For those with an interest in animals who would like to pursue a career working with animals it is worth knowing the Standard Occupational Classification has ten occupations doing various things with, or for, animals. In 2012 there were 437.9 thousand jobs in these occupations.
The ten Standard Occupational Classifications with their 2012 employment, average annual change in employment since 2000.and SOC definition are below.
#19-1011 Animal Scientist– 2,120, 45/yr
Conduct research in the genetics, nutrition, reproduction, growth, and development of domestic farm animals. Also known as dairy scientist, poultry scientist. Animal scientists work for better, lower cost ways to produce meat, poultry, eggs and milk.
A few animal scientists work in private industry especially food processing, but most work at state universities and state funded agricultural experiment stations doing food related research. A doctorate in biology, chemistry or relevant engineering is necessary for independent research although a BA degree in an agricultural science field qualifies to assist in research.
The entry wage for the national market in the 10th percentile for animal scientist is reported as $34,550 in 2012. The 25th percentile wage equals $43,940. The median wage is $61,680, the 75th percentile wage equals $91,160, and the 90th percentile wage is $129,440.
The wages of animal scientists have kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $47,800 in 2012, the animal scientist wage would need to be $54,437.53. In stead it was $61,680, a 13.3 percent increase in the real wage for those six years.
#19-1023 Zoologists and Wildlife Biologists– 18,650, 578/yr
Study the origins, behavior, diseases, genetics, and life processes of animals and wildlife. May specialize in wildlife research and management, including the collection and analysis of biological data to determine the environmental effects of present and potential use of land and water areas. Also known by specialty as Ornithologist, Mammalogists, Herpetologist, Ichthyologists
Government employs nearly two thirds of zoologists and wildlife biologists. A few percent work in education as teachers and few more work in the private sector as consultants. A B.A. degree is a minimum requirement, but a PhD is necessary to lead independent research.
The entry wage for the national market in the 10th percentile for Zoologists and Wildlife Biologists is reported as $37,100 in 2012. The 25th percentile wage equals $45,790. The median wage is $57,710, the 75th percentile wage equals $73,010, and the 90th percentile wage is $95,430.
The wages of Zoologists and Wildlife Biologists have not kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $53,300 in 2012, the Zoologists and Wildlife Biologists wage would need to be $60,701.15. Instead it was $57,710, a -4.93 percent increase in the real wage for those six years.
#29-1131 Veterinarian– 56,020, 1,313/yr
Diagnose and treat diseases and dysfunctions of animals. May engage in a particular function, such as research and development, consultation, administration, technical writing, sale or production of commercial products, or rendering of technical services to commercial firms or other organizations. Include veterinarians who inspect livestock. Also known as Animal Pathologist, Animal Surgeon, Veterinary Bacteriologist, Veterinary Inspector
A Veterinarian requires four years of college and then a veterinarian degree from one of Americans 29 vet schools, which are primarily at state universities. Almost all work in veterinary services either as a salaried employee or self employed. A small percent work teaching and a small percent in research.
The entry wage for the national market in the 10th percentile for Veterinarian is reported as $51,530 in 2012. The 25th percentile wage equals $67,040. The median wage is $84,460, the 75th percentile wage equals $108,640, and the 90th percentile wage is $144,100.
The wages of Veterinarian have kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $71,990 in 2012, the Veterinarian wage would need to be $81,986.41. In stead it was $84,460, a 3.02 percent increase in the real wage for those six years.
#29-2056 Veterinary Technologists and Technicians– 83,350, 2,748/yr
Perform medical tests in a laboratory environment for use in the treatment and diagnosis of diseases in animals. Prepare vaccines and serums for prevention of diseases. Prepare tissue samples, take blood samples, and execute laboratory tests, such as urinalysis and blood counts. Clean and sterilize instruments and materials and maintain equipment and machines. Also known as Animal Technician; Veterinary X-ray Operator
A Veterinary Technologist or Technician has the same types of duties in a veterinary practice that a registered nurse has in the health care field. To qualify an AA or BA degree in animal health technology or veterinary technician assistant is necessary. Virtually all of them work in veterinary services because they assist veterinarians.
The entry wage for the national market in the 10th percentile for Veterinary Technologists and Technicians is reported as $21,030 in 2012. The 25th percentile wage equals $25,150. The median wage is $30,290, the 75th percentile wage equals $36,580, and the 90th percentile wage is $44,030.
The wages of Veterinary Technologists and Technicians have not kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $26,780 in 2012, the Veterinary Technologists and Technicians wage would need to be $30,498.63. In stead it was $30,290, a -.68 percent increase in the real wage for those six years.
#31-9096 Veterinary Assistants & Laboratory Animal Caretakers– 71,500, 1,358/yr
Feed, water, and examine pets and other non-farm animals for signs of illness, disease, or injury in laboratories and animal hospitals and clinics. Clean and disinfect cages and work areas, and sterilize laboratory and surgical equipment. May provide routine post-operative care, administer medication orally or topically, or prepare samples for laboratory examination under the supervision of veterinary or laboratory animal technologists or technicians, veterinarians, or scientists.
Veterinary assistants work for veterinary technologists or veterinarians either in their vet practices or helping to care for animals that are part of veterinary research Training is usually on the job training.
The entry wage for the national market in the 10th percentile for Veterinary Assistants and Laboratory Animal Caretakers is reported as $17,150 in 2012. The 25th percentile wage equals $19,220. The median wage is $23,130, the 75th percentile wage equals $28,840, and the 90th percentile wage is $35,510.
The wages of Veterinary Assistants and Laboratory Animal Caretakers have kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $19,960 in 2012, the Veterinary Assistants and Laboratory Animal Caretakers wage would need to be $22,731.61. In stead it was $23,130, a 1.75 percent increase in the real wage for those six years.
#33-9011 Animal Control Workers – 13,890, 486/yr
Handle animals for the purpose of investigations of mistreatment, or control of abandoned, dangerous, or unattended animals. Also known as Animal Warden; Dog Catcher; Humane Officer
Almost 90 percent of Animal Control Workers work for a municipal government. The rest work for civic associations like humane societies. There are no educational requirements beyond high school. Training is mostly on the job training.
The entry wage for the national market in the 10th percentile for Animal Control Workers is reported as $19,730 in 2012. The 25th percentile wage equals $25,090. The median wage is $31,680, the 75th percentile wage equals $39,920, and the 90th percentile wage is $50,730.
The wages of Animal Control Workers have not kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $27,910 in 2012, the Animal Control Workers wage would need to be $31,785.54. In stead it was $31,680, a -.33 percent increase in the real wage for those six years.
#39-2011 Animal Trainers - 11,170, 398/yr
Train animals for riding, harness, security, performance, or obedience, or assisting persons with disabilities. Accustom animals to human voice and contact; condition animals to respond to commands. Train animals according to prescribed standards for show or competition. May train animals to carry pack loads or work as part of a pack team. Also known as Dog Trainer; Horse Breaker; Lion Trainer
More than half of animal trainers are self-employed and most train dogs or horses. Agriculture, forestry and hunting also employ another 25 to 30 percent. Nine to ten percent train animals as paid employees of pet services companies or retail pet stores. Zoos, nature parks, historical sites, spectator sports employ another 5 percent. A high school education is adequate as formal education and the rest is on the job training from someone more experienced.
The entry wage for the national market in the 10th percentile for Animal Trainers is reported as $17,580 in 2012. The 25th percentile wage equals $19,860. The median wage is $25,270, the 75th percentile wage equals $36,560, and the 90th percentile wage is $49,840.
The wages of Animal Trainers have not kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $26,310 in 2012, the Animal Trainers wage would need to be $29,963.37. In stead it was $25,270, a -15.66 percent increase in the real wage for those six years.
#39-2021 Non-farm Animal Caretakers -- 150,140, 5,275/yr
Feed, water, groom, bathe, exercise, or otherwise care for pets and other nonfarm animals, such as dogs, cats, ornamental fish or birds, zoo animals, and mice. Work in settings such as kennels, animal shelters, zoos, circuses, and aquariums. May keep records of feedings, treatments, and animals received or discharged. May clean, disinfect, and repair cages, pens, or fish tanks. Also known as Dog Walker, Dog Groomer, Kennel Worker; Stable Attendant
The entry wage for the national market in the 10th percentile for Non-farm Animal Caretakers is reported as $16,490 in 2012. The 25th percentile wage equals $17,790. The median wage is $19,690, the 75th percentile wage equals $24,590, and the 90th percentile wage is $32,500.
The wages of Non-farm Animal Caretakers have not kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $18,140 in 2012, the Non-farm Animal Caretakers wage would need to be $20,658.89. In stead it was $19,690, a -4.69 percent increase in the real wage for those six years.
#45-2021 Animal Breeders– 1,460, -18/yr
Breed animals such as cattle, goats, horses, sheep, swine, poultry, dogs, cats, or pet birds. Select and breed animals according to their genealogy, characteristics, and offspring. May require knowledge of artificial insemination techniques and equipment use. May involve keeping records on heats, birth intervals, or pedigree. Also known as Artificial Inseminator; Chicken Fancier; Horse Breeder
Animal breeders are mostly self employed but many do work as salaried employees in agriculture. Less than one percent work in other industries. A high school education and prior experience with animals is enough training in many situations but more animal breeders use the science of genetics and statistics to evaluate breeding rates for good growth, meat, milk and egg production rates.
The entry wage for the national market in the 10th percentile for Animal Breeders is reported as $18,110 in 2012. The 25th percentile wage equals $24,650. The median wage is $34,250, the 75th percentile wage equals $49,460, and the 90th percentile wage is $59,340.
The wages of Animal Breeders have kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $27,090 in 2012, the Animal Breeders wage would need to be $30,851.67. In stead it was $34,250, an 11.02 percent increase in the real wage for those six years.
#45-2093 Farm workers– 29,570, -558/yr
Attend to live farm, ranch, or aqua-cultural animals that may include cattle, sheep, swine, goats, horses and other equines, poultry, finfish, shellfish, and bees. Attend to animals produced for animal products, such as meat, fur, skins, feathers, eggs, milk, and honey. Duties may include feeding, watering, herding, grazing, castrating, branding, de-beaking, weighing, catching, and loading animals. May maintain records on animals; examine animals to detect diseases and injuries; assist in birth deliveries; and administer medications, vaccinations, or insecticides as appropriate. May clean and maintain animal housing areas. Include workers who shear wool from sheep, and collect eggs in hatcheries. Also known as Horse Groomer; Beekeeper; Livestock Feeder
The entry wage for the national market in the 10th percentile for Farm workers is reported as $16,690 in 2012. The 25th percentile wage equals $18,430. The median wage is $22,060, the 75th percentile wage equals $28,210, and the 90th percentile wage is $35,790.
The wages of farm workers have kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $19,060 in 2012, the Farm workers wage would need to be $21,706.64. In stead it was $22,060, a 1.63 percent increase in the real wage for those six years.
Summary
Non-farm animal care taker has 34 percent of the 437.9 thousand jobs in the ten occupations. It also has the most new jobs over the last decade, but unfortunately the lowest median wage, which has not kept up with inflation since 2006. Only three of the ten occupations have a median wage over $50,000 – animal scientist, zoologist and wildlife biologist, veterinarian – and three more have median wages in the $30,000’s -- Veterinary Technologists and Technicians, Animal Control Workers, Animal Breeders can be considered career employment. Three have median wages in the $20,000’s – Veterinary Assistants & Laboratory Animal Caretakers, animal trainer, farm worker. Non-farm Animal Caretakers – has a median salary below $19,690.
Monday, January 13, 2014
Monday, December 23, 2013
Behind the Kitchen Door
Saru Jayaraman, Behind the Kitchen Door, (Ithaca, NY: Cornell University Press, 2012), 175 pages, $21.95
When I was a teenager at restaurants with my dad he usually paid with cash and waited for change before figuring a tip, which he would put down as we got up to leave or sometimes hand to the waitress.
I watched this process many times before I got curious enough to ask how much a tip should be. I was told in somber tones that the proper tip was 15 percent of the bill before taxes. Further instructions included several warnings. If you tip less you will be thought of as cheap or chintzy; if you tip more you might get laughed at as someone wanting to be a big shot.
I thought about that advice a number of times reading Behind the Kitchen Door, a short book of 175 pages and seven chapters entirely devoted to the trials and troubles of earning a living in today’s restaurant industry. Discussion includes as much about work in the dining room as work behind the kitchen door.
The author founded the Restaurant Opportunities Centers United in April 2002 and continues today as national director. The Centers advocate for restaurant workers organized within local affiliates in cities around the U.S. As a labor organizer she could be part Mother Jones and part Frances Perkins; the center sounds like a union by another name.
The book starts with the 250 people who lost their jobs in the restaurant at the top of the World Trade Center after 9/11. We meet some of the displaced and learn about their lives, their hopes and their struggles. Along the way we meet other people; I counted at least sixteen. Jayaraman tells their stories while filling in with some industry facts, figures and discussion until readers understand the restaurant industry and how it works by the end of the book, but also where it fails patrons and restaurant staff.
In Chapter two readers meet Diep, a Vietnamese immigrant, whose varied experiences gardening, working in restaurants and owning her own restaurant help introduce many of the issues and problems in the restaurant industry. Diep’s restaurant offers stark contrast to franchise restaurants, fast and slow. She worries about organic, locally grown produce and paying a living wage.
Remaining chapters cover specific topics like sick leave, income and discrimination. Most restaurant workers work when they are sick because few get sick leave and the National Restaurant Association lobbies against requiring it. Apparently Typhoid Mary from folklore tales worked at a restaurant so we get the picture here. In Chapter four, $2.13 – the Tipping Point, readers not familiar with the economics of restaurants learn about wages, the sub-minimum wages of tipped employees, and some of the abuses many have to cope with working in restaurants.
In 1996 and again in 2007 the restaurant industry lobbied Congress to leave the tipped minimum wage at $2.13 an hour. The Federal tipped minimum has remained at $2.13 an hour since 1991, which makes it only 29 percent of the present $7.25 an hour minimum wage.
Under federal rules in the Fair Labor Standards Act employers who pay a sub minimum wage must verify that tips are enough to bring an employee up to at least the minimum wage, a practice known as taking the tip credit. Taking the tip credit requires detailed recordkeeping because employers are required to verify that tips are enough to make up the difference of the minimum and sub minimum wage. If tips are not enough to equal the minimum wage then the employer is expected to make up the difference.
Here we learn first hand from Claudia how that can work. Her employer said “If you don’t make enough tips to make up the difference you have to report that you made up the money anyway.” Tax withholding based on $7.25 an hour when tips are little and the tipped minimum wage is $2.13 an hour can and does generate pay checks of zero.
Differences in table assignments in the dining room and individual work schedules can also cause wide disparities in earnings for the same job in the same restaurant, especially serving occupations. This makes equality of opportunity as big an issue for restaurant workers as in any other industry or profession.
Two more chapters report and describe personal experience with racial-ethnic and gender bias in restaurant work. Here the many people we meet give convincing details of differences in pay and opportunities based on the unfounded reluctance to have people of color and women in visible positions in the dining room.
The Bureau of Labor Statistics reports 11.55 million working in eighteen food preparation and serving occupations at a median wage of $9.10 in 2012. Their numbers are growing. Behind the Kitchen Door advocates for these workers. Its goals are modest as summed in a last chapter where she asks for those who dine out to vote with their fork and to expect restaurants that cut corners with their help to cut corners with the meals they serve to patrons. Jayaraman asks us to talk to restaurant workers and find out how they are treated and to “Always try to know from the workers if they will be getting all of their tips.” She asks for those who dine out to voice their political support for a higher minimum tipped wage and paid sick leave for restaurant workers.
The book is organized clearly and reads easily. Even though the book is short it dragged at times for me because Jayaraman described the lives of the people in her book in enormous detail, often describing families and life experiences unconnected to restaurant work. For some this may be an advantage and it does humanize the people in the book, but I wanted more examples with details about earnings, wage theft, tips, tip schemes and IRS involvement with tip abuses. In that way it is less of a labor book and more of an interview book than I would like, but despite these reservations it provides a good way for readers to know the workings of the restaurant industry and its problems.
When I was a teenager at restaurants with my dad he usually paid with cash and waited for change before figuring a tip, which he would put down as we got up to leave or sometimes hand to the waitress.
I watched this process many times before I got curious enough to ask how much a tip should be. I was told in somber tones that the proper tip was 15 percent of the bill before taxes. Further instructions included several warnings. If you tip less you will be thought of as cheap or chintzy; if you tip more you might get laughed at as someone wanting to be a big shot.
I thought about that advice a number of times reading Behind the Kitchen Door, a short book of 175 pages and seven chapters entirely devoted to the trials and troubles of earning a living in today’s restaurant industry. Discussion includes as much about work in the dining room as work behind the kitchen door.
The author founded the Restaurant Opportunities Centers United in April 2002 and continues today as national director. The Centers advocate for restaurant workers organized within local affiliates in cities around the U.S. As a labor organizer she could be part Mother Jones and part Frances Perkins; the center sounds like a union by another name.
The book starts with the 250 people who lost their jobs in the restaurant at the top of the World Trade Center after 9/11. We meet some of the displaced and learn about their lives, their hopes and their struggles. Along the way we meet other people; I counted at least sixteen. Jayaraman tells their stories while filling in with some industry facts, figures and discussion until readers understand the restaurant industry and how it works by the end of the book, but also where it fails patrons and restaurant staff.
In Chapter two readers meet Diep, a Vietnamese immigrant, whose varied experiences gardening, working in restaurants and owning her own restaurant help introduce many of the issues and problems in the restaurant industry. Diep’s restaurant offers stark contrast to franchise restaurants, fast and slow. She worries about organic, locally grown produce and paying a living wage.
Remaining chapters cover specific topics like sick leave, income and discrimination. Most restaurant workers work when they are sick because few get sick leave and the National Restaurant Association lobbies against requiring it. Apparently Typhoid Mary from folklore tales worked at a restaurant so we get the picture here. In Chapter four, $2.13 – the Tipping Point, readers not familiar with the economics of restaurants learn about wages, the sub-minimum wages of tipped employees, and some of the abuses many have to cope with working in restaurants.
In 1996 and again in 2007 the restaurant industry lobbied Congress to leave the tipped minimum wage at $2.13 an hour. The Federal tipped minimum has remained at $2.13 an hour since 1991, which makes it only 29 percent of the present $7.25 an hour minimum wage.
Under federal rules in the Fair Labor Standards Act employers who pay a sub minimum wage must verify that tips are enough to bring an employee up to at least the minimum wage, a practice known as taking the tip credit. Taking the tip credit requires detailed recordkeeping because employers are required to verify that tips are enough to make up the difference of the minimum and sub minimum wage. If tips are not enough to equal the minimum wage then the employer is expected to make up the difference.
Here we learn first hand from Claudia how that can work. Her employer said “If you don’t make enough tips to make up the difference you have to report that you made up the money anyway.” Tax withholding based on $7.25 an hour when tips are little and the tipped minimum wage is $2.13 an hour can and does generate pay checks of zero.
Differences in table assignments in the dining room and individual work schedules can also cause wide disparities in earnings for the same job in the same restaurant, especially serving occupations. This makes equality of opportunity as big an issue for restaurant workers as in any other industry or profession.
Two more chapters report and describe personal experience with racial-ethnic and gender bias in restaurant work. Here the many people we meet give convincing details of differences in pay and opportunities based on the unfounded reluctance to have people of color and women in visible positions in the dining room.
The Bureau of Labor Statistics reports 11.55 million working in eighteen food preparation and serving occupations at a median wage of $9.10 in 2012. Their numbers are growing. Behind the Kitchen Door advocates for these workers. Its goals are modest as summed in a last chapter where she asks for those who dine out to vote with their fork and to expect restaurants that cut corners with their help to cut corners with the meals they serve to patrons. Jayaraman asks us to talk to restaurant workers and find out how they are treated and to “Always try to know from the workers if they will be getting all of their tips.” She asks for those who dine out to voice their political support for a higher minimum tipped wage and paid sick leave for restaurant workers.
The book is organized clearly and reads easily. Even though the book is short it dragged at times for me because Jayaraman described the lives of the people in her book in enormous detail, often describing families and life experiences unconnected to restaurant work. For some this may be an advantage and it does humanize the people in the book, but I wanted more examples with details about earnings, wage theft, tips, tip schemes and IRS involvement with tip abuses. In that way it is less of a labor book and more of an interview book than I would like, but despite these reservations it provides a good way for readers to know the workings of the restaurant industry and its problems.
Saturday, December 14, 2013
Bankruptcy in Detroit – Do not be fooled
The media coverage for the Detroit bankruptcy promotes Governor Snyder’s plan to default on Detroit debt and pension contracts by repeating the debt total over and over. Detroit has debt of $18 billion, $18 billion, $18 billion. Repeating the amount helps dramatize the notion there is no choice except to yield to terms handed down by a Federal Bankruptcy judge after considering proposals from an appointed city manager.
The state legislature of Michigan has the authority to govern every square inch of the state that includes Detroit. All states define and delegate their authority to govern the cities in carefully written enabling legislation, and also for all other sub state units of government. State legislatures grant authority to tax, borrow and spend and they can change it or take it away, anytime they want.
When there is no hope that a private company will ever be able to pay creditors, companies can expect to be dissolved and disappear in a bankruptcy. The state of Michigan and the city of Detroit cannot disappear and the state always has taxing authority that assures it can raise revenue to pay its bills. Michigan is not bankrupt.
Bond holders have a written contract that includes the state’s full faith and credit or some other written guarantee of payment. Pension holders have contracts and state constitutional guarantees of payment. Even if the state legislature will not vote new taxes and the state treasurer cannot borrow from anyone, the legal obligation for the state to pay is delayed, not cut or eliminated; that is unless the governor is successful in having his state’s contracts and laws overruled by a Federal judge.
Michigan’s elected state officials could have intervened long ago or during the many years in between as the auto industry abandoned Detroit. They continue to have complete authority and ability to solve Detroit’s financial problems, however divisive that might be. Instead the governor and the state legislature are choosing to pass the buck. They want an un-elected Federal bankruptcy judge to intervene and set Michigan budget priorities for them.
America’s high school students always learn the United States Constitution makes the Federal government supreme within its jurisdiction but powers not delegated to the United States by the constitution, nor prohibited by it, are reserved to the states. Governor Snyder and Judge Rhodes assert federal bankruptcy law can be used to wipe out state constitutional protections for pension holders and to meddle in statewide finances. If Federal bankruptcy law takes precedence over something as basic as state financial contracts, then no independent powers are reserved for the states. It forces states to accept the same relationship to the Federal Congress that Detroit has to Michigan: a subordinate relationship.
There is no previous example of a Federal Judge willing to apply federal bankruptcy law to a state as I have read several times because no one else has had the nerve to do it. Professional integrity typically brings restraint, especially for judges who want us to think they are wise and intelligent. Judges with their own agenda have been around a long time, but the impression keeps growing that judges are appointed expecting to be a part of a national political agenda.
Detroit continues to disintegrate because the automobile industry left Detroit. Long ago from the 1940’s to the 1960’s when Walter Reuther was president of the United Auto Workers union he tried hard to have the auto industry and corporate America take responsibility for more than their profits. He wanted companies to care about and take responsibility for their communities and the people working for them.
There was broad national political support to bail out debt ridden General Motors and Chrysler, but I am not hearing even token political support to maintain the pensions of wage earners and working people, only excuses and a media campaign for a power grab by appointed judges to do the dirty work. Walter Reuther would be sick and so should you.
The state legislature of Michigan has the authority to govern every square inch of the state that includes Detroit. All states define and delegate their authority to govern the cities in carefully written enabling legislation, and also for all other sub state units of government. State legislatures grant authority to tax, borrow and spend and they can change it or take it away, anytime they want.
When there is no hope that a private company will ever be able to pay creditors, companies can expect to be dissolved and disappear in a bankruptcy. The state of Michigan and the city of Detroit cannot disappear and the state always has taxing authority that assures it can raise revenue to pay its bills. Michigan is not bankrupt.
Bond holders have a written contract that includes the state’s full faith and credit or some other written guarantee of payment. Pension holders have contracts and state constitutional guarantees of payment. Even if the state legislature will not vote new taxes and the state treasurer cannot borrow from anyone, the legal obligation for the state to pay is delayed, not cut or eliminated; that is unless the governor is successful in having his state’s contracts and laws overruled by a Federal judge.
Michigan’s elected state officials could have intervened long ago or during the many years in between as the auto industry abandoned Detroit. They continue to have complete authority and ability to solve Detroit’s financial problems, however divisive that might be. Instead the governor and the state legislature are choosing to pass the buck. They want an un-elected Federal bankruptcy judge to intervene and set Michigan budget priorities for them.
America’s high school students always learn the United States Constitution makes the Federal government supreme within its jurisdiction but powers not delegated to the United States by the constitution, nor prohibited by it, are reserved to the states. Governor Snyder and Judge Rhodes assert federal bankruptcy law can be used to wipe out state constitutional protections for pension holders and to meddle in statewide finances. If Federal bankruptcy law takes precedence over something as basic as state financial contracts, then no independent powers are reserved for the states. It forces states to accept the same relationship to the Federal Congress that Detroit has to Michigan: a subordinate relationship.
There is no previous example of a Federal Judge willing to apply federal bankruptcy law to a state as I have read several times because no one else has had the nerve to do it. Professional integrity typically brings restraint, especially for judges who want us to think they are wise and intelligent. Judges with their own agenda have been around a long time, but the impression keeps growing that judges are appointed expecting to be a part of a national political agenda.
Detroit continues to disintegrate because the automobile industry left Detroit. Long ago from the 1940’s to the 1960’s when Walter Reuther was president of the United Auto Workers union he tried hard to have the auto industry and corporate America take responsibility for more than their profits. He wanted companies to care about and take responsibility for their communities and the people working for them.
There was broad national political support to bail out debt ridden General Motors and Chrysler, but I am not hearing even token political support to maintain the pensions of wage earners and working people, only excuses and a media campaign for a power grab by appointed judges to do the dirty work. Walter Reuther would be sick and so should you.
Thursday, December 5, 2013
Earning tips at the Sub Minimum Wage
A recent article in the Washington Post [For low-wage workers, unprecedented anxiety, November 26, 2013] interviewed people with low wage jobs. It was not a surprise to find them anxious since today’s low wage jobs come and go and do not buy more than basic necessities anyway.
One of those interviewed had a new job working at an airport helping to get wheel chair passengers from the ticket counter through airport security, a special duty porter or sky cap. He thought he would be earning the federal minimum wage, $7.25 an hour, but learned on the first day of work his pay would be $5.25 an hour plus any tips he might receive.
The possibility of tips triggers a lesser known section of minimum wage rules in the Fair Labor Standards Act. Rules allow a sub minimum wage for tipped employees that date from 1966, when it was set at 50 percent of the minimum wage. However, Congress left the tipped minimum at $2.13 an hour when it raised the minimum wage in 1996 and again in 2007. The Federal tipped minimum has remained at $2.13 an hour since 1991, which makes it only 29 percent of the present $7.25 an hour minimum wage. Rules allow a sub minimum wage as low as $2.13 an hour for any employees in any occupation that customarily receives just $30.00 or more a month in tips.
Federal rules governing the Fair Labor Standards Act requires employers who pay a sub minimum wage to verify that tips are enough to bring an employee up to at least the minimum wage, a practice known as taking the tip credit. Taking the tip credit requires recordkeeping to verify that tips make up any difference of the minimum and sub minimum wage.
Notice a sub minimum wage relieves employers of the normal obligation to pay at least a minimum wage. A $7.25 an hour minimum wage is $1,160 a month at 40 hours a week and 4 weeks per month. At $2.13 an hour sub minimum wage for tipped employees is just $340.80 a month, which means a tipped employee needs $819.20 a month in tips to earn the minimum wage. At $5.25 an hour a sub minimum wage for an airport porter or sky cap is $840 a month, which means our sky cap will need $320 a month in tips to earn the minimum wage.
The Post reported the man’s take home pay at around $600 a month but tips were “not usually very much.” Since take home pay on $840 without tips is more than $600, the low pay before tips suggests one of the biggest problems for tipped employees: erratic and uncertain hours of work. Employers can layoff staff during slow periods in the day, or on slow days, to minimize their tip credit obligations.
Sub minimum rules are especially important at full service restaurants where tip sharing rules also apply. Without tip sharing, wages plus tips for waiters and waitresses will tend to be higher than wages and tips for a host or hostess or bartenders, bus staff and other staff with less access to customers. Wage gaps make it harder to get people to do the host and hostess job without paying higher wages as long as we expect people to prefer higher wage jobs to lower wage jobs.
With tip sharing waiters and waitresses pay part of their tips to equalize wages and tips for hosts, hostesses, bartenders and other staff. Tip sharing improves the economic situation of these other staff, but at the expense of waiters and waitresses and not the employer. Like the sub-minimum wage tip sharing saves wage costs for employers and makes it easier and cheaper to run a restaurant.
There are other exemptions to the minimum wage which are reported in the Department of Labor’s “Handy Reference Guide to the Fair Labor Standards Act.” The Department also publishes an annual report entitled “Characteristics of the Minimum Wage” which details the number of people working at or below the minimum wage. In 2006 there were 1.69 million working below the $5.15 an hour minimum wage. The minimum wage was raised to $7.25 an hour July 24, 2009. In 2010, 4.36 million worked at or below the higher minimum wage. As inflation cuts the buying power the number dropped until 3.55 million work at or below the minimum wage in 2012.
The 2012 report shows 4.7 percent of hourly paid wage earners are at or below the Federal minimum wage. The politicians could put a minimum on wages, but the sub-minimum wage along with a list of other exemptions assures the minimum will not be the minimum for the minimum wage.
One of those interviewed had a new job working at an airport helping to get wheel chair passengers from the ticket counter through airport security, a special duty porter or sky cap. He thought he would be earning the federal minimum wage, $7.25 an hour, but learned on the first day of work his pay would be $5.25 an hour plus any tips he might receive.
The possibility of tips triggers a lesser known section of minimum wage rules in the Fair Labor Standards Act. Rules allow a sub minimum wage for tipped employees that date from 1966, when it was set at 50 percent of the minimum wage. However, Congress left the tipped minimum at $2.13 an hour when it raised the minimum wage in 1996 and again in 2007. The Federal tipped minimum has remained at $2.13 an hour since 1991, which makes it only 29 percent of the present $7.25 an hour minimum wage. Rules allow a sub minimum wage as low as $2.13 an hour for any employees in any occupation that customarily receives just $30.00 or more a month in tips.
Federal rules governing the Fair Labor Standards Act requires employers who pay a sub minimum wage to verify that tips are enough to bring an employee up to at least the minimum wage, a practice known as taking the tip credit. Taking the tip credit requires recordkeeping to verify that tips make up any difference of the minimum and sub minimum wage.
Notice a sub minimum wage relieves employers of the normal obligation to pay at least a minimum wage. A $7.25 an hour minimum wage is $1,160 a month at 40 hours a week and 4 weeks per month. At $2.13 an hour sub minimum wage for tipped employees is just $340.80 a month, which means a tipped employee needs $819.20 a month in tips to earn the minimum wage. At $5.25 an hour a sub minimum wage for an airport porter or sky cap is $840 a month, which means our sky cap will need $320 a month in tips to earn the minimum wage.
The Post reported the man’s take home pay at around $600 a month but tips were “not usually very much.” Since take home pay on $840 without tips is more than $600, the low pay before tips suggests one of the biggest problems for tipped employees: erratic and uncertain hours of work. Employers can layoff staff during slow periods in the day, or on slow days, to minimize their tip credit obligations.
Sub minimum rules are especially important at full service restaurants where tip sharing rules also apply. Without tip sharing, wages plus tips for waiters and waitresses will tend to be higher than wages and tips for a host or hostess or bartenders, bus staff and other staff with less access to customers. Wage gaps make it harder to get people to do the host and hostess job without paying higher wages as long as we expect people to prefer higher wage jobs to lower wage jobs.
With tip sharing waiters and waitresses pay part of their tips to equalize wages and tips for hosts, hostesses, bartenders and other staff. Tip sharing improves the economic situation of these other staff, but at the expense of waiters and waitresses and not the employer. Like the sub-minimum wage tip sharing saves wage costs for employers and makes it easier and cheaper to run a restaurant.
There are other exemptions to the minimum wage which are reported in the Department of Labor’s “Handy Reference Guide to the Fair Labor Standards Act.” The Department also publishes an annual report entitled “Characteristics of the Minimum Wage” which details the number of people working at or below the minimum wage. In 2006 there were 1.69 million working below the $5.15 an hour minimum wage. The minimum wage was raised to $7.25 an hour July 24, 2009. In 2010, 4.36 million worked at or below the higher minimum wage. As inflation cuts the buying power the number dropped until 3.55 million work at or below the minimum wage in 2012.
The 2012 report shows 4.7 percent of hourly paid wage earners are at or below the Federal minimum wage. The politicians could put a minimum on wages, but the sub-minimum wage along with a list of other exemptions assures the minimum will not be the minimum for the minimum wage.
Thursday, November 21, 2013
Dietitians-Nutritionists and Dietetic Technicians
Dietitians-Nutritionists and Dietetic Technicians
Standard Occupational Classification #29-1031 Dietitians and Nutritionists
Standard Occupational Classification #29-2051 Dietetic Technicians
SOC Definition Dietitians and Nutritionists #29-1031 -- Plan and conduct food service or nutritional programs to assist in the promotion of health and control of disease. May supervise activities of a department providing quantity food services, counsel individuals, or conduct nutritional research. Examples of other common names in use are public health dietitian; nutrition director; research dietitian.
SOC Definition Dietetic Technicians #29-2051 -- Assist dietitians in the provision of food service and nutritional programs. Under the supervision of dietitians, may plan and produce meals based on established guidelines, teach principles of food and nutrition, or counsel individuals.
Both dietitian-nutritionists and dietetic technicians are classified as health care occupations with the majority working in the health care industry. For dietitians and nutritionists 56 percent work in health care: 32 percent at public and private hospitals, 15 percent in ambulatory care and 9 percent at nursing care facilities. Another 14 percent work for government, 2.8 percent in social assistance services and 2.3 percent in education with very small numbers scattered in other industry sectors. About 15 are classified as self employed.
Dietetic technicians assist dietitians and nutritionists so none are self employed. Eighty percent work in health care: 3 percent in ambulatory care, 50 percent at public and private hospitals, and 27.8 percent at nursing care facilities. Another 11 percent work in government, 3 percent in education and 1.5 percent in social assistance with a few scattered in other sectors.
National employment as dietitians and nutritionists was 58,240 in 2012. Jobs are up from 43,030 since 2000 in a modest but steady increase. Annual average job growth equals 1,268 per year since 2000 at a growth rate of 2.55 percent, significantly higher than the average for all employment. National employment as dietetic technicians was 24,660 in 2012. Jobs are down since 2000 when jobs were 28,010. The annual average job decline equals -279 per year since 2000 at a growth rate of -1.06 percent.
The Bureau of Labor Statistics is forecasting job growth for dietitians and nutritionists at almost the same rate as the last 12 years at 1,270 per year through 2020. Because of anticipated turnover and retirements, openings, or growth plus replacement needs, are expected to be 3,540 a year. Forecast job growth for dietetic technicians is 390 a year through 2020 in spite of the record of decline. Anticipated turnover and retirements are expected to create 810 openings a year.
The recently updated BLS Education and Training Classification assignments lists BA degree skills as necessary for entry into jobs as dietitians and nutritionists. There are 46 states that now require a license or certification or registration through a state office or bureau for dietitians and nutritionists. The American Dietetic Association has a certification credential for those who pass their exam. Employers often prefer candidates with this credential, which is also accepted by state licensing authorities. All these credentials require a BA in dietetics or nutrition. Experience in a related occupation is not necessary, but candidates are generally expected to have an intern or residence program as on the job training to be qualified. Most BA programs include the internship period.
High school degree skills are adequate for dietetic technicians. Experience in a related occupation is not necessary, but qualified candidates need on-the-job experience of 1 to 12 months working with a certified dietitian to be considered fully qualified.
The National Center for Education Statistics reports degree data for America’s colleges and universities that can be compared with job growth and openings. There were 2,734 dietetics and clinical nutrition BA degrees granted in 4 programs in June 2011, the last year of complete degree data. There were also 3,908 BA degrees granted in 4 programs in foods, nutrition and related services and 1,694 BA degrees granted in nutrition sciences offered as part of programs in multi-disciplinary science. The total of BA degrees with relevant preparation to be dietitians and nutritionists comes to 8,336. Master’s degrees in programs with the same titles had 1,928 master’s degrees. Degrees are up in 2011 from previous years. The ratio of relevant BA degree to openings equals 2.35, or 8,336/3,540, assuring more than enough qualified candidates to fill job openings.
The basic wage data from the BLS occupational employment survey includes a wage distribution. Averages are not used much in wage data. A few high wages pull up the average and make it unrepresentative. Instead a distribution range of wages is published with the 10th, 25th, median, 75th, and 90th percentiles of wages. A 10th percentile wage means 10 percent working in this job have wages equal to or less than the 10th percentile wage and so on. Annual wages are converted to hourly wages by dividing annual wages by 2080
The entry wage for the national market in the 10th percentile for dietitians and nutritionists is reported as $34,500 in 2012. The 25th percentile wage equals $44,190. The median wage is $55,240, the 75th percentile wage equals $67,540 and the 90th percentile wage is $77,590.
The wages of dietitians and nutritionists have kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $46,980 in 2012, the dietitian and nutritionist wage would need to be $53,507.57. In stead it was $55,240, a 3.25 percent increase in the real wage for those six years. Other years also show an increase in real wages.
The entry wage for the national market in the 10th percentile for dietetic technicians is reported as $18,070 in 2012. The 25th percentile wage equals $21,000. The median wage is $26,260, the 75th percentile wage equals $34,350 and the 90th percentile wage is $43,460.
The wages of dietetic technicians have not kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $24 040, in 2012, the dietitian and nutritionist wage would need to be $27.378.16. Instead it was $26,260, a 4.08 percent decrease in the real wage for those six years. Other years also show decreasing real wages.
The contrasting performance of wages and employment of the two occupations suggests the licensing requirement has pressured employers to hire certified dietitians over those not certified because dietitians cannot make effective use of a full time assistant very often. Where there is work to share it will be assigned to the much cheaper dietetic technician in order to limit the work and employment of the more expensive dietitian or nutritionist. Notice the high percentage of dietetic technicians that work in hospitals where there is more work to share. In other industries and settings employers with more limited nutrition needs are saving money eliminating dietetic technicians to have their dietitian do all the needed work in nutrition.
Standard Occupational Classification #29-1031 Dietitians and Nutritionists
Standard Occupational Classification #29-2051 Dietetic Technicians
SOC Definition Dietitians and Nutritionists #29-1031 -- Plan and conduct food service or nutritional programs to assist in the promotion of health and control of disease. May supervise activities of a department providing quantity food services, counsel individuals, or conduct nutritional research. Examples of other common names in use are public health dietitian; nutrition director; research dietitian.
SOC Definition Dietetic Technicians #29-2051 -- Assist dietitians in the provision of food service and nutritional programs. Under the supervision of dietitians, may plan and produce meals based on established guidelines, teach principles of food and nutrition, or counsel individuals.
Both dietitian-nutritionists and dietetic technicians are classified as health care occupations with the majority working in the health care industry. For dietitians and nutritionists 56 percent work in health care: 32 percent at public and private hospitals, 15 percent in ambulatory care and 9 percent at nursing care facilities. Another 14 percent work for government, 2.8 percent in social assistance services and 2.3 percent in education with very small numbers scattered in other industry sectors. About 15 are classified as self employed.
Dietetic technicians assist dietitians and nutritionists so none are self employed. Eighty percent work in health care: 3 percent in ambulatory care, 50 percent at public and private hospitals, and 27.8 percent at nursing care facilities. Another 11 percent work in government, 3 percent in education and 1.5 percent in social assistance with a few scattered in other sectors.
National employment as dietitians and nutritionists was 58,240 in 2012. Jobs are up from 43,030 since 2000 in a modest but steady increase. Annual average job growth equals 1,268 per year since 2000 at a growth rate of 2.55 percent, significantly higher than the average for all employment. National employment as dietetic technicians was 24,660 in 2012. Jobs are down since 2000 when jobs were 28,010. The annual average job decline equals -279 per year since 2000 at a growth rate of -1.06 percent.
The Bureau of Labor Statistics is forecasting job growth for dietitians and nutritionists at almost the same rate as the last 12 years at 1,270 per year through 2020. Because of anticipated turnover and retirements, openings, or growth plus replacement needs, are expected to be 3,540 a year. Forecast job growth for dietetic technicians is 390 a year through 2020 in spite of the record of decline. Anticipated turnover and retirements are expected to create 810 openings a year.
The recently updated BLS Education and Training Classification assignments lists BA degree skills as necessary for entry into jobs as dietitians and nutritionists. There are 46 states that now require a license or certification or registration through a state office or bureau for dietitians and nutritionists. The American Dietetic Association has a certification credential for those who pass their exam. Employers often prefer candidates with this credential, which is also accepted by state licensing authorities. All these credentials require a BA in dietetics or nutrition. Experience in a related occupation is not necessary, but candidates are generally expected to have an intern or residence program as on the job training to be qualified. Most BA programs include the internship period.
High school degree skills are adequate for dietetic technicians. Experience in a related occupation is not necessary, but qualified candidates need on-the-job experience of 1 to 12 months working with a certified dietitian to be considered fully qualified.
The National Center for Education Statistics reports degree data for America’s colleges and universities that can be compared with job growth and openings. There were 2,734 dietetics and clinical nutrition BA degrees granted in 4 programs in June 2011, the last year of complete degree data. There were also 3,908 BA degrees granted in 4 programs in foods, nutrition and related services and 1,694 BA degrees granted in nutrition sciences offered as part of programs in multi-disciplinary science. The total of BA degrees with relevant preparation to be dietitians and nutritionists comes to 8,336. Master’s degrees in programs with the same titles had 1,928 master’s degrees. Degrees are up in 2011 from previous years. The ratio of relevant BA degree to openings equals 2.35, or 8,336/3,540, assuring more than enough qualified candidates to fill job openings.
The basic wage data from the BLS occupational employment survey includes a wage distribution. Averages are not used much in wage data. A few high wages pull up the average and make it unrepresentative. Instead a distribution range of wages is published with the 10th, 25th, median, 75th, and 90th percentiles of wages. A 10th percentile wage means 10 percent working in this job have wages equal to or less than the 10th percentile wage and so on. Annual wages are converted to hourly wages by dividing annual wages by 2080
The entry wage for the national market in the 10th percentile for dietitians and nutritionists is reported as $34,500 in 2012. The 25th percentile wage equals $44,190. The median wage is $55,240, the 75th percentile wage equals $67,540 and the 90th percentile wage is $77,590.
The wages of dietitians and nutritionists have kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $46,980 in 2012, the dietitian and nutritionist wage would need to be $53,507.57. In stead it was $55,240, a 3.25 percent increase in the real wage for those six years. Other years also show an increase in real wages.
The entry wage for the national market in the 10th percentile for dietetic technicians is reported as $18,070 in 2012. The 25th percentile wage equals $21,000. The median wage is $26,260, the 75th percentile wage equals $34,350 and the 90th percentile wage is $43,460.
The wages of dietetic technicians have not kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $24 040, in 2012, the dietitian and nutritionist wage would need to be $27.378.16. Instead it was $26,260, a 4.08 percent decrease in the real wage for those six years. Other years also show decreasing real wages.
The contrasting performance of wages and employment of the two occupations suggests the licensing requirement has pressured employers to hire certified dietitians over those not certified because dietitians cannot make effective use of a full time assistant very often. Where there is work to share it will be assigned to the much cheaper dietetic technician in order to limit the work and employment of the more expensive dietitian or nutritionist. Notice the high percentage of dietetic technicians that work in hospitals where there is more work to share. In other industries and settings employers with more limited nutrition needs are saving money eliminating dietetic technicians to have their dietitian do all the needed work in nutrition.
Friday, October 25, 2013
The Need for Job Experience
Many job seekers know the phrase “We’re looking for someone with more experience.” It might be true but there are reasons to be suspicious it’s an easy way to end an interview: an excuse.
A few years ago the Bureau of Labor Statistics expanded their classification of occupational education and training to include job experience in related occupations and on-the-job training, or on the job experience, in addition to their review of necessary high school or college degree skills. When job applicants learn they need experience they usually think of experience working in the same occupation rather than experience in another related occupation, but the Bureau of Labor Statistics defines experience in both.
Experience in a Related Occupation
In the new expanded classification survey employers rate the experience in a related occupation to be 1) more than 5 years, 2) 1 to 5 years, 3) less than a year, 4) none. Almost all managerial positions require experience in the related occupations they will manage. For example, financial managers need more than five years experience in finance. Advertising managers need 1 to 5 years experience in advertising. It follows that finance or advertising managers need experience in finance or advertising before they are ready to manage others. There are 6.3 million management jobs in 2012 and ninety-five percent of them require experience in their related occupations.
First line supervisors are an additional layer of management and job applicants are also expected to have prior experience doing the jobs they supervise. First line supervisors had just over 6 million jobs in 2012 including first line supervisors of office and administrative support workers with 1.3 million jobs and first line supervisors of retail workers with another 1.2 million jobs.
Excluding management and supervisory occupations some other occupations where employers want related experience include judges with experience as lawyers, management analysts with experience as managers, information security analysts, web developers and database administrators need experience in computer work, instructional coordinators need teaching experience, and fire and building inspectors need work in the field.
Including management and supervisory occupations 82 of 839 occupations with data reported by the Bureau of Labor Statistics need experience in related occupations, which is just 15 percent of America’s 130 million jobs in 2012.
Job Experience in the Same Occupation
Job applicants should differentiate demands for experience in a related occupation from the demand for experience in the same occupation. Job experience in an occupation that adds to qualifications is defined in 5 categories of on-the-job training or essential on the job experience: 1) internships, 2) apprenticeship programs and 3) long, 4) medium and 5) short term on-the-job training programs.
After allowing for jobs that need experience in a related occupation, there were 110.9 million jobs left in 2012, but only 86.5 million of them needed some type of on-the-job training or experience to be fully qualified. Of those 86.5 million left to consider 52.2 million need a bit of informal on the job training of a month or less. Remaining jobs include 29.1 million jobs with a formal apprenticeship program, or employer sponsored long term training programs of a year or more or medium term training of one to twelve months. Finally, 5.2 million of the jobs of 2012 need a period of internship or residency to be qualified.
The Bureau of Labor Statistics on-the-job classifications shows the need for experience depends primarily on the level of formal education applicants bring to a job. In 2012 there were 399 occupations in the Standard Occupational Classification that required only high school or less than high school skills; 99 percent of the jobs in all but 3 of the occupations need previous experience for employers to be satisfied they are qualified.
These jobs are primarily in construction and production occupations along with selected office support, installation-maintenance-repair and transportation occupations. Some like carpenter, electrician, plumber, and machinist have apprenticeship or long term training needs; many machine setters, operators and tenders and assembly occupations in manufacturing require medium term on-the-job training. Customer service representative, office clerk and secretarial occupations require some on the job training or experience.
Without experience employers have a choice to pay more for qualified applicants or to incur the time and expense for on the job training to make someone fully qualified. Training expenses tend to be covered with lower entry wages.
As applicants apply for jobs that need more formal education the need for job experience goes down. There are 90 occupations that need one or two year post secondary awards or associates degrees, the Bureau of Labor Statistics reports 14.9 percent of these jobs in 35 of the 90 occupations need previous experience for employers to be satisfied they are qualified. Among the 35 occupations 18 have repairer, or installer, or both in their job title: electrical and electronic repairers, precision instrument repairers and so on. Another 8 have technician in their job title: audio and video equipment technicians, environmental science technicians and so on. Include firefighter, auto insurance adjuster, and desktop publishing.
There are 128 occupations that need BA degree training, only 11 percent of these jobs in 21 occupations need some long, medium or short term on the job training and experience. Actuaries, writers and editors, and interpreters and translators need long term experience after a BA degree. Employers usually expect financial examiners, credit counselors, insurance underwriters, and tax examiners to have, or to need, some on the job experience or training. Include public relations specialists from multi media and communications occupations and several specialized sales occupations that need some medium term on the job training.
The BA degree has 17 other occupations confined to architecture, public school teaching, and nursing specialties such as nurse practitioner that have required internships not included in the 21 occupations mentioned above. Internships draw a fine distinction between on-the-job training and education. For example, public school teachers typically do an internship as student teachers while they are still tuition paying students. Physicians do internships as paid interns and residents after they have finished medical school degrees.
Job applicants should be suspicious of anything called an internship unless it is required for an accredited degree or licensure. On some occasions internships have turned into a scheme to lure college students or recent college graduates into working for free, or for a minimal stipend. Abuses have occurred often enough that the Department of Labor has written rules to distinguish internships from what should be paid employment.
Unpaid interns should not be doing the recurring work of a business that would have to be done by a paid employee. It should be for a declared time period, but without fixed hours or the promise of a job, and only if there is a training benefit useful to all employers. Internships are not trial employment because employers are legally required to pay at least the minimum wage for employment.
Recent college graduates should be careful before accepting anything called an internship. Some companies have entry level paying jobs called internships because they end after a year without continuing employment, but normally internships are education not employment. Those with BA degree have skills for a job; internships mean delay and a dubious promise for the future.
Required internships in the Bureau of Labor Statistics listings apply only for those with BA or higher degrees and few apply outside of medicine and public school teaching. The 26 occupations that need MS degree skills do not have on the job training programs, only 12.4 percent of these jobs in 4 occupations need internships: all therapy and counseling occupations. There are no occupations that need PhD skills that require internships, or that have on the job training programs. Degrees generally substitute for experience.
Departing Words
The Bureau of Labor Statistics review of training and experience clearly establishes that experience is not as important as many employers say and many job applicants think. When the job add reads applicants should have at least 5 years experience, do not be intimidated. Know where experience counts and forge ahead to negotiate with the skills and experience you have. Doing the same job over and over for years does not necessarily add much to skills, if any. For occupations where experience really adds to qualifications the need for experience limits the pool of applicants and forces employers to pay higher salaries. Those who have the skills and confidence without the experience still have room to negotiate over wages and move to the front of the line. Remember employers want qualified applicants and skills count the most.
Monday, October 7, 2013
Mr. Boehner and the Debt Ceiling
The Congress has passed debt ceiling legislation for many years pandering to voters who worry debt is sin, or a symbol of excess, or brings economic collapse. As the economy grows debt grows creating a repeated cycle of debt ceiling votes. Taking a vote gives a minority of politicians an opportunity to make politically correct statements about the excesses of government and their noble efforts to limit the excess. Then the majority makes the only sensible decision and votes to raise the debt ceiling.
I have never heard a politician of either party try to explain the difference between Federal debt and all other types of debt, both public and private, even though at least some know the difference. Current threats to limit the debt and cause a default are not only irresponsible but unnecessary and put Mr. Boehner far out on a shaky limb.
Federal debt is unique among debt because the Federal government determines the money supply, always a human decision. In the United States money is nothing but a number held on double entry accounts. Coins and currency are assets to the non-banking public but a liability to the treasury and the Federal Reserve Bank. Personal and business bank accounts are assets to the banking public but liabilities to banks. Therefore, money is a non-interest bearing liability while federal debt is an interest bearing liability. In effect, money is non interest bear debt.
At any time and in any amount the U.S. Treasury and the Federal Reserve Bank can arrange to convert interest bearing debt to money, and allow payment of the government’s bills without default. They could pay off the entire federal debt in a day or two but they will not because it will increase inflation and their aim is to manage the economy in the best interests of everyone.
All previous presidents and the Congress have always played the debt ceiling game by the rules, which allowed everyone to max out on politics and then raise the ceiling. No one has questioned the authority of Congress to interfere with the constitutional requirement for the President to manage the government’s finances and pay the bills. The people who believe in debt ceilings want us to agree the Congress can pass legislation that prevents the President from doing duties spelled out in the constitution.
The President has whatever authority he needs to avoid default even if the Congress decides to be irresponsible and votes default. For Mr. Boehner to win the debt ceiling battle and push the government to default the President has to fail to do what he is able to do to stop it.
I have never heard a politician of either party try to explain the difference between Federal debt and all other types of debt, both public and private, even though at least some know the difference. Current threats to limit the debt and cause a default are not only irresponsible but unnecessary and put Mr. Boehner far out on a shaky limb.
Federal debt is unique among debt because the Federal government determines the money supply, always a human decision. In the United States money is nothing but a number held on double entry accounts. Coins and currency are assets to the non-banking public but a liability to the treasury and the Federal Reserve Bank. Personal and business bank accounts are assets to the banking public but liabilities to banks. Therefore, money is a non-interest bearing liability while federal debt is an interest bearing liability. In effect, money is non interest bear debt.
At any time and in any amount the U.S. Treasury and the Federal Reserve Bank can arrange to convert interest bearing debt to money, and allow payment of the government’s bills without default. They could pay off the entire federal debt in a day or two but they will not because it will increase inflation and their aim is to manage the economy in the best interests of everyone.
All previous presidents and the Congress have always played the debt ceiling game by the rules, which allowed everyone to max out on politics and then raise the ceiling. No one has questioned the authority of Congress to interfere with the constitutional requirement for the President to manage the government’s finances and pay the bills. The people who believe in debt ceilings want us to agree the Congress can pass legislation that prevents the President from doing duties spelled out in the constitution.
The President has whatever authority he needs to avoid default even if the Congress decides to be irresponsible and votes default. For Mr. Boehner to win the debt ceiling battle and push the government to default the President has to fail to do what he is able to do to stop it.
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