your new go-to podcast to spice up your weekday mornings with relevant news and behind-the-scenes from Brussels and beyond From the economy to the climate and the EU's role in world affairs this talk show sheds light on European affairs and the issues that impact on our daily lives as Europeans Tune in to understand the ins and outs of European politics Dare to imagine the future with business and tech visionaries Deep dive conversations with business leaders Euronews Tech Talks goes beyond discussions to explore the impact of new technologies on our lives the podcast provides valuable insights into the intersection of technology and society Europe's water is under increasing pressure floods are taking their toll on our drinking water Join us on a journey around Europe to see why protecting ecosystems matters and to discover some of the best water solutions an animated explainer series and live debate - find out why Water Matters We give you the latest climate facts from the world’s leading source analyse the trends and explain how our planet is changing We meet the experts on the front line of climate change who explore new strategies to mitigate and adapt Generation Z is beginning to enter a workforce that isn't fully prepared for them As many recent graduates face complaints about how they fit into the workplace employers report increasing hesitancy in hiring them according to a report by the education and career advisory platform which was based on a survey of nearly 1,000 hiring managers found that one in six employers were reluctant to hire Gen Z workers mainly due to their reputation for being entitled and easily offended which refers to people born between 1997 and the early 2010s and is generally unprepared for the demands of the workforce Holly Schroth, senior lecturer at the Haas School of Business at the University of California, Berkeley, explained that Gen Z's focus on extracurricular activities to boost their college competitiveness rather than gaining job experience has led to "unrealistic expectations" about the workplace and how to deal with their bosses "They [Gen Z] don't know basic skills for social interaction with customers nor workplace etiquette," Schroth told Euronews Next in an email it is up to the company to properly onboard the new employee and give ample training the boss needs to act as a coach as well as a manager," she added Around six in ten companies included in the survey reported firing a recent university graduate they hired this year Some of the cited reasons behind these decisions included a lack of motivation from the employees "Many recent college graduates may struggle with entering the workforce for the first time as it can be a huge contrast from what they are used to throughout their education journey They are often unprepared for a less structured environment and the expectation of autonomous work," Huy Nguyen Intelligent's chief education and career development advisor "Although they may have some theoretical knowledge from college real-world experience and soft skills required to succeed in the work environment," he added The hiring managers surveyed also reported that some of their Gen Z workers struggled to manage their workload A separate report from April found that Generation Z workers were overly reliant on parental support during their job search According to the survey that was conducted by ResumeTemplates and which included responses from nearly 1,500 young job seekers 70 per cent admitted to asking their parents for help in the job search process Another 25 per cent even brought their parents to interviews while many others had their parents submit job applications and write resumes for them employers emphasised that some of the top qualities they are looking for include initiative and a positive attitude Managers also placed value on real-world experience on having an appropriate social media presence "Recent graduates starting their first job should demonstrate professionalism but by being respectful and committed to their work," Nguyen said Schroth added that although employers are currently hesitant to hire Gen Z due to a higher rate of dismissals and challenges integrating them into the workforce they still make up over 25 per cent of the workforce companies need to spend more money and time on training and their Gen Zs will thrive," she concluded More than half the payrolls that businesses allegedly added in June were simply replacing jobs we thought we already had but didn’t the economy has hemorrhaged 1.6 million full-time jobs replacing them with 1.8 million part-time ones The unemployment rate is still artificially low because millions of Americans are missing from the labor market The Biden administration’s latest jobs report is another example of how all that glitters is not gold What looked like 206,000 jobs added to the economy were actually less than half that All while the labor market ominously flashed a recession warning sign with a perfect 50-year track record More than half the payrolls that businesses allegedly added in June were simply replacing jobs we thought we already had but didn’t: Both May and April job numbers were revised down by nearly 100,000 fully one-third of the jobs added in June were in government—within spitting distance to Soviet levels of employment composition Considering it takes many private sector jobs to support a government worker—who produces nothing—a 2-to-1 ratio is nowhere near enough even if 10 times as many private sector jobs were added it still wouldn’t create enough tax revenue to support the number of public sector jobs being added making the current job market trend unsustainable >>> Biden’s Job-Growth Disappearing Act those are just direct hires by the government not all the new jobs paid for with taxpayer dollars—the “welfare-Industrial complex.” To illustrate when the government gives money to a hospital for migrant care that hires a nurse Adding these indirect hires to the direct government hires shows that about 60% of new jobs are paid for by you It worsens when we look at the composition of full-time and part-time jobs This is not a new phenomenon but an ongoing trend: In the last year This matters because part-time jobs are overwhelmingly for economic reasons replacing a 9-to-5 job with two or more part-time gigs A consistent income stream has been replaced by several volatile ones This helps explain why the number of payrolls has continued to rise substantially while the number of people employed has not Employment has fallen by 667,000 since last November which has caused the unemployment rate to rise from 3.7% to 4.1% which indicates a recession has likely begun It hasn’t had a false positive since 1976 and has signaled the start of every recession since 1970 The unemployment rate is still artificially low because millions of Americans are missing from the labor market The reason: When the government imposed draconian lockdowns in 2020 they weren’t counted as unemployed since they were not actively looking for one That reduced the unemployment rate without creating a single job >>> The Job Market Looks Good Only if You Ignore What’s Really Going On The number of missing workers today is between 4.9 million and 7.3 million If these people—who don’t have jobs—were accounted for then the unemployment rate would jump from 4.1% to between 6.8% and 8.1% if there’s any doubt that the American labor market isn’t working for Americans consider that literally all the net job growth over the last year went to foreign-born workers While native-born Americans lost over 900,000 jobs Fewer people are employed today than before the pandemic while their inflation-adjusted earnings are down almost 4% on average As Congress’ big spenders keep fueling inflation and crowding out the productive private sector the infamous stagflation of the 1970s is about to rear its ugly head—and that means more job losses are to come the radical left has turned the American labor market into a temp agency for foreigners while creating a record number of government jobs This piece originally appeared in The Washington Times Labor policy should promote competition and mobility in the workforce government regulations often hold workers back and cartelize the labor market Congress should remove these artificial barriers to entrepreneurship and job creation Message Invalid character found in the request target The valid characters are defined in RFC 7230 and RFC 3986 Description The server cannot or will not process the request due to something that is perceived to be a client error (e.g. Note The full stack trace of the root cause is available in the server logs Yearly salary: $39,053.93 (based on working at 70 per cent of a full-time schedule) “All 26 patients became my Nanny and Papa,” she says Her parents would give the staff Christmas Day off and cook a festive dinner for the residents themselves Lisa remembers the residents watching her and her siblings open presents attending late-night calls and helping with meals Lisa went on to become a licensed practical nurse (LPN) and became a personal care attendant a few years ago when LPNs switched unions opting to continue paying into the pension she’d built her whole career She currently works at a geriatric specialty hospital in St that focuses on restorative care and short stays after surgery and makes sure they’re using safe techniques to get out of bed She gradually encourages patients to do more and more for themselves The hardest part of her job is the “tough love,” when she has to tell patients that they can’t have meals in their room that they have to get up and go to the dining room that they have to do their rehab exercises Lisa says she is brutally honest with patients and explains that if they don’t engage And then there are also the patients who need a mechanical lift to get out of bed convinced they will never walk again and are headed for a nursing home “You actually see them walking to the elevator to go out the door and go home Lisa says she makes an effort to learn about her patients’ lives and build relationships “Lots of people don’t think you should be hugging a patient,” she says The typical patient-to-care attendant ratio is five to one But that becomes six or seven to one when her unit is short staffed as staffing shortages have worsened since the pandemic began with many choosing a different profession Being short-staffed means a weekly shower might get postponed by another week She says staff are frustrated because “there’s just absolutely total disrespect” from her provincial government that “can pay travel care attendants and nurses at triple the rate that we’re making … but won’t pay any kind of increases or retention bonuses to us as staff when we’re burnt out “It’s a clear message that your employer and your government don’t care about the people they have that are holding the system together.” Hiring health-care staff through private agencies to fill gaps in the systems “creates divisions between the workers within workplaces unnecessarily,” says Naomi Lightman a sociology professor at Toronto Metropolitan University who researches the living and working conditions for the largely immigrant and largely female care attendant work force I don’t see why we can’t spend more money to employ permanent staff who are going to provide better consistency of care and have better benefits and employment conditions.” Lisa is at the highest level of the three-tier pay scale for care attendants in New Brunswick and earns $25.10 an hour Care attendants new to the profession earn $23.41 an hour a less than $2 hourly difference between a care attendant who has just graduated and one who has worked a full career who injured her shoulder and can only work part time since full-time positions would require her to lift patients says the cost of her rent and groceries has “skyrocketed” and it becomes “harder and harder to make ends meet to pay the bills that you need to pay just to survive.” “Some other care attendants are going to a food bank … because by the time they pay their bills they don’t have money left,” says Lisa Her income alone is not enough to support her household Her husband’s pension plus her income is how they survive Retention and recruiting could be improved by higher pay “The government can tell us ‘thank you,’ and that we’re valued at the end of the day … most care attendants shouldn’t have to work two or three jobs to survive.” “I encourage people that if it’s in your heart to care for others and you’re thinking about going into the nursing profession This series is a deep dive into the lives and working conditions of health-care professionals across Canada It includes six profiles that explore the challenges triumphs and priorities not only of our the health-care system as a whole Nicole Naimer is an intern at Healthy Debate and a Health Sciences student at McMaster University Republish this article on your website under the creative commons licence Your support allows us to publish journalism about healthcare in Canada that is free to read and free to republish Sign up below to receive our newsletter every Thursday morning Δdocument.getElementById( "ak_js_1" ).setAttribute( "value" You can republish our articles online or in print for free Please read the full set of instructions for republication here The existence of low-wage work is hardly a surprise low-wage workers themselves—underestimate how prevalent it is Many also misunderstand who these workers are A majority are adults in their prime working years and low-wage work is the primary way they support themselves and their families There are two central questions when considering the prospects of low-wage workers: over half of low-wage workers have levels of education suggesting they will stay low-wage workers This includes 20 million workers ages 25-64 with a high school diploma or less and another seven million young adults 18-24 who are not in school and do not have a college degree a few data points show that for millions of workers low-wage work is a primary source of financial support—which leaves these families economically vulnerable We analyzed data for nearly 400 metropolitan areas and the share of workers in a particular place earning low wages ranges from a low of 30% to a high of 62% The relative size of the low-wage population in a given place relates to broader labor market conditions such as the strength of the regional labor market and industry composition Low-wage workers make up the highest share of the workforce in smaller places in the southern and western parts of the United States These and other metro areas where low-wage workers account for high shares of the workforce are places with lower employment rates that concentrate in agriculture No region wants an economy dominated by low-wage jobs The economic development challenge in these places is clear (which is not to say it is easy): attract and grow more high-wage jobs by drawing new companies in and helping existing companies grow and increase their productivity recent rounds of research and policy analysis focus on helping these types of “left behind” places But metro areas where low-wage workers make up relatively lower shares of the workforce also have much to do It does not take away from the urgency of addressing the regional prosperity divide to note that superstar regions leave many of their own people behind Places with some of the highest wages and most productive economies are home to large numbers of low-wage workers: nearly one million in the Washington Addressing the challenge of low wages combined with high housing prices is a key issue in these places Discussions about improving outcomes for low-wage workers often center on worker skills and abilities We already know a great deal about how to expand and improve education and training options, although—again—that is not to say it is easy. (See here for the education-focused recommendations in our report.) We need additional funds political will to reallocate funding toward evidence-based programs But the conversation can’t end with the assumption that if only workers had more skills The success of any job seeker depends not only on his or her skills the credentials and experience that employers look for and the number and types of jobs available Recent analysis by our Metropolitan Policy Program colleagues as well as researchers at the Federal Reserve suggest that there simply are not enough jobs paying decent wages for people without college degrees (who make up the majority of the labor force) to escape low-wage work Our colleagues Chad Shearer and Isha Shah identified good jobs for workers without bachelor’s degrees by defining “good jobs” as those paying median earnings or more for a given metropolitan area and providing health insurance They found that such jobs are relatively scarce held by only 20% of workers without bachelor’s degrees in large metro areas in which incumbent workers are likely to progress to a good job within 10 years An analysis by Kyle Fee, Keith Wardrip, and Lisa Nelson came to similar findings They defined good jobs for workers without a bachelor’s degree as those paying at least the national median wage adjusted for local cost of living The analysis found that for every good job there are 3.4 working-age adults with less than a bachelor’s degree Education on its own cannot solve this problem. Imagine that all working-age adults had bachelor’s degrees—the jobs paying low wages would not disappear, nor would wages automatically increase. Dani Rodrik and Charles Sabel capture the urgency and uncertainty of the current discourse on jobs and economic growth when they write “’Where will the good jobs come from?’ is perhaps the defining question of our contemporary political economy.” increase the productivity of firms and workers The data presented in this analysis highlight the scale of the issue: Nearly half of all workers earn wages that are not enough As policymakers and leaders of the private and civic sectors seek to promote more inclusive economic growth We recently switched our login system from requiring display names to email addresses in order to log in You must use your email address instead of your display name in order to log in You need to be a member in order to leave a comment Sign up for a new account in our community You have /5 articles left.Sign up for a free account or log in Most college students are working as they study but the amount and type of work varies widely And the forces behind those variances aren't random Low-income working students tend to work longer hours than their high-income counterparts. They also are more likely to be black or Latinx, older and female, according to a 2018 report from the Center on Education and the Workforce at Georgetown University it boils down to the story of how higher ed is compounding social inequity,” said Lindsay Ahlman associate director of research at the Institute for College Access and Success The Georgetown report found that 70 percent of full-time college students are working the number working full-time has decreased from 40 percent in the late 1980s to 26 percent in 2012 low-income working students are more likely to work full-time than those who are high income (26 percent versus 22 percent) The majority of students across income brackets are working 15 to 35 hours per week while working can be beneficial for students there is a threshold where it starts to do more harm than good Students who work 15 hours or more per week are more likely to have a C average or lower while those who work less than 15 hours are more likely to have a B average or higher Students who work less also are more likely to be enrolled in bachelor’s degree programs versus associate degree and certificate programs Working experiences also vary depending on students’ incomes their work is more likely to connect to longer-term professional and academic goals the research on working students is an example of the different experiences students are having based on their incomes “The type of privileges you enter college with tend to compound in college,” she said Low-income students tend to work to put food on the table while high-income students use work to pursue passions and interests Working while in college has become a way for some students to “give themselves an edge,” said Nicole Smith chief economist at the Center on Education and the Workforce and co-author of the report “We have to be really careful about understanding work,” she said we have to make better decisions on how we connect students to work.” And while working can hurt a student’s ability to complete a degree, it can also boost earnings. Daniel Douglas, a senior researcher at Rutgers University and visiting assistant professor at Trinity College in Connecticut, studied how working in college affected future earnings for students at the City University of New York working in college leads to earnings premiums later This held true for students who stopped out of college the research showed that the “optimal outcome is a student who works but also graduates.” There are several theories that could explain this outcome from signaling to employers that you have a work history development of soft skills or the “grit hypothesis” -- that those students are better at time management While his research presents a silver lining for working students Douglas said it can’t inform what students should do “Interviews with community college students suggest that they don’t have ability to make that decision anyway,” he said But if working is going to help students and is necessary institutions could try to find ways to support them in that Many community colleges are already connecting with businesses to focus on what skills students need for their jobs but some institutions are focused “solely on learning” and “creating good citizens.” they need to think of Maslow’s hierarchy of needs she said; students need to be able to put food on the table before they can focus on loftier ideas “This is one of the reasons that for-profit institutions were so successful in recruiting,” Smith said “Not because they did what they said they’d do but they were marketing what many of our institutions didn’t do -- training for specific jobs.” Smith is an advocate for talking with students as early as middle school about financial literacy issues Those without the social capital of high-income peers may shy away from loans and opt to work full-time while in school instead “It’s really a matter of trying to get people to understand you could be shooting yourself in the foot and making yourself worse off by not completing degree,” she said counseling on the impacts of borrowing could ease some of that stress Smith sees the momentum of institutions pointing in a positive direction toward building a “superhighway” between high school career and lifelong learning that breaks down traditional silos by guiding students on their way to getting a degree Ahlman also supports breaking down silos by helping students both in academic and nonacademic ways like helping those eligible enroll for food stamps she said the government should take steps to make college more affordable “No student should have to choose between putting food on the table and studying The latest episode of Voices of Student Success addresses how to prepare soon-to-be college graduates for navigating Wilson College offers free on-campus housing for some single parents pursuing their bachelor’s degrees New data shows that student participation in high-impact practices at research institutions has yet to fully rebound Goucher College offers short-term service learning experiences to remove obstacles for students to participate in hig Examine what’s known about how today's students are engaging with AI Subscribe for free to Inside Higher Ed’s newsletters opinion and great new careers in higher education — delivered to your inbox View Newsletters Copyright © 2025 Inside Higher Ed All rights reserved. | Website designed by nclud Jude is going to share a best-kept secret that shouldn’t be a secret: We're considered a best place to work and here are 10 reasons why: Our faculty and staff include a Nobel laureate Howard Hughes Medical Institute Investigators and members of the National Academy of Sciences Collaborating on teams with some of the world's most respected professionals patients and their families work together on campus to achieve optimal outcomes Belonging to a tight-knit community makes it easy to see how the work we do every day here helps better the lives of the children we serve Elvis called Memphis home and moving here, you’ll live like a king, too. There is no state income tax in Tennessee and housing costs are lower than the national average, which means your paycheck goes a lot farther. In fact, Memphis has been named the #1 Most Affordable City in America (moneycrashers.com) Jude goes to great lengths to make life a little easier for everybody parking is always free as are our workout facility and bike share program 218 sunny days a year and a very comfortable 72-degree high temperature Our typical morning commutes is only 22 minutes with minimal traffic giving us more time to smile and enjoy the things we like to do Jude has helped push the survival rate of childhood cancer from less than 20% to 80% six-year growth strategy with significant expansion in clinical care research and global outreach to help us continue making life-saving progress in pediatric cancer treatment Jude offers amazing benefits that are affordable and flexible enough to meet the unique needs of our families Our benefits kick-in on day one because we benefit from our people the minute they join our team The people of Memphis have always supported St Jude and we do everything in our power to give back to our community We've earned the Glassdoor Employees’ Choice Award and has been named to its "Best Places to Work" list many years running Jude employees have visited Glassdoor to share their experiences about working at our institution We encourage you to read the reviews on our Glassdoor page to get a firsthand look at the passion our employees have for St helps us get one step closer to our fulfilling our mission: Finding cures To learn more about working at St. Jude, become a St. Jude Careers Insider Thank you for signing up to receive updates from St. Jude. You may manage your subscriptions at the St. Jude E-mail Management Center .hide-breadcrumb div.breadcrumb { display: none; } Noboa, 29, is in her second season as the team's international communications specialist/Spanish translator, a front-office position in which she helps Spanish-speaking players communicate with English-speaking reporters. It helps, too, that she previously worked in broadcast media in the Miami area after she received her master's degree in multimedia journalism at Florida International University. "My dad has always been a crazy baseball fan, and I grew up watching it," she says. Now, she spends every day with the team -- from spring training through the end of the season -- at home and on the road, helping with interviews, updating the team's Spanish-language Twitter and Facebook feeds, doing broadcasts for the team's website and social media platforms and helping the Cardinals reach out to Hispanic fans. Her favorite part of the job: "Being exposed to different people, different cultures and getting to understand the whole baseball culture. Every day is something new, and it can be exciting -- something you won't expect to happen." Junior (who splits his time between Miami and the Dominican) would keep in touch with me and ask me about my career. He said, "Why don't you try major league baseball? There's always a need for women journalists, and you can kind of pave your way that way. I'm sure you could find a career path." So, I just started exploring. I thought, "Well, why not?" That's how I came on with Major League Baseball for two years. I moved to St. Louis (last May), but then a few days later I was on the road. I do live in St. Louis, but the joke is I really don't because I travel with the team. We joke and say I'm No. 26 on the roster because the players' schedule is my schedule. I was just counting, and the most I've been in St. Louis in a year is one month, and that was in the offseason when I was in the office. That's the longest period of time. And then we broke for spring training. I translate in the first person for the media, so I say "I" instead of saying "he says." Like with Carlos Martinez: After every game he pitches, I stand with him at his locker and the media will come and ask the questions in English and I'll translate the question in Spanish to Carlos and Carlos will respond in Spanish and I will respond in English, saying, "I felt this way, I felt that way," as if I were Carlos. My friends tell me they have no idea how you understand Carlos or the Dominican guys because they speak really quickly. But ethnically I'm Colombian and Dominican, and my accent is Colombian, and Colombians are known for having perfect Spanish, very clear-speaking and great dialect, very neutral. I've been exposed all my life to Dominican Spanish. My dad's Dominican, so it's familiar. We moved to Wisconsin when I was 1, but at home we would only speak Spanish. After school, we'd break for summer -- three months -- and go to Colombia and I would come back, and I would forget English completely. I was in shock. I was like mute for a week. It happened all the time, but then it would come back. I grew up very bicultural, very bilingual. Yadier Molina, Jhonny Peralta, Jose Martinez, they usually do their interviews in English. But, for instance, any type of Spanish-speaking media that comes in presents them the opportunity to interview in Spanish. It's interesting. Some of the guys feel limited by English, so you see how much more comfortable and willing they are to do it when they know the interview's going to be in Spanish. Alexandra Noboa translates an interview for Cardinals pitcher Carlos Martinez. St. Louis CardinalsAt ease in SpanishWhen he (Molina) is doing interviews with me on camera in Spanish, for instance, he's laughing or joking, and then you see a difference with him doing an interview in English -- very serious. It brings out a completely different personality. Before and after games, I have responsibilities with the players. During the game I sit in the press box with my computer. I'll do Twitter updates, and I need to pay attention to the game, in case anything happens. I need to be prepared for downstairs (in interviews later). Aledmys Diaz speaks English, but last year when he was hit by a pitch and broke his thumb, he wanted me to translate for him. He told me, "Right now I can't even think straight. I would much rather do it in Spanish." That was a rush thing, but things will happen that way. I sometimes end up being the only woman on the plane, the bus, everywhere. That adjustment has been difficult, just because, you know, baseball traditionally has always been a man's sport. You see that in the way the clubhouse is designed, so I have to think about things that men don't have to think about. Walking into the locker room, making sure everyone's decent, you know, kind of giving them their space. But I've learned. There's a rhythm to it. On January 3rd, the Mayor of St. Catharines presented a budget that included the privatization of Forestry as an item. A sufficient tree canopy provides invaluable ecological services like shade provision, stormwater management, and air purification. The City’s proposal to privatize in-house forestry department is an unnecessary threat to the workers who deliver important services and to the residents of St. Catharines who rely on them. St. Catharines’ forestry must remain public. The City of St. Catharines plays a leading role in serving the public interest through the creation of good green jobs that uphold our community’s quality of life. Keeping forestry public is critical to achieving sustainable, livable, and vibrant communities with a canopy worth boasting about. The reality is that privatization erodes the accountability between elected councilors and residents, endangers residents, and erodes good jobs. St. Catharines’ forest must remain public. Apr 11, 2025 Housing, Health Care, Municipalities, Political Action Apr 11, 2025 Municipalities, Political Action Apr 11, 2025 Collective Bargaining, Municipalities CUPE | 1375 St. Laurent Blvd. Ottawa, Ontario K1G 0Z7 Tel: (613) 237-1590 Fax: (613) 237-5508  Toll free: (844) 237-1590 It is a priority for CBC to create products that are accessible to all in Canada including people with visual Closed Captioning and Described Video is available for many CBC shows offered on CBC Gem