Public Sector Training Partnerships Build Power

From building trades apprenticeships to the Culinary Academy of Las Vegas’ casino and hospitality worker training, labor-management partnerships are well regarded for their ability to connect private sector workers to high-paying jobs while ensuring that employers receive a steady stream of well-qualified employees. Yet, policymakers and advocates often pay less attention to existing partnerships between unionized public sector workers and their employers, despite the fact that these workers now account for about half of all union members and that there is a long history of public sector partnerships providing professional development opportunities to workers.1

By expanding the use of public sector labor-management training partnerships, policymakers and unions can help government employers and unions work together to solve challenges and deliver good results for workers, employers, and the public. Labor-management partnerships—independent organizations that unions and employers jointly control—allow partners to collaboratively design and manage workforce training, professional learning, and apprenticeship opportunities. Research finds that these sorts of programs can help employers recruit and retain skilled workers; improve work quality; boost productivity; and strengthen employee relations.2 Public sector training programs are also being used to increase the diversity of the public sector workforce; ensure that government is ready to serve diverse populations; and provide a pathway to a good job for workers, particularly those who face  multiple barriers to finding employment.

click here for full story

The State of the U.S. Labor Market: Pre-September 2019 Jobs Release

  1. The unemployment rate remains high for young workers.
  2. Younger workers are more likely to work part time for economic reasons
  3. As school enrollment continues to rise, the labor force participation rate for 16- to 22-year-olds continues to decline
  4. Choosing to pursue an education over work experience may come with risks and trade-offs; the college debt burden continues to swell while the body of research on college food insecurity grows.
  5. As anxieties and predictions about the future of work abound, it is crucial that researchers avoid overlooking the young workers who will eventually enter the labor force.

for full story click here

Board Meetings October 9, 2019

The VWDB Board and Executive Committees will meet on October 9, 2019. Executive Committee at 8:00am and Full Board at 8:30am

Location: Verdugo Jobs Center, Suites A, B, and C , 1255 S. Central Ave, Glendale 91204 

RSVP  dantonioATglendaleca.gov RSVP to: (818) 937-8081

Click here for the Executive Committee Meeting Minutes and Agenda.

Click here for the Full Board Meeting Minutes and Agenda

3rd Annual Disability Resource Fair in Glendale, CA on October 23, 2019

The Verdugo Jobs Center/Work Incentives Planning and Assistance (WIPA) program in collaboration with the Employment Development Department (EDD), Glendale Department of Rehabilitation (DOR), and State Council on Developmental Disabilities (SCDD) would like to invite you to the 3rd Annual Disability Resource Fair on October 23, 2019.

The Disability Resource Fair is featuring the State Council on Developmental Disability (SCDD) who will be presenting a film clip highlighting employed people with disabilities’ success stories and sharing other resources to encourage and empower the disabled population within the community to return to the workforce

When: Wednesday, October 23, 2019 from 10AM-12 NOON

Where: 1255 South Central Ave., Glendale, CA 91204

RSVP: 818-937-8020

Employers Used Facebook to Keep Women and Older Workers From Seeing Job Ads

The Federal Government Thinks That’s Illegal.

In a first, the U.S. Equal Employment Opportunity Commission has ruled that companies violated civil rights law through their use of Facebook’s targeting advertising.

Two years ago, ProPublica and The New York Times revealed that companies were posting discriminatory job ads on Facebook, using the social network’s targeting tools to keep older workers from seeing employment opportunities. Then we reported companies were using Facebook to exclude women from seeing job ads. Experts told us that it was most likely illegal. And it turns out the federal government now agrees. A group of recent rulings by the U.S. Equal Employment Opportunity Commission found “reasonable cause” to conclude that seven employers violated civil rights protections by excluding women or older workers or both from seeing job ads they posted on Facebook. full article

Digital Privacy

Technological progress has created a situation of severe tension and incompatibility between the right to privacy and the extensive data pooling on which the digital economy is based.

In the last decade, both governments and giant corporations have become data miners, collecting information about every aspect of our activities, behavior and lifestyle. New and inexpensive forms of data storage and the internet connectivity revolution — not only in content, but in fact — in just about everything (from smart appliances to nanobots inside people’s bodies) — enable the constant transmission of big data from sensors and data-collection devices to central “brains”; the artificial intelligence revolution has made it possible to analyze the masses of data gathered in this way.

The intensive collection of data and the inherent advantages of the new technology have spawned the cynical idea that privacy is dead, and we might as well just get used to that fact. In what follows, I will describe three aspects of the right to privacy that have become especially relevant in the digital world. I will then demonstrate that not only is privacy still alive and kicking, but also that we should treat it with the respect it deserves as the most important of all human rights in the digital world.

The first perspective on privacy in the digital world is the idea that . . . read full article here