Q and AOn 1 Apr 2002 in Personnel Today Comments are closed. Related posts:No related photos. Previous Article Next Article The employment law team at Boodle Hatfield answer questions on workplaceissuesFlexible working rights Q I have heard the Government is going to introduce new legislation aboutflexible working. Will this mean that employees will have a right to insist onworking part-time? A In November 2001, the Government announced that it proposed tointroduce the right for parents to request part time or flexible hours. Theproposed legislation is the result of an investigation undertaken by the Workand Parents Task Force into how to meet parents’ desire for more flexible workpatterns in a way which is compatible with business efficiency. However, thelegislation will only allow parents the right to request part time work. Itwill not give them the right to insist on part-time working. The main points of the proposed legislation are: 1. Only employees with a minimum of six months’ service, who are parents ofchildren under six or disabled children under 18, will be entitled to requestpart-time hours, and only for the care of the child. 2. All employers, regardless of size, will have to consider requests forflexible working in accordance with a procedural framework which is, insummary, as follows: – The parent makes a request in writing, setting out the working patternthey want and how it can be made to work. – The employer considers the business case for accepting or refusing therequest. – A meeting is held within four weeks to consider the request, at which theparent will have the right to be accompanied – as in disciplinary/grievancehearings. – The employee should use the employer’s grievance procedure if they haveany complaints. – The employer should write to the parent with a decision within two weeksof the meeting. If the request is rejected, the parent will not be able to makea further request until one year has expired. The parent has the right toappeal the decision in writing within two weeks. 3. If an employer does not comply with these procedural steps, the parentwill be able to raise a grievance, ask Acas to intervene with mediation or,ultimately, bring a claim to an employment tribunal, with compensation possiblycapped at four weeks pay. However, a tribunal can only consider: – Whether the procedure has been properly carried out. – Whether the business case has been explained to the parent. – Whether, if a parent has challenged any facts, these facts are true. 4. If a tribunal does find any procedural or factual defects, it can sendthe case back to the employer to reconsider and award compensation to theparent. However, so long as the employer has established a business case forthe refusal (the kind of reasons that the new legislation gives for employersto justify rejecting a request to work part-time are the burden of additionalcosts to the business, inability to meet customer demands, etc) and held theappropriate meetings, the tribunal will not be able to examine the employer’sreasoning or conclusion behind their decision. Therefore, if employers takethese steps it is unlikely that a parent will have any real scope to challengethe refusal of their request work part-time. Sonia Velton Disciplinary procedures Q What will the impact be of new statutory disciplinary procedures? A Next year, the Government’s Employment Bill will introducestatutory disciplinary and dismissal procedures (DDPs) which would become partof every contract of employment. In short, employers intent on dismissing any employee will have to set out,in writing, a statement of the relevant issues to the employee, have a meetingon the subject, and allow the employee, if he or she wishes, to appeal. Once anemployer has complied with these formalities, it may be hard for an applicantto show that his or her dismissal was procedurally unfair. The proposals are not entirely clear as to how they would work in practice,but it seems that either party not complying with those obligations will be inbreach of contract and may be prevented from bringing or defending proceedingsin the tribunal. This could mean that an employer dismissing an individual inbreach of the DDP will find that all post-termination restrictions (egnon-competes) will be unenforceable. Any dismissal which ignores theseprocedures is likely to be automatically unfair, with a minimum compensatoryaward of four weeks’ pay for the employee. The employment tribunal will also beobliged to increase (or decrease where appropriate) any compensation awarded bybetween 10 per cent and 50 per cent. The proposals appear to favour the employer by giving employees less scopeto claim any dismissal was procedurally unfair. There will also be greaterhurdles for applicants in bringing tribunal proceedings by virtue of theobligation to appeal against a disciplinary decision, or raise a grievance,before instituting such proceedings. James Lynas Easing the burden of stress Q I have heard that a case on stress has been decided recently, makingthings easier for employers. What are the main practical implications of thiscase for employers? A The case is Sutherland v Hatton and it was a Court of Appealdecision and thus a very authoritative ruling. The main points are: – Do not assume that any particular job makes people more or less vulnerableto stress and/or psychiatric illness, although employers ought to pay properattention to the risk assessments which they should be compiling under thehealth and safety legislation. – If any issue occurs which might give rise to any concerns over whether anemployee is stressed, the first thing an employer should do is talkconfidentially to the employee. Broaching the situation will give protection tothe employer both in terms of making it more difficult to show that theemployer was negligent, and also gives the employer most chance properly toconsider reasonable adjustments under the DDA. This decision seems to suggest that if an employee tells the employerinformation about his or her medical condition, this can be usually accepted onface value, unless there is something which clearly shows it is wrong. This ishelpful for employers, as it may do away with some of the need to get medicalinformation, in terms of negligence and just possibly for DDA cases. As a result of the consultation with the individual, the employer shouldstrongly consider any adjustments which might be made (‘without movingmountains’), both to satisfy the duty to make reasonable adjustments should theperson turn out to be disabled, and also in order to avoid any claim ofnegligence. However, this case makes it clear that an employer would not beobliged to dismiss or demote an individual if they wanted to continue doingtheir current job. Offering confidential counselling, leading to referrals where necessary,appears to be almost now a complete defence against a negligence claim. Wherefinancially possible, all employers should strongly consider adding thisbenefit to employees’ packages. However, it might be important for employersnot to know both what is discussed in these confidential counselling sessionsbut also the fact they are taking place at all – to avoid some implication ofknowledge of disability under the rather stringent disability case law. When faced with a problem of psychiatric illness/stress, employers shouldtake whatever steps are reasonable, without going overboard. Steps which have adramatic and potentially detrimental impact on other employees are unlikely tobe reasonable, and thus unlikely to be obligatory for an employer to take. Russell Brimelow Quality time with children Q The Government has said that it is committed to ensuring employees canspend more time with their young children. What exactly is it proposing andwhen are we going to see legislation? A The Employment Bill, published on 8 November 2001, introduces newrights to paternity leave and adoption leave as well as extending the currentrights to maternity leave. The main changes are: Ordinary maternity leave will be extended to six months (an increase on thecurrent 18 weeks) and additional maternity leave will also be extended to sixmonths. The Government proposes that SMP will be paid at a rate of £100 perweek, from April 2003, for the whole period of ordinary maternity leave (exceptthe first six weeks when employees will receive 90 per cent of their pay). Thisis a significant increase on the current standard rate of SMP which is £62.20and lasts only for 18 weeks including the first six weeks. The new right to paternity leave means that usually the father will beentitled to a single period of two weeks paternity leave to be taken within 56days of the child’s birth, or the date of the child’s placement for adoption.Where a child is adopted, parents will have to decide whether to receivestatutory paternity pay as they would also be entitled to the new right tostatutory adoption pay. Adoption leave will be another new right, mirroring extended maternity leave.An adoptive parent with at least six months service will have the right to takesix months ordinary adoption leave followed by six months additional adoptionleave. It is intended that the full six months of ordinary adoption leave will,after the first six weeks, be paid at the same rate as SMP and statutorypaternity pay. Where the adoptive parents are married, only one of them canelect to receive statutory adoption pay. The right to adoption leave will notapply to foster parents adopting children already living with them orstep-parents adopting their spouse’s offspring. The right to statutory paternity pay and adoption pay will arise where anemployee has been employed for a continuous period of at least 26 weeks beforethe week preceding the 14th week before the expected week of childbirth – thesame as SMP. These rights are expected to come into force in April 2003. Karen Ozzard The perils of e-mail Q What e-mail problems do I need to look out for? A Most people assume discrimination issues are the only ones theyneed to be aware of when monitoring their e-mail systems. In fact, employerscan face criminal liability for a variety of offences. Under the Defamation Act 1996, employers will be liable for defamatorystatements made by employees on work systems. Because e-mails leave a permanentrecord, they can trigger libel actions. Even internal communications willqualify as ‘publications’ for these purposes. Also, employees who forward obscene material, which includes both sexualmaterial and violent images, can be guilty of transmitting obscene material forthe purposes of the Obscene Publications Act 1959. In this context,transmission is viewed as including electronic transmission. Although it is nota criminal offence to access and download pornography – although it may beoffensive and constitute harassment – the distribution of such material is acriminal offence. Another problem can be ‘flame-mail’ – rude, unnecessary, sarcastic orsexually or racially unacceptable e-mails. Although this may sometimes be areflection of an autocratic management style, messages which amount toharassment on at least two occasions, or cause a person to fear violence, willbe a criminal offence under the Protection from Harassment Act 1997. Thislegislation allows harassment to become an offence, even if it wasunintentional. Aggressive e-mails can also lead to a breakdown in trust and confidence andlead to increased illness absence and constructive dismissal claims. Employers also need to be aware of the Criminal Justice and Public Order Act1994, which makes it illegal to intentionally cause harassment, alarm ordistress by using threatening, abusive or insulting language or behaviour, ordisplaying any message which is threatening, abusive or insulting. Clearly, this can include both on screen messages and printed material. Asmight be expected, employers can be vicariously liable for these types ofoffences so careful thought in the preparation of e-mail and internet policiesis worth the time and effort. Warren Wayne
Data from the Ministry of Justice reveals that mortgage possession claims have risen by 37 per cent.This follows a three-year period of stability before an initial increase in Q4 2018. Mortgage orders, warrants and repossessions have grown by 42%, 19% and 11% respectively, relative to Q1 2018.The North West of England (namely Pendle, Blackpool, Hyndburn and Wyre) reported an increased frequency of mortgage possession claims compared to other regions. Luton, Liverpool, Croydon and Birmingham were also in the highest 25.IS THE LANDLORD EXODUS TO BLAME? Mark Pilling, MD, Spicerhaart Corporate Sales says that many landlords who have given notice to tenants are now suffering as these tenants stop paying and that residential possessions will continue to rise as borrowers run out of options. “The latest statistics reveal that buy to let possessions are down, but arrears are up. As a result of recent regulatory changes, there are many private landlords looking to get out of the sector – this rise could be down to the fact that some tenants who have been given notice are now not making their rent payments.“In terms of residential mortgages, arrears are down slightly – although those in arrears of 10% or more remain fairly static – but possessions are up by 10%, a fairly significant increase. And while they are still not at the levels seen after the financial crisis, they are slowly creeping up.“I think we will see these residential possession numbers continue to increase every quarter, ballooning at the end of the year as borrowers start to run out of options. While forbearance is still an option for some, lenders need to look at all the circumstances of each customer and get the right strategy in place.IT CAN HAPPEN TO ANY OF USCo-founder of Property Solvers, and author of the Stop Repossession Guide, Ruban Selvanayagam said, “Despite historically low interest rates and a much stricter approach to lending, this data demonstrates that the risks of falling into mortgage default never really went away. Although it’s hard to pinpoint the exact cause, we often find that illness, unemployment, divorce or excessive consumer debt all come into play. The truth is that any of us could fall into such a situation.”PRE-ACTION PROTOCOL“Lenders are governed by the Mortgages and Home Finance: Conduct of Business Sourcebook and must adhere to what’s known as the pre-action protocol. This essentially means that they have a legal obligation to treat homeowners fairly and discuss their financial situation in an honest manner.“As a borrower, you must also be given a sufficient amount of time to clear your arrears. We always urge people to communicate regularly with their lender. Burying your head in the sand will only make matters worse. If you can pay down at least some of what you owe and work towards clearing the arrears, you’ll be ok.”Ruban Selvanayagam Mark Pilling mortgage possession claims Sheila Manchester Spicehaart Corporate Sales Stop Repossession Guide May 10, 2019The NegotiatorWhat’s your opinion? Cancel replyYou must be logged in to post a comment.Please note: This is a site for professional discussion. Comments will carry your full name and company.This site uses Akismet to reduce spam. Learn how your comment data is processed.Related articles Letting agent fined £11,500 over unlicenced rent-to-rent HMO3rd May 2021 BREAKING: Evictions paperwork must now include ‘breathing space’ scheme details30th April 2021 City dwellers most satisfied with where they live30th April 2021 Home » News » Housing Market » Mortgage possession claims rise previous nextHousing MarketMortgage possession claims riseFollowing three years of stability there has been a dramatic rise in mortgage possession claims with both owner-occupier and buy-to-let loans.Sheila Manchester10th May 201901,371 Views
Fever greater than 100.0 F If the visitor screen is negative, the visitation may proceed provided the visitor’s movement within the hospital is limited to the patient’s room.Ascension St. Vincent appreciates the cooperation of the communities we are privileged to serve.FacebookTwitterCopy LinkEmail Exceptions – Exceptions to visitor restrictions may be made on a case-by-case basis. In particular, compassionate exceptions will be made. Cough Age minimum – Visitors must be at least 18 years of age, unless they are an emancipated minor, the parent of a patient or other case-by-case exception. Screening for visitors – All visitors will be screened for the following symptoms: Ascension St. Vincent has updated temporary visitor restrictions at hospitals in the North and South regions to reduce the spread of viral respiratory infections, including COVID-19. This is being done in alignment with the latest recommendations from public health authorities and city and state officials.Given the unique circumstances related to COVID-19, the following restrictions reduce the risk of exposure for visitors, patients, caregivers, and associates and have been implemented at Ascension St. Vincent Anderson, Carmel, Clay, Dunn, Evansville, Fishers, Jennings, Kokomo, Mercy, Randolph, Salem, Warrick, and Williamsport.Hospital entrances – All hospitals have limited hospital entry points.One visitor per patient at a time Difficulty breathing
You may have read the play in high school or seen a local production. After all, in the more than six decades since its debut, Tennessee Williams’ “The Glass Menagerie” has joined the canon of great American theater. But over the course of countless stagings, the play also may have lost much of its evocative, unpredictable clout.In a discussion at the Radcliffe Institute for Advanced Study on Monday titled “An Evening with John Tiffany,” the director and Diane Paulus ’88 argued that Williams’ unconventionality has been watered down over the years.Paulus, artistic director of the American Repertory Theater (A.R.T.), and Tiffany RI ’11, who will direct the A.R.T.’s upcoming production of the play, intend to honor the work’s original, groundbreaking spirit. Their production will mark the first time that the A.R.T. has produced a Williams play. “We’ve presented a production or two,” said Paulus, “but we’ve never self-generated and made our own.”Helping them in their quest to restore the play’s radical edge is the concept of “plastic theater,” introduced by Williams himself with the play. Contrary to what subsequent, realistic stagings of “Menagerie” may have led viewers to believe, the playwright railed against “the exhausted theater of realistic conventions,” encouraging instead that his plays be presented with an expressionism that more closely approaches their truth.“It doesn’t feel as though we’re doing something radical in terms of anything to undermine or corrupt the play in any way,” said Tiffany. “I’m just taking Tennessee at his word.”Or words: specifically, “memory play.” Tiffany found this phrase most instructive when conceiving the production’s look and feel. “In memory, anything can happen,” he said. “In memory, things are distorted, and things are exaggerated, or reduced, or not there.” He called this plasticity of the play a gift to any director, one that will, he hoped, help to capture the profundity of the work.“Tennessee Williams, more than any other author, is about emotional truth and raw expression,” said Paulus. “It’s not about the realistic recreation. It’s about a poetic expression or transformation.” Without spoiling the look and feel of the A.R.T. production, Tiffany added, “I don’t think ‘The Glass Menagerie’ has looked like this before — ever.”In addition to a preview of sorts of the ideas and methods behind the new production, Tiffany and Paulus told stories of how their collaboration came to be, and they provided a behind-the-scenes look at how the casting selections were made, including the choice of the award-winning Cherry Jones as Amanda Wingfield. That was instrumental in bringing the playto Cambridge. (Jones was a founding member of the A.R.T.)According to Tiffany, persuading Jones took a great deal of effort. She had vowed never to do the play, perhaps because she found it claustrophobic. In fact, said the director, “Once she got past the age where she could play Laura, she gave every single copy that she had of ‘The Glass Menagerie’ … away.”It was only after Tiffany set up a reading of the play at the New York Theatre Workshop — “just for us,” he told her — that Jones finally relented, saying “When do we start?” She will be joined onstage by Zachary Quinto, best known for the television shows “Heroes” and “American Horror Story,” who will play Tom. Described as “a stage creature” by Tiffany, Quinto has a longtime love of Williams’ work.Paulus and Tiffany understand experimental theater. Paulus earned a reputation as an avant-gardist when she co-created “The Donkey Show,” a reimagining of “A Midsummer Night’s Dream” as a disco fable, which she revived when she arrived at the A.R.T. in 2008. Later, she brought “Sleep No More,”a co-production of the A.R.T. and London’s Punchdrunk theater company, to Brookline’s Old Lincoln School. That was an interactive version of “Macbeth” that incorporated elements from filmmaker Alfred Hitchcock into a site-specific, immersive experience.Tiffany was once associate director of the National Theatre of Scotland, an unconventional, nomadic theater whose motto is “Theatre without walls.” There, he directed the international sensation “Black Watch,” a military drama originally staged in a drill hall in Edinburgh. While a Radcliffe fellow, he delivered the Julia S. Phelps Lecture in Arts and the Humanities, “Can We Keep Up? Theater’s Incredible Ability to Evolve.” In the lecture, he explored his approach to theater, a medium he said should keep up with modern audiences through variety, interaction, and a sense of fun. He then went on to reimagine “Macbeth” as a one-man show set in a mental institution.Most recently, both directors have earned praise and awards for musicals born at the A.R.T. and now on Broadway. Paulus’ reimagined “The Gershwins’ Porgy and Bess” won the Tony Award for best musical revival, while Tiffany won a best director Tony for his stage adaptation of the film “Once,” which also won for best musical. “Once” workshopped at the A.R.T. in 2011, and was the first collaboration between Tiffany and Paulus.Introducing and moderating the event, Radcliffe Institute Dean Lizabeth Cohen RI ’02 called Tiffany “the first offspring” of another developing collaboration, this one between the institute and the A.R.T.“We have been neighbors for years,” she said, “but this evening signals that a new, programmatic partnership is under way.” Look for the next “joint production” of the two local institutions on Radcliffe Day, May 31, when a panel discussion at the A.R.T., called “From Artist to Audience,” will celebrate the arts and probe the challenges involved in keeping them alive and well.“The Glass Menagerie” plays at the Loeb Drama Center from Feb. 2 to March 17.
View Comments The cast of ‘Hamilton’ & a bunch of Hamiltons(Photo: Joan Marcus) History had its eyes on Hamilton on Broadway’s biggest night, but before the musical won 11 Tonys out of a record-breaking 16 nominations, it reached yet another milestone. The revolutionary musical from Lin-Manuel Miranda surpassed the $2 million mark for the first time in its Broadway run, which celebrates the anniversary of its first performance one month from today. Joining the show in the front runners was The Lion King in its usual top spot, along with Wicked, Aladdin and The Book of Mormon. Two other nominated productions, Waitress and Long Day’s Journey Into Night, joined Hamilton in playing at Standing Room Only this past week.Here’s a look at who was on top—and who was not—for the week ending June 5:FRONTRUNNERS (By Gross)1. The Lion King ($2,071,899)2. Hamilton ($2,028,208)3. Wicked ($1,859,038)4. Aladdin ($1,581,642)5. The Book of Mormon ($1,343,083)UNDERDOGS (By Gross)5. Fully Committed ($370,867)4. The Curious Incident of the Dog in the Night-Time ($360,867)3. Fun Home ($331,268)2. The Father ($298,505)1. An Act of God ($256,649)*FRONTRUNNERS (By Capacity)1. The Book of Mormon (102.27%)2. Hamilton (101.76%)3. Waitress (100.86%)4. Long Day’s Journey Into Night (100.23%)**5. The Lion King (100.03%)UNDERDOGS (By Capacity)5. Fiddler on the Roof (67.46%)4. Something Rotten! (66.76%)3. Kinky Boots (63.14%)2. Jersey Boys (62.43%)1. The Curious Incident of the Dog in the Night-Time (59.50%)* Number based on seven regular performances** Number based on six regular performancesSource: The Broadway League
SAN JOSÉ — Isla de Coco, one of the world’s largest uninhabited islands, achieved fame in 1993 as the backdrop for Stephen Spielberg’s blockbuster movie “Jurassic Park.” Twenty years later, the remote Costa Rican island is better known as a dropoff point for drug traffickers. Officials gathered Aug. 14 on this nine-square-mile speck of land in the middle of the Pacific to celebrate the construction of a radar station they hope will end this infamous reputation. “This is the first step in our new Maritime Control and Vigilance Strategy,” said Public Security Minister Mario Zamora. “Today is a historic day for the national security of Costa Rica, in a very complex area like Isla de Coco. At 340 miles off our coast, we are beginning to recuperate and expand our police presence to the very ends of our territory.” The week before announcing the new radar facility, Costa Rica’s Public Security Ministry met with Interpol officials to create the National Steering Committee on Environmental Safety. The organization’s first priority is to develop electronic monitoring for Costa Rica’s coasts, information that can then be shared with Interpol. “This new structure will facilitate working together and sharing information with help from Interpol’s resources to combat crime,” Deputy Interior Minister Marcela Chacón told reporters. Costa Rica disbanded its military in 1948, leaving the country with no navy to patrol its 206,000 square miles of ocean territory. The Costa Rican Coast Guard and police now patrol the ocean, with assistance from other countries through joint patrolling agreements. Isla de Coco’s waters are restricted because it is a national park. But the lack of an alert system has prevented officials from effectively tracking down trespassers and drug traffickers. The area is monitored by infrequent Coast Guard patrols and one patrol ship of park guards. The new $2 million radar facility will let police and park rangers detect vessels within a 100-mile radius of the island, and to deploy units immediately, Zamora said, adding that 66 patrol boats will be used to patrol the area. Officials expect that the new system, which will be operated by the Costa Rican Coast Guard, will be up and running by February of next year. “This new equipment will allow us to send radar-directed patrols with two objectives: eliminating narcotics trafficking boats and illegal fishing boats,” Zamora said, adding that the new facility is the first of 17 to be built along the country’s Pacific and Caribbean coastlines. By Dialogo August 28, 2013
“If your customer base is aging with you, then eventually you are going to become obsolete or irrelevant. You need to be constantly figuring out who are your new customers and what are you doing to stay forever young,” says Jeff Bezos, founder and CEO of Amazon.com.We might note the impact of these words in consideration of financial institution branches and how this business model is influenced by tech-savvy younger generations.The literature indicates millennials are part of the force at work that currently drives change in how providers make financial services accessible. Branches are not only susceptible to this change, but in a state of it as financial institutions consider—and reconsider—the role of this point of contact.This week, discover how branches are influenced by the younger demographic and ways you can incorporate to evolve your branches in response to changing consumer need. continue reading » 1SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr
19SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,John Pettit John Pettit is the Managing Editor for CUInsight.com. John manages the content on the site, including current news, editorial, press releases, jobs and events. He keeps the credit union … Web: www.cuinsight.com Details If you’re aware of the proper pronunciation of the name of the technology (Qi) behind those fancy wireless chargers, then the title of this article might have been good for a laugh (it’s pronounced “CHEE”). If you were already aware of that pronunciation and didn’t laugh then I’m just going to assume you’re a comedy snob. Anyone who owns a newer smartphone or Air Pods has probably thought about picking up one of these fancy accessories. If you’re tired of buying charging cables or just love cool technology, here are three options under $35 you should consider for keeping your smart devices charged up…Belkin Boost Up Wireless Charging Pad: This bad boy was designed with Apple for the fastest charging speed for iPhone at 7.5W. All other QI enabled devices charge at the standard 5W speed. It comes with an AC adapter and a 3-year warranty. You can find this model on Amazon for under $30.ZealSound Ultra-Slim Triple Wireless Charger Station: If you have a large family or multiple devices to keep charged, this might be the accessory for you. This guy can charge three QI-enabled phones at once and is universally compatible. It comes with an AC adapter and 1-year no hassle full refund and exchange warranty backed by 24 hour ZealSound Service. You can find it on Amazon for less than $35.TOZO Wireless Charger Ultra Thin: This sleek little fella is very fashionable and at $17, it’s almost as cheap as buying a new charging cable. Right now you can get it on Amazon for under $15!All three of these products have good reviews on Amazon, but if you own any of these or similar ones that you love or hate, let us know down in the comments so we’ll know which ones to purchase or avoid. Have a great weekend!
The U.S. economy exceeded expectations by adding 1.8 million jobs in July. NAFCU Chief Economist and Vice President of Research Curt Long – in a new NAFCU Macro Data Flash report – credited the sharp slowdown to inaction on a new fiscal stimulus package and school closures.“Prior months saw sharp increases in permanent job losses, but that was halted last month at a still-lofty 2.9 million,” said Long. “Roughly 40 percent of the overall drop in employment from February to April has now been recovered, but that still leaves 15 million workers on the sidelines.”“It will take a long time to get back to those levels of employment, but the good news is that the labor market is demonstrating that it can continue to heal even at a time (mid-July) when COVID cases were growing,” Long added.Average hourly earnings rose 7 cents in July, driven by higher-wage workers returning to the job market. Of note, the May and June employment numbers were revised upward by 26,000 and downward by 9,000 jobs, respectively. continue reading » ShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr
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