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Are Labour's Fortunes Turning?
Submitted by Leo Kolivakis, publisher of Pension Pulse.
The Calgary Herald reports on a Labour Day where more labour longer:
It seems a bit ironic. Labour Day, a national holiday since 1894, traces its origins to parades of tired workers appealing for a shorter work week. The emerging labour movement wanted to put an end to the 12-hour day.
This year, in the weeks leading up to Labour Day, the Conference Board of Canada issued a report entitled "Working 9 to 9, Overtime Practices in Canadian Organizations."
The report was actually a warning to employers that the downturned economy has produced lean operations in which many people were working long hours--and not always being paid for them. As well, Canadian workers, like their U. S. counterparts, were becoming more litigious--launching lawsuits against employers such as CIBC, KPMG, Scotiabank and Canadian National Railway Co.
Martin Martens, a management professor at the John Molson School of Business at Concordia University in Montreal, has studied justice and fairness in the workplace, and found that treating workers fairly has an impact in good times and bad. If they've been well-treated in good times, they will be more supportive of the company in bad times, such as accepting pay cuts. But if they feel mistreated during bad times, as soon as the economy recovers, they will leave.
Employers who expect employees to answer e-mails or cellphones at all hours could find themselves with high turnover. The 12-hour day should be history.
"People can't be expected to work that long," Martens said.
In his Labour Day statement, Ken Georgetti, president of the Canadian Labour Congress, complained that working people are paying the price for an economic situation they did not create.
"While people are reeling from job losses, they have also watched their pensions and retirement income evaporate as the stock market deflated and companies went bankrupt."
This has not been a great year for labour.
At the end of August last year, the economy was still spinning out jobs on a regular basis (notwithstanding the surprise gain of 27,100 jobs last month) and unemployment stood at 6.1 per cent. On Aug. 31 of this year, the TSX closed at 10,868. As of the end of August, the unemployment rate in Canada stood at 8.7 per cent.
The unemployment rate is lower that its has been in past downturns, noted Benjamin Tal, an economist with CIBC World Markets, and the average length of time people remain unemployed is only one week longer than it was before the recession. Right now it's 15 weeks, he said, whereas in 1991 people were out of work for 21 to 22 weeks.
The labour force today "is much more dynamic, that's why the numbers are not so scary," he said.
The labour force in Canada isn't "much more dynamic" than that of the U.S., but our economy has so far escaped many of the acute hardships because it is well diversified in energy, commodities, and a few other sectors which help buffer the job losses in the financial and manufacturing sectors.
And just to be clear, I do not believe in the Canadian economic miracle. So far, we have been lucky, but things can change very quickly as we enter 2010.
As far as time to find new work, it depends on the sector you work in. I know of a few excellent portfolio managers and senior investment analysts who are still looking for work after a year. It doesn't help that some pension bullies try to smear their names (it's a very dirty business....if you only knew half the bullshit that goes on in the background!).
I also agree with professor Martens that employers should treat their employees well in good times and in bad times. Employers should be aware that most employees hate petty office politics and nonsensical hierarchies that limit them from contributing to the overall results.
Importantly, employers should do away with hierarchical cultures in their offices that stifle creativity and meaningful exchanges and promote more openness where employees freely contribute their thoughts on making the organization thrive.
For example, start a blog on your intranet where employees from different divisions in your organization are encouraged to contribute their thoughts on what is going on in their areas, highlighting the risks and possibilities. If this was done properly before the crisis of 2008, many financial firms would have saved billions in losses.
Down south, the CBC reports that the U.S. unemployment hit a 26-year high in August as 216,000 Americans were added to the unemployment rolls, according to figures released Friday:
The U.S. jobless rate inched up to 9.7 per cent in August, a rise of three-tenths of a percentage point from July's 9.4 per cent, the U.S. Department of Labour reported Friday.
That meant that August's unemployment was at its highest level since June 1983, when more than 10 per cent of Americans who wanted to work could not find employment.
But there may be some good news ahead. According to Stéfane Marion, Chief Economist and Strategist at the National Bank Financial, the U.S. wage bill expanded in August:
As today’s Hot Chart shows (click on image below), the total wage bill (total hours worked time hourly earnings) rose for the second month in a row in August. This is crucial to keep the economy moving forward since there can be no talk of a self-sustaining recovery without a pick-up in income. At some point we will obviously need to see some job gains but keep in mind that the first step to recovery for labour markets always starts with an expanding wage bill. We have not changed our view and still think that payrolls will turn positive this fall.
But even when employment eventually picks up, it will be the most meager recovery ever and the pick-up in activity will likely be in sectors like education, health care, infrastructure and alternative energy.
Finally, if you think it's tough finding a job out there, please bear in mind that for individuals with disabilities, higher unemployment rates have reached a crisis point:
People with disabilities represent the largest American minority group, yet they still suffer an astonishingly high rate of unemployment (65 percent). In fact, new research from the Bobby Dodd Institute (BDI) has revealed that nearly 50 percent of all workers in Atlanta, Georgia alone believe that unemployment among people with physical and mental disabilities has reached a crisis point.
Many are unaware (as was I) of the fact that October is National Disability Employment Awareness Month. And even more are unaware of the staggering unemployment that plagues America’s disabled.
So why are such a high percentage of disabled individuals unemployed in the United States? There are many reasons, all of which have to do with the barriers, both real and perceived, that prevent disabled candidates from being hired. According to Atlanta's workforce, the following barriers top the list of reasons why employers are reluctant to hire disabled individuals:
- Lack of knowledge. Respondents to the Atlanta survey identified lack of knowledge about accommodating people with disabilities (54 percent) and lack of knowledge about people with disabilities in general (52 percent) as the primary deterrents to hiring and employment. In fact, when respondents were asked to identify which groups of people the term "equal opportunity" applied to, only 2 percent of respondents included "workers with disabilities."
- Accommodation concerns. Survey respondents also referred to concerns over cost for workplace adjustments and accommodations (46 percent) as a barrier to hiring individuals with disabilities.
- Concerns about job performance and abilities. Respondents felt that among the reasons why disabled persons aren't hired more often is that both employers and coworkers alike may perceive that they cannot adequately perform required work duties (27 percent).
While it is unfortunate that many employers lack knowledge about accommodating people with disabilities and about disabled individuals, might I suggest that they perform some due diligence on the subjects? A simple visit to the US Department of Labor’s website can help employers learn about what they can do to make reasonable accommodations for their disabled employees.
And as far as lacking knowledge about disabled individuals, just ask a disabled individual what you would like to know. Scurrying around the issue of a disability is offensive to most disabled individuals, the majority of whom just want to be treated like everyone else.
For those employers who lack knowledge about what accommodations for disabled individuals are and how much they really cost, let me summarize. With very little investment, companies can provide meaningful employment opportunities for disabled workers, as the average cost of a workplace accommodation for an individual with a disability is less than $500. (US Department of Labor)
Finally, when it comes to dispelling employers’ concerns about job performance and abilities, research has shown time and time again that adequate or better performance of job duties correlates to long-term job retention. A national survey by DuPont shows that disabled workers have a higher retention rate than their non-disabled peers, which means that it is highly likely that these disabled individuals perform at or beyond the level of their non-disabled peers.
Employers need to start realizing the benefits of hiring workers with disabilities. The bottom line benefits of employing workers with disabilities far outweigh initial accommodation costs, and as the nation’s largest minority group, disabled individuals as a whole in the US have an estimated $1 trillion in aggregate consumer spending power. And the research shows that disabled persons are loyal in their consumptions of goods and services from companies that hire disabled individuals. New BDI research shows that 90 percent of Atlanta workers would be loyal to a business that has a track record of hiring individuals with disabilities.Is there a company in the United States that wouldn’t want 90 percent of a $1 trillion market?
I can tell you from my experience and that of others I've met and discussed this issue with, people with disabilities are routinely discriminated against. It is a disgusting practice but unfortunately it happens everywhere, not just in the private sector. The laws protecting the disabled are toothless and until employers change their practices, introducing more workplace diversity at all levels, this abuse will keep going on, leaving a large minority of the population chronically unemployed.
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ratava,
I provided a link to the PDF file right before the quote.
Leo
That wage bill chart is tiny, impossible to resize and .bmp on top.
Consider this constructive criticism.
MinnesotaNice,
Frivolous litigation is a huge problem in the U.S. but what happens when you get fired based on wrongful dismissal? I got fired one month after being promoted and a stellar performance report. I opted not to sue and take my case to the Canadian Human Rights Commission because I did not want to get bogged down in court for years, but this was my mistake because these cowards clearly violated my rights. They also mistreated many other employees with no disabilities. I guess nobody audited their Human Resources records.
The main thing I learned is never trust anyone in finance. The whole field is populated by hopelessly insecure people who need to step on others to make their mark. For these individuals, the lust for money overtakes common human decency.
I am still considering suing the bastards who blatantly violated my rights and fired me on flimsy grounds. They then proceeded to lose billions after they ignored my dire warnings. Complete and utter fools.
cheers,
Leo
Leo,
I am not familiar with Canadian law... and I am not in the finance industry (thank god)... however I run a business with 350 employees and am fairly proficient in both state and federal employment law. I am assuming that you have some type of disability or are in a protected class... however even if you aren't and you lived in my state where employees can be fired at-will without cause... I would not want to go into litigation for a suit brought by a professional employee that I just promoted and had a recent stellar performance report... period. I would likely be settling with them at some point... because that is just not going to play well before a judge in my opinion. But I would not have treated an employee like that in the first place... I call myself MinnesotaNice for a reason... I treat people like I would want to be treated.
However, people in professional positions who sue can be silently black-balled from future employment should other prospective employers find out... so it is a coin toss whether to sue or not.
Thanks for listening to an employer's concerns about disability issues.
MinnesotaNice,
You raised legitimate concerns and I am sure there are people with disbilities who like to sue for no reason. I am not one of them. In fact, these people really annoy me. If you got a disbility, live with it and be open about it with your employer to see how you can accomodate each other. In my case, I was diagnosed with Multiple Sclerosis 12 years ago and it has weakened my right leg. No big deal, I still work long hours, and blog at night. MS will never put me down as long as I fight- and I am a fighter by nature. I don't take shit from anyone, especially pension bullies who keep threatening to sue me (go for it you cowards!).
Also, I have been blacklisted by every major public pension fund in Canada and they ALL read my blog. Isn't that funny? A 38 year old guy with MS who has been mistreated suddenly goes out to write a blog to expose the truht and I garnered the attention of pension funds, hedge funds, private equity funds, unions, regulators, and government politicians. I must be doing something right to get all these people to read me.
cheers,
Leo
I think you are doing everything right... just like TD... I have been reading you for a while now... followed you on Naked Capitalism... and you are very good... I have learned so much from your writings... thanks...
You are welcome. My aim is to inform you and hopefully demystify a lot of the bullshit that goes on in the markets. I do not know everything, nor do I pretend to, but I will try to make you think critically about the markets and pension funds. And I am happy I joined ZH.
cheers,
Leo
Right should just happen. It shouldn't be a bogged down war to keep it on track.
As a person with a disability (hearing impaird), I can tell you it is the one thing I worry about most when I go for a physical. I have a physical on 09/16 for a job at Tinker AFB, as a Sheet Metal mechanic. I am imminently qualified for the job, having worked on military aircraft for 22 years. I still am worried about passing the physical, even though I have never been shy about telling the folks of my problem.
In the aircraft industry, most of us spend the whole shift with ear plugs stuffed in our ears to protect our hearing from noise. Still I will not be done worrying until the physical is over with. I think the Federal Government will be fair on this issue, as have all the companies I have worked for in the past.
Yet still I will not be content until 09/16 is over with and I have the job. I have been out of work since 01/03/09 due to a plant closure. I got the offer on 09/06/09.
Yes, I am excited about this opportunity, who would not be? But still I will fret about it until after 1320 hours on 09/16. My start date is 09/28.
All of you, wish me luck.
Good luck to you... hearing disabilities are the easiest to accommodate in my opinion and we have done MANY in the past... even in circumstances that would be high risk and unusual accommodations... so I bet you won't have any trouble.
Thanks for that!
I know hearing disabilities are easily accomadated. I have not been turned down on a job yet because of it, but still I worry. 09/16 is next Wednesday, a long way away to me.
I have a physical on the this wek for a driver position at the Salvation Army on the 09/09, at $10 per hour. What do I do with that? $10.00 an hour versus $21.00 an hour? Tell tham forget it?
That is what I am planning on doing, even though my wife tells me not to. I do not want the Salvation Army paying for a physical for me if I am planning on going to Tinker for $21 an hour.
Tough decision!
You should take the Salvation Army Job... go to the physical on the 9th... if the Tinker job comes through then resign from the Salvation Army... I have employees that will accept a position with me and go through orientation, only to receive a better offer somewhere else 1 month later... off of an application they put in before I hired them... it is part of the cost of doing business... period... and the Salvation Army is a business. In this economy you should do everything to make sure you have some type of employment... listen to your wife... there was a reason you married her :-)
I hear you. But we are not talking a month, only a week. I take the physical on the 9th, they hire me. Then the very next week I have to miss a day for a physical at Tinker.
If it was a month I would rest easier. But only a week.
You see my predicament? I do not want them to pay for a physical for a week of employment. I know that driver physicals cost some dough.
Mu thought is to tell them up front, and let them make the decision.
Another thing, last time I took a DOT driver physical, in 2007, the doctor signed "under duress", I talked him into it. DOT physical requires hearing a "forced whisper" at 5 feet. No way, no how I can hear that.
So I am more concerned about passing that one than the Tinker physical. It just is not fair to make The Salvation Army pay for a physical I know is only good for one week.
Decisions, decisions!
cbxer55, you're an upstanding guy. Wish more people were as concerned about their employers.
Look, take the Salvation Army job. If the Tinker position is offered, resign and offer to reimburse SA for the costs of the physical. It's very unlikely they will accept your offer, but make it just the same.
If they accept it or not, you can live with a clear conscious.
Good luck to you.
BTW -- what types of aircraft? fixed or rotary wing?
You are just too nice... what if Tinker doesn't hire you... will you be OK financially... you could just let the Salvation Army know that you have a pre-scheduled appointment the day of your physical with Tinker... you don't have to tell them what it is... I would hire you in a heartbeat... you are the reason I get so angry at the very few disabled people that 'play the system'... but whatever you choose it will be the right decision... you have a lot of integrity which is probably what employers sense when they interview you... which is probably why you are in this predicament... too many job possibilities... and that is a good thing in this economy.
I do not feel I am "playing the system". I have never claimed to be "dis-abled, nor would I ever even think about suing a company over the issue. I just do not want to cost a business any unnecessary expense.
Tinker knows of my hearing problem, from the onset. At the interview, I walked in and told them "22 years of working on aircraft have not done my hearing any favors, can you speak up?" Ten supervisors just smiled and nodded. I never hide that. The fact they offered me the job tells me they are willing to deal with it. The problem is the "red tape", getting past the doctor at the facility. Will he let it slide? Who knows?
Like I said, a month is one thing. A week is another altogether.
Yes, we will do okay financially. I am good on unemployment until March 2010. And we only have a house payment, nothing else. No credit cards, no vehicle payments, nothing. Also my wife has a good paying job, we could survive on that without difficulty.
Oh well, I have tomorrow to think it through.
Thanks for your thoughts. :-)
Leo,
As a business owner I can tell you exactly why employers are hesitant to hire the disabled... and I am speaking as an employer who has hired many people with disabilities over the years... hearing impaired, sight impaired, cognitively impaired, and physically impaired... actually going out of my way to hire them if they meet the job qualifications and/or can reasonably be accommodated:
And, yes we will continue to hire the disabled... put perhaps we will wait until after the $150,000 treble damages claim brought by the last one is adjudicated.
But even when employment eventually picks up, it will be the most meager recovery ever and the pick-up in activity will likely be in sectors like education, health care, infrastructure and alternative energy.
Meager isnt the word for it.
Education-public schools laying off due to budget restraints=nada
Health care-cna makes $9 phr=whoopee--nurse school costs 20k=not happening
Infrastructure-borrowed money-states are broke=running out- then what? Draines and Thangs
Alternative energy-been around for decades-solar panels-made in china-wind generators-made in the EU-batteries-made in mexico
This country produces one thing DEBT
Sorry Leo but I call'em as I see'em
Where did the image at the top of the article come from. Woman looks remarkably like someone I know.
People with disabilities are the country's largest minority group ?? What ? Larger than the Hispanic population of the African American population ? I find this difficult to believe. Source, please.
Leo,
I saw your post re things maybe looking up for labor, and you are looking in the wrong direction. The glimmer of hope for labor is that the populist politicians are getting animated. I think there are even odds that they'll start a backlash against free trade and immigration to boost wages in the developed world, and some leveraged industries might help because a wage price spiral of inflation could help them deleverage.