the road. The company was reportedly aware of the issue but kept the vehicles operational. Zoom out:

Shortly after the Cruise CEO Kyle Vogt and co-founder Daniel Kan resigned, Cruise let go of nine executives, including its COO Gil West.