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Tag: labor

  • US applications for jobless benefits rise last week, but layoffs remain historically low

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    WASHINGTON — More Americans filed for unemployment benefits last week, but U.S. layoffs remain in the same historically healthy range of the past few years.

    Applications for unemployment benefits for the week ending Aug. 16 rose by 11,000 to 235,000, the Labor Department reported Thursday. That’s slightly more than the 229,000 new applications that economists had forecast.

    Weekly applications for jobless benefits are seen as a proxy for layoffs and have mostly settled in a historically healthy range between 200,000 and 250,000 since the U.S. began to emerge from the COVID-19 pandemic more than three years ago.

    While layoffs remain low by historical comparisons, there has been noticeable deterioration in the labor market this year and mounting evidence that people are having difficulty finding jobs.

    U.S. employers added just 73,000 jobs in July, well short of the 115,000 analysts forecast. Worse, revisions to the May and June figures shaved 258,000 jobs off previous estimates and the unemployment rate ticked up to 4.2% from 4.1%.

    That report sent financial markets spiraling, spurring President Donald Trump to fire Erika McEntarfer, the head of Bureau of Labor Statistics, which tallies the monthly employment numbers. The BLS does not contribute to the weekly unemployment benefits report except to calculate the annual seasonal adjustments.

    The BLS reported earlier this week that the unemployment rate in Washington, D.C. eclipsed 6% in July, the third straight month that it was the highest in the U.S.

    The rising D.C. jobless rate is a reflection of the mass layoffs of federal workers by Trump’s Department of Government Efficiency earlier this year. An overall decline in international tourism — a main driver of D.C.’s income — is also expected to have an impact on the climbing unemployment rate in the District.

    Neighboring states of Maryland and Virginia, where many federal employees reside, also saw an uptick in unemployment rates in July.

    Since the beginning of Trump’s second term, federal workers across government agencies have been either laid off or asked to voluntarily resign, spurring lawsuits from labor unions and advocacy groups.

    Another recent report on the U.S. labor market showed that employers posted 7.4 million job vacancies in June, down from 7.7 million in May. The number of people quitting their jobs — a sign of confidence in finding a better job — fell in June to the lowest level since December.

    Some major companies have announced job cuts this year, including Procter & Gamble, Dow, CNN, Starbucks, Southwest Airlines, Microsoft, Google and Facebook parent company Meta. Intel and The Walt Disney Co. also recently announced staff reductions.

    Many economists contend that Trump’s erratic rollout of tariffs against U.S. trading partners has created uncertainty for employers, who have grown reluctant to expand their payrolls.

    The Labor Department’s report Thursday showed that the four-week average of claims, which softens some of the week-to-week swings, rose by 4,500 to 226,500.

    The total number of Americans collecting unemployment benefits for the previous week of Aug. 9 jumped by 30,000 to 1.97 million, the most since November 6, 2021.

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  • 25% of working age Britons are on disability. Why is the U.K. government paying millions to stay home?

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    In September 2022, U.K. Prime Minister Boris Johnson claimed he was leaving office with “unemployment…down to lows not seen since I was about 10 years old and bouncing around on a space hopper.” In reality, the number of people who were economically inactive had risen by almost 400,000, and an enormous rise in the number of people claiming long-term sickness benefits was already underway.

    How did Johnson get away with claiming unemployment was exceptionally low? Government unemployment statistics only look at those who are actively looking for work. If someone is studying, a caregiver, or categorized as long-term sick, they are classed as “economically inactive” and are not counted as unemployed.

    In the United Kingdom, one-quarter of the working-age population is currently out of work. (For comparison, in the United States, a similar statistic finds that only 16.6 percent of people in prime working ages are out of the labor force.) Once someone becomes economically inactive due to health reasons, their chances of ever reentering employment within a year drop to 3.8 percent. Up to 3,000 new people per day are writing off work and being approved for sickness benefits, now totaling around 4 million people.

    These are Britain’s invisible people.

    According to a survey published in 2024, a quarter of all Britons say they are disabled. The Department for Work and Pensions says that’s a 40 percent increase in the past decade.

    The real surprise is the tens of thousands of young people who are now economically inactive due to long-term sickness. A National Health Service (NHS) Confederation report showed that in 2021–22, over 63,000 people went straight from studying to being economically inactive due to long-term sickness. In 2002, mental and behavioral problems were the main condition for 25 percent of claimants. In 2024, that figure rose to 44 percent. More than half of the rise in disability claims since 2019 was due to mental health or behavioral conditions, according to the Institute for Fiscal Studies.

    What is going on?

    About 69 percent of those who apply for sickness benefits mention depression, anxiety, or some other kind of mental or behavioral disorder. Mental illness is now being cited by 48 percent of disabled working Brits, making mental health the single biggest problem. Mental illness, quite clearly, is responsible for a large portion of the spike in claimants.

    According to data collected by the TaxPayers’ Alliance, a total of 1.75 million people in England received enhanced personal independence payments (PIP) in April 2025, an increase from 734,136 in January 2019. PIP is just one of many types of social security available to working-age claimants, intended to help them deal with the extra costs of disability. It is available to those in work. However, only one-sixth of PIP recipients are working. Some are receiving these benefits for seemingly minor ailments, including acne, constipation, obesity, “old age,” irritable bowel syndrome, writer’s cramp, and food intolerances. (Thirteen people received PIP for factitious disorders in April.) The largest increases, though, were for mental health disorders. In 2019, the number of PIP claimants for autism was 26,256, and by April 2025, this number had jumped to 114,211. For anxiety and depression, it went from 23,647 in 2019, to 110,075 in April 2025. For ADHD, in the same period, it went from 4,233 to 37,339.

    As ludicrous as this sounds, approximately 80 percent of PIP claimants are not in work at all. A person getting incapacity benefits and PIP could be getting 23,899 pounds (roughly $32,250), which is already more than the minimum wage. Someone with children is entitled to even more. When PIP is combined with housing benefits, universal credit, and other offerings, someone could be entitled to 27,354 pounds (roughly $37,000) without paying taxes.

    Many of these people may well suffer from mental health conditions that make work a struggle. However, in economic terms, the incentives are entirely off. If you can earn more by claiming benefits than you can working, why would you try to work?

    These are real people with real potential. Amy from Keighley is 30, looks after her 8-year-old son, and gets long-term sickness benefits. “I do suffer with mental health issues…[complex post-traumatic stress disorder], anxiety, and depression, and things like that,” she said in the documentary Britain’s Benefits Scandal. She has never held a full-time job. She expressed a desire to work but said she’s trapped by the system. “If I went and got a job tomorrow, everything I get would stop from today. Which would then mean that my rent, everything would stop….Where does that leave my 8-year-old?” She said that after taxes, she would need to earn 35,000 pounds ($47,292) a year to replicate the package she is on now.

    People like Amy are simply making economic decisions. Would anyone be reasonably expected to risk swapping the security of welfare dependency for the uncertainty of low-paid work in the private sector?

    This is the welfare trap.

    It has left Britain in a situation where taxpayers are footing the bill for over 120 billion pounds  a year on working-age benefits alone. This is financially unsustainable—not to mention immoral to expect the rest of society to bear the brunt of these costs.

    It is also a tragic waste of human potential. These are people that the state has consigned to a lifetime of worklessness. Where is the evidence that, for those with poor mental health, the best thing for them is to be told to stay at home and never work? Work gives people dignity, structure, and a reason to get out of bed in the morning.

    Well-intentioned politicians have failed. This year, the Labour Party government tried to make minor cuts to PIP and faced an enormous rebellion from within the party, resulting in a U-turn. It is a welfare policy crisis, a big government crisis, and a warning to the rest of the world that well-intentioned “generous” welfare benefits can inadvertently end up wasting so many people’s lives.

    In the U.S., this is increasingly becoming the case. The American welfare system is costing well over $1.2 trillion a year, according to the Congressional Budget Office, encompassing more than 80 federal programs. The system discourages beneficiaries from seeking work. In 1979, American families living below the poverty line earned about 60 percent of their income from work. In 2021, that number had dropped to an all-time low of around 25 percent. Pandemic-era benefits and increased eligibility accelerated these trends. The increased size of the social “safety net” created a cycle of dependency, trapping people in poverty.

    Almost half of the American population lives in a household where at least one person receives some form of government benefit. The increasing size of the welfare state, just as in Britain, is creating a culture of dependency.

    There is nothing compassionate about a system that wastes millions of lives. Britain’s sickness is a warning to the world. When the state pays people to give up on themselves, many will. For people to flourish, they must not be told they are too broken to work; they should be told they are capable of so much more.

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    Reem Ibrahim

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  • Japan’s SoftBank to take $2 billion stake in computer chip maker Intel

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    BANGKOK — Japanese technology giant SoftBank Group plans to take a $2 billion stake in computer chip maker Intel as it deepens its involvement in U.S. semiconductor manufacturing and other advanced technology in the United States, the companies said Monday.

    Shares in both companies fell Tuesday after the announcement, which coincided with unconfirmed reports that President Donald Trump is considering having the U.S. government buy a stake in the chip maker.

    SoftBank invests in an array of companies that it sees as holding long-term potential. It has been stepping up investments in the United States since Trump returned to the White House. In February, its chairman Masayoshi Son joined Trump, Sam Altman of OpenAI and Larry Ellison of Oracle in announcing a major investment of up to $500 billion in a project to develop artificial intelligence called Stargate.

    SoftBank plans to buy $2 billion of Intel’s common stock, paying $23 per share.

    “Semiconductors are the foundation of every industry, Son said in a statement. ”This strategic investment reflects our belief that advanced semiconductor manufacturing and supply will further expand in the United States, with Intel playing a critical role.”

    Intel helped launch Silicon Valley but has fallen behind rivals like Nvidia Corp. and Advanced Micro Devices Inc. and is shedding thousands of workers and slashing costs under its new CEO, Lip-Bu Tan.

    Intel plans to end the year with 75,000 “core” workers excluding subsidiaries, through layoffs and attrition, down from 99,500 core employees at the end of 2024. The company previously announced a 15% workforce reduction.

    Trump recently said Tan, who was made CEO in March, should resign but after meeting with him last week said he had an “amazing story.”

    SoftBank’s shares were down 2.2% Tuesday in Tokyo, while Intel’s dropped 3.7% on Monday in New York.

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  • Salem youth complete summer work program

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    SALEM — Local youth recently completed a five-week pilot employment program in which they gained hands-on experience working at a variety of city departments.

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    By Michael McHugh | Staff Writer

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  • CEO pay rose nearly 10% in 2024 as stock prices and profits soared

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    NEW YORK (AP) — The typical compensation package for chief executives who run companies in the S&P 500 jumped nearly 10% in 2024 as the stock market enjoyed another banner year and corporate profits rose sharply.

    Many companies have heeded calls from shareholders to tie CEO compensation more closely to performance. As a result, a large proportion of pay packages consist of stock awards, which the CEO often can’t cash in for years, if at all, unless the company meets certain targets, typically a higher stock price or market value or improved operating profits.

    The Associated Press’ CEO compensation survey, which uses data analyzed for The AP by Equilar, included pay data for 344 executives at S&P 500 companies who have served at least two full consecutive fiscal years at their companies, which filed proxy statements between Jan. 1 and April 30.

    Here are the key takeaways from the survey:

    A good year at the top

    The median pay package for CEOs rose to $17.1 million, up 9.7%. Meanwhile, the median employee at companies in the survey earned $85,419, reflecting a 1.7% increase year over year.

    CEOs had to navigate sticky inflation and relatively high interest rates last year, as well as declining consumer confidence. But the economy also provided some tail winds: Consumers kept spending despite their misgivings about the economy; inflation did subside somewhat; the Fed lowered interest rates; and the job market stayed strong.

    The stock market’s main benchmark, the S&P 500, rose more than 23% last year. Profits for companies in the index rose more than 9%.

    “2024 was expected to be a strong year, so the (nearly) 10% increases are commensurate with the timing of the pay decisions,” said Dan Laddin, a partner at Compensation Advisory Partners.

    Sarah Anderson, who directs the Global Economy Project at the progressive Institute for Policy Studies, said there have been some recent “long-overdue” increases in worker pay, especially for those at the bottom of the wage scale. But she said too many workers in the world’s richest countries still struggle to pay their bills.

    The top earners

    Rick Smith, the founder and CEO of Axon Enterprises, topped the survey with a pay package valued at $164.5 million. Axon, which makes Taser stun guns and body cameras, saw revenue grow more than 30% for three straight years and posted record annual net income of $377 million in 2024. Axon’s shares more than doubled last year after rising more than 50% in 2023.

    Almost all of Smith’s pay package consists of stock awards, which he can only receive if the company meets targets tied to its stock price and operations for the period from 2024 to 2030. Companies are required to assign a value to the stock awards when they are granted.

    Other top earners in the survey include Lawrence Culp, CEO of what is now GE Aerospace ($87.4 million), Tim Cook at Apple ($74.6 million), David Gitlin at Carrier Global ($65.6 million) and Ted Sarandos at Netflix ($61.9 million). The bulk of those pay packages consisted of stock or options awards.

    The median stock award rose almost 15% last year compared to a 4% increase in base salaries, according to Equilar.

    “For CEOs, target long-term incentives consistently increase more each year than salaries or bonuses,” said Melissa Burek, also a partner at Compensation Advisory Partners. “Given the significant role that long-term incentives play in executive pay, this trend makes sense.”

    Jackie Cook at Morningstar Sustainalytics said the benefit of tying CEO pay to performance is “that share-based pay appears to provide a clear market signal that most shareholders care about.” But she notes that the greater use of share-based pay has led to a “phenomenal rise” in CEO compensation “tracking recent years’ market performance,” which has “widened the pay gap within workplaces.”

    Some well-known billionaire CEOs are low in the AP survey. Warren Buffett’s compensation was valued at $405,000, about five times what a worker at Berkshire Hathaway makes. According to Tesla’s proxy, Elon Musk received no compensation for 2024, but in 2018 he was awarded a multiyear package that has been valued at $56 billion and is the subject of a court battle.

    Other notable CEOs didn’t meet the criteria for inclusion the survey. Starbucks’ Brian Niccol received a pay package valued at $95.8 million, but he only took over as CEO on Sept. 9. Nvidia’s Jensen Huang saw his compensation grow to $49.9 million, but the company filed its proxy after April 30.

    The pay gap

    At half the companies in AP’s annual pay survey, it would take the worker at the middle of the company’s pay scale 192 years to make what the CEO did in one. Companies have been required to disclose this so-called pay ratio since 2018.

    The pay ratio tends to be highest at companies in industries where wages are typically low. For instance, at cruise line company Carnival Corp., its CEO earned nearly 1,300 times the median pay of $16,900 for its workers. McDonald’s CEO makes about 1,000 times what a worker making the company’s median pay does. Both companies have operations that span numerous countries.

    Overall, wages and benefits netted by private-sector workers in the U.S. rose 3.6% through 2024, according to the Labor Department. The average worker in the U.S. makes $65,460 a year. That figure rises to $92,000 when benefits such as health care and other insurance are included.

    “With CEO pay continuing to climb, we still have an enormous problem with excessive pay gaps,” Anderson said. “These huge disparities are not only unfair to lower-level workers who are making significant contributions to company value – they also undercut enterprise effectiveness by lowering employee morale and boosting turnover rates.”

    Some gains for female CEOs

    For the 27 women who made the AP survey — the highest number dating back to 2014 — median pay rose 10.7% to $20 million. That compares to a 9.7% increase to $16.8 million for their male counterparts.

    The highest earner among female CEOs was Judith Marks of Otis Worldwide, with a pay package valued at $42.1 million. The company, known for its elevators and escalators, has had operating profit above $2 billion for four straight years. About $35 million of Marks’ compensations was in the form of stock awards.

    Other top earners among female CEOs were Jane Fraser of Citigroup ($31.1 million), Lisa Su of Advanced Micro Devices ($31 million), Mary Barra at General Motors ($29.5 million) and Laura Alber at Williams-Sonoma ($27.7 million).

    Christy Glass, a professor of sociology at Utah State University who studies equity, inclusion and leadership, said while there may be a few more women on the top paid CEO list, overall equity trends are stagnating, particularly as companies cut back on DEI programs.

    “There are maybe a couple more names on the list, but we’re really not moving the needle significantly,” she said.

    Prioritizing security

    Equilar found that a larger number of companies are offering security perquisites as part of executive compensation packages, possibly in reaction to the December shooting of UnitedHealthCare CEO Brian Thompson.

    Equilar said an analysis of 208 companies in the S&P 500 that filed proxy statements by April 2 showed that the median spending on security rose to $94,276 last year from $69,180 in 2023.

    Among the companies that increased their security perks were Centene, which provides health care services to Medicare and Medicaid, and the chipmaker Intel.

    __

    Reporters Matt Ott and Chris Rugaber in Washington contributed.

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  • Republic expects better service this week amid ongoing strike

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    Republic Services Inc. and the striking Teamsters Local 25 have still not scheduled any new negotiations sessions as of Sunday afternoon.

    The two parties last negotiated on July 18, without reaching a new contract that would end the now 28-day strike of local waste collection workers.


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    By Caroline Enos | Staff Writer

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  • Still no new negotiation sessions planned in trash strike

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    There are still no new negotiation sessions planned as the Teamsters Local 25 strike moves into its 25th day.

    Officials in Peabody, Gloucester, Danvers, Beverly, Canton and Malden also still awaited a decision in their lawsuit against Republic on Thursday afternoon, after filing a joint request for a preliminary injunction last week that would force Republic to carry out all contracted services, if accepted. They appeared in court over the matter Tuesday afternoon.


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    By Caroline Enos | Staff Writer

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  • Trash issues continue to stink

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    Thursday marks two dozen days since Republic Services Inc. workers went on strike.

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    By Caroline Enos | Staff Writer

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  • New Report Shows Chef Ann Foundation’s Healthy School Food Pathway Program is Strengthening California’s School Food Workforce

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    Evaluation Reveals Strong Participant Satisfaction, Career Advancement and Improved District Meal Operations as California’s Bold School Food Vision Gains Momentum

    The Chef Ann Foundation, in partnership with Food Insight Group (FIG), has released a Midpoint Evaluation Report for the Healthy School Food Pathway (HSFP) program – a groundbreaking workforce development initiative designed to support aspiring and existing school food professionals in gaining the skills they need to create and manage successful K-12 scratch-cook meal operations. The report highlights the program’s growing impact on California’s school food workforce, demonstrating how strategic investment in training and career development is helping schools serve healthier meals while advancing the state’s broader goals in public health, agriculture, and workforce readiness.

    Launched in 2022, HSFP was designed to address longstanding challenges across public school nutrition departments-particularly underinvestment in the workforce – by providing structured, sequential career development opportunities. The three-tiered program includes a paid, seven-week Pre-Apprenticeship focused on foundational skills; a paid, nine-month Apprenticeship offering hands-on culinary experience; and a 13-month Fellowship emphasizing leadership development and advanced, scratch cooking-focused school food operations.

    The Midpoint Evaluation Report set out to understand what supports or hinders participation in the HSFP program, track changes in participants’ knowledge, skills, and attitudes toward school food careers, follow career trajectories of participants, and assess the program’s impact on host districts.

    Drawing on feedback from over 230 participants, alumni, and district leaders from 2022-2024, the evaluation noted strong, positive results:

    • 77% of Pre-Apprentices, 71% of Apprentices, and 93% of Fellows reported using the knowledge and skills they learned regularly in their school kitchens.

    • 93% of Pre-Apprentices, 100% of Apprentices, and 100% of Fellows reported HSFP had substantial impacts on their careers, with 100% of Apprentices and Fellows continuing to work in the district where they completed the program.

    Participating districts also noted positive program results:

    • 94% reported improved leadership development

    • 90% reported improved culinary skills

    • 89% reported improved technical skills and knowledge

    • 85% reported improved morale and engagement

    • 74% reported improved staff capacity

    • 43% reported an increase of new hiring or promotion of staff

    “This report confirms what we’ve long believed – when you invest in the people behind school meals, you transform entire systems,” said Mara Fleishman, CEO of Chef Ann Foundation. “School food service is uniquely complex. It operates under strict federal nutrition standards, local regulations, and often without stable funding, yet we’ve historically overlooked the professionals running it. The Healthy School Food Pathway program is addressing that gap head-on, building a workforce with the training and skills needed to deliver on California’s bold future vision.”

    The Healthy School Food Pathway program is aligned with California’s historic $2.2 billion investment to transform school food into a driver of public health, economic vitality, and educational equity. With more than 800 participants and 99 California host districts engaged to date, HSFP is proving to be a powerful strategy for building and sustaining a skilled, mission-driven school food workforce across the state.

    Read the full report HERE.

    Source: Chef Ann Foundation

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  • Announcing the “Understanding the School Food Workforce Subgrants” Awardees

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    Press Release


    Apr 24, 2025

    Four research projects have been funded to better understand the current state of the K-12 school food workforce and how developing this workforce could improve the quality of school meals

    The University of Wisconsin-Madison, Food Insight Group, and the Chef Ann Foundation have collectively awarded $800,000 across four research projects to study the U.S. school food workforce, which is responsible for feeding and nourishing approximately 30 million K-12 students on an average school day. The funding for this research has been provided by the U.S. Department of Agriculture.

    “For years, school districts across the country have reported ongoing challenges with hiring, training, and retaining school food workers, resulting in pervasive labor and skill shortages that can impact the quality of meals served to students,” said project lead Dr. Jennifer Gaddis. “These worker-centered research projects will examine the common challenges schools and school food workers face, recommend solutions for strengthening the school food workforce and, in turn, improve and protect children’s health while fostering more resilient community-based food systems.”

    The funded research projects are:

    • Eliciting Perspectives of the U.S. School Food Workforce Using a Worker-Centered, Mixed Methods Approach (Hannah Lane, Duke University) – $249,999
      Researchers will collaborate with the School Nutrition Association to field a national survey of U.S. school food workers to evaluate associations between working conditions, burnout, and perceived capacity for best practices. They will then conduct focus groups to explore strategies for improving working conditions, job satisfaction, and the quality of K-12 school meals.

    • Exploring Structural Factors Associated With Turnover Among the School Food Service Workforce (Bonnie Solomon, Child Trends) – $150,870
      Researchers will collaborate with the School Nutrition Association to field a national survey of U.S. school food directors to examine the extent of turnover among school food workers and the structural factors influencing it, as well as promising strategies school food authorities are using to reduce turnover.

    • Labor Market Well-Being of School Food Service Workers and the Return on Investment of their Workforce(Eunice Han, University of Utah) – $150,870
      Researchers will generate a comprehensive assessment of the K-12 school food labor market using nationally representative data combined with school district financial information, as well as students’ educational outcomes, to conduct nationwide, state-, district-, and individual-level analyses of the school food workforce.

    • Fair Employment and Economic Dignity (FEED): A Study of School Food Labor Practices in Los Angeles and New York City (Nevin Cohen, CUNY) – $248,261
      Researchers will use participatory methods to assess school food labor practices and different approaches to school meal programs (like scratch cooking and farm-to-school initiatives) in America’s two largest school districts – Los Angeles Unified School District and New York City Department of Education – which together employ 10,900 food service workers serving 2.23 million students.

    Learn more about these projects here.

    Source: Chef Ann Foundation

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  • Elon Musk wins court victory in a dispute over a 2018 post during a labor dispute

    Elon Musk wins court victory in a dispute over a 2018 post during a labor dispute

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    NEW ORLEANS — A federal agency was wrong to order that Tesla CEO Elon Musk delete a 2018 social media post that union leaders saw as a threat to employee stock options, a sharply divided federal appeals court has ruled.

    The case involved a post made on what was then known as Twitter during United Auto Workers organizing efforts at a Tesla facility in Fremont, California. The post was made years before Musk bought the platform, now known as X, in 2022.

    On May 20, 2018, Musk tweeted: “Nothing stopping Tesla team at our car plant from voting union. Could do so tmrw if they wanted. But why pay union dues and give up stock options for nothing? Our safety record is 2X better than when plant was UAW & everybody already gets healthcare.”

    The National Labor Relations Board said it was an illegal threat. After Tesla appealed, three judges on the 5th U.S. Circuit Court of Appeals in New Orleans upheld that decision, as well as a related NLRB order that Tesla rehire a fired employee, with back pay.

    But Tesla sought a rehearing, and the full 5th Circuit later threw out the earlier decision and voted to hear the matter again. In an opinion dated Friday, the judges split 9-8 in favor of Tesla and Musk.

    “We hold that Musk’s tweets are constitutionally protected speech and do not fall into the categories of unprotected communication like obscenity and perjury,” the unsigned opinion said.

    The majority also found the NLRB must reconsider its order that the fired employee be reinstated, saying there was no proof that the person who fired the worker acted out of ill will toward the union.

    The 11-page opinion was followed by a 30-page dissent on behalf of eight judges, written by Judge James Dennis.

    “Relevant here, the Supreme Court has consistently held that the First Amendment does not protect threatening, coercive employer speech to employees in the labor organization election context— the precise category of speech Musk disseminated via Twitter,” Dennis wrote.

    He also argued that the attitude of the supervisor who fired the worker was not relevant to whether he should be reinstated. The worker, Dennis wrote, “was fired for declining to divulge information about protected union activities during an interrogation.”

    The ruling sent the case back to the NLRB for further action. It was not immediately clear if there would be an appeal to the U.S. Supreme Court. The Associated Press sent an email to the UAW Tuesday seeking information on the union’s next move.

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  • Nebraska uses a unique method to find election workers: It drafts them

    Nebraska uses a unique method to find election workers: It drafts them

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    OMAHA, Neb. — Americans are encouraged to do their duty and vote on Election Day. But in Nebraska, some residents must go a step further: They are required to help run the elections.

    Nebraska is the only state in the U.S. that employs compulsory election duty to recruit precinct poll workers, election office helpers and ballot deliverers, among other tasks, according to the National Conference of State Legislators. Anyone who ignores a summons could be charged with a criminal misdemeanor and fined up to $100.

    Twenty years ago, Dawn O’Brien was busy teaching and shuttling kids to school and practice when she received a letter telling her she’d been selected for election duty. She had lived in Omaha for about 25 years by then and had never heard of mandatory election duty.

    “I was surprised,” she recalled. “I do remember thinking, ‘Boy, how am I going to juggle this?’”

    But like a lot of Nebraska residents drafted into the job, O’Brien ended up with a new appreciation for civic service. She now volunteers to work most elections.

    “I just learned so much about what it takes to pull off free, fair elections,” she said. “It is a massive effort to do this and to do it right.”

    So far, only Douglas and Sarpy counties — among the state’s most populous in the Omaha metro area — use the draft. That’s because with nearly 500,000 of the state’s 1.25 million registered voters in those two counties, they need thousands of workers to help at hundreds of polling places.

    Finding all that help — especially at a time when election workers face threats and safety concerns — can be a challenge, Douglas County Election Commission Brian Kruse said. For the upcoming election, Douglas will employ about 3,000 election workers, 45% of whom are drafted.

    While other states rely on election officials to recruit workers, with some turning to churches or community civic organizations to scrounge up volunteers, Nebraska’s system works much the same way as jury duty: Registered voters are selected at random to serve on Election Day. State law allows exemptions for anyone 70 or older, those with documented health issues or other reasons deemed acceptable. It also allows those with young children to defer service until the children are older.

    The only other way to get out of election duty?

    “You have to remove yourself from the voter registration rolls,” Kruse said. “Most people don’t want to go that route.”

    Unlike jury duty, those selected for the Nebraska election draft aren’t just obligated to work the next election. They’re on the hook for four elections.

    Along with those who volunteer, election draftees are paid a minimum wage of $12 an hour. State law requires draftees’ employers to allow paid time off to fulfill the duty, although employers may deduct the election work pay from the paid time off.

    Power the Polls, a national initiative started in 2020 to recruit election workers, is keeping an eye on Nebraska’s approach, which has been in practice since at least the 1950s.

    Marta Hanson, national program manager for Power the Polls, said a draft is an innovative way of ensuring diversity among poll workers and recruiting younger workers in an area dominated by those over 60.

    “One of the biggest requests that we hear from election administrators across the country is for poll workers who have tech fluency, who are comfortable using an iPad or tablet as they upgrade election-related technology nationwide,” Hanson said.

    Had she not been drafted, O’Brien said she likely never would have thought about volunteering.

    “It wouldn’t even have occurred to me,” O’Brien said. “It does give me a sense of pride knowing that I’m helping to promote democracy. There’s a lot of people in other parts of the world that would probably be thrilled to have their right to vote.”

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  • Autonomous tech is coming to farming. What will it mean for crops and workers who harvest them?

    Autonomous tech is coming to farming. What will it mean for crops and workers who harvest them?

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    HOMESTEAD, Fla. — Jeremy Ford hates wasting water.

    As a mist of rain sprinkled the fields around him in Homestead, Florida, Ford bemoaned how expensive it had been running a fossil fuel-powered irrigation system on his five-acre farm — and how bad it was for the planet.

    Earlier this month, Ford installed an automated underground system that uses a solar-powered pump to periodically saturate the roots of his crops, saving “thousands of gallons of water.” Although they may be more costly up front, he sees such climate-friendly investments as a necessary expense — and more affordable than expanding his workforce of two.

    It’s “much more efficient,” said Ford. “We’ve tried to figure out ‘How do we do it?’ with the least amount of adding labor.”

    ____

    EDITOR’S NOTE: This story is a collaboration between The Associated Press and Grist.

    ____

    A growing number of companies are bringing automation to agriculture. It could ease the sector’s deepening labor shortage, help farmers manage costs, and protect workers from extreme heat. Automation could also improve yields by bringing greater accuracy to planting, harvesting, and farm management, potentially mitigating some of the challenges of growing food in an ever-warmer world.

    But many small farmers and producers across the country aren’t convinced. Barriers to adoption go beyond steep price tags to questions about whether the tools can do the jobs nearly as well as the workers they’d replace. Some of those same workers wonder what this trend might mean for them, and whether machines will lead to exploitation.

    On some farms, driverless tractors churn through acres of corn, soybeans, lettuce and more. Such equipment is expensive, and requires mastering new tools, but row crops are fairly easy to automate. Harvesting small, non-uniform and easily damaged fruits like blackberries, or big citruses that take a bit of strength and dexterity to pull off a tree, would be much harder.

    That doesn’t deter scientists like Xin Zhang, a biological and agricultural engineer at Mississippi State University. Working with a team at Georgia Institute of Technology, she wants to apply some of the automation techniques surgeons use, and the object recognition power of advanced cameras and computers, to create robotic berry-picking arms that can pluck the fruits without creating a sticky, purple mess.

    The scientists have collaborated with farmers for field trials, but Zhang isn’t sure when the machine might be ready for consumers. Although robotic harvesting is not widespread, a smattering of products have hit the market, and can be seen working from Washington’s orchards to Florida’s produce farms.

    “I feel like this is the future,” Zhang said.

    But where she sees promise, others see problems.

    Frank James, executive director of grassroots agriculture group Dakota Rural Action, grew up on a cattle and crop farm in northeastern South Dakota. His family once employed a handful of farmhands, but has had to cut back due, in part, to the lack of available labor. Much of the work is now done by his brother and sister-in-law, while his 80-year-old father occasionally pitches in.

    They swear by tractor autosteer, an automated system that communicates with a satellite to help keep the machine on track. But it can’t identify the moisture levels in the fields which can hamstring tools or cause the tractor to get stuck, and requires human oversight to work as it should. The technology also complicates maintenance. For these reasons, he doubts automation will become the “absolute” future of farm work.

    “You build a relationship with the land, with the animals, with the place that you’re producing it. And we’re moving away from that,” said James.

    Tim Bucher grew up on a farm in Northern California and has worked in agriculture since he was 16. Dealing with weather issues like drought has always been a fact of life for him, but climate change has brought new challenges as temperatures regularly hit triple digits and blankets of smoke ruin entire vineyards.

    The toll of climate change compounded by labor challenges inspired him to combine his farming experience with his Silicon Valley engineering and startup background to found AgTonomy in 2021. It works with equipment manufacturers like Doosan Bobcat to make automated tractors and other tools.

    Since pilot programs started in 2022, Bucher says the company has been “inundated” with customers, mainly vineyard and orchard growers in California and Washington.

    Those who follow the sector say farmers, often skeptical of new technology, will consider automation if it will make their business more profitable and their lives easier. Will Brigham, a dairy and maple farmer in Vermont, sees such tools as solutions to the nation’s agricultural workforce shortage.

    “A lot of farmers are struggling with labor,” he said, citing the “high competition” with jobs where “you don’t have to deal with weather.”

    Since 2021, Brigham’s family farm has been using Farmblox, an AI-powered farm monitoring and management system that helps them get ahead of issues like leaks in tubing used in maple production. Six months ago, he joined the company as a senior sales engineer to help other farmers embrace technology like it.

    Detasseling corn used to be a rite of passage for some young people in the Midwest. Teenagers would wade through seas of corn removing tassels – the bit that looks like a yellow feather duster at the top of each stalk – to prevent unwanted pollination.

    Extreme heat, drought and intense rainfall have made this labor-intensive task even harder. And it’s now more often done by migrant farmworkers who sometimes put in 20-hour days to keep up. That’s why Jason Cope, co-founder of farm tech company PowerPollen, thinks it’s essential to mechanize arduous tasks like detasseling. His team created a tool a tractor can use to collect the pollen from male plants without having to remove the tassel. It can then be saved for future crops.

    “We can account for climate change by timing pollen perfectly as it’s delivered,” he said. “And it takes a lot of that labor that’s hard to come by out of the equation.”

    Erik Nicholson, who previously worked as a farm labor organizer and now runs Semillero de Ideas, a nonprofit focused on farmworkers and technology, said he has heard from farm workers concerned about losing work to automation. Some have also expressed worry about the safety of working alongside autonomous machines but are hesitant to raise issues because they fear losing their jobs. He’d like to see the companies building these machines, and the farm owners using them, put people first.

    Luis Jimenez, a New York dairy worker, agrees. He described one farm using technology to monitor cows for sicknesses. Those kinds of tools can sometimes identify infections sooner than a dairy worker or veterinarian.

    They also help workers know how the cows are doing, Jimenez said, speaking in Spanish. But they can reduce the number of people needed on farms and put extra pressure on the workers who remain, he said. That pressure is heightened by increasingly automated technology like video cameras used to monitor workers’ productivity.

    Automation can be “a tactic, like a strategy, for bosses, so people are afraid and won’t demand their rights,” said Jimenez, who advocates for immigrant farmworkers with the grassroots organization Alianza Agrícola. Robots, after all, “are machines that don’t ask for anything,” he added. “We don’t want to be replaced by machines.”

    ___

    Associated Press reporters Amy Taxin in Santa Ana, California, and Dorany Pineda in Los Angeles contributed. Walling reported from Chicago.

    ___

    Follow Melina Walling on X at @MelinaWalling.

    ___

    The Associated Press’ climate and environmental coverage receives financial support from multiple private foundations. AP is solely responsible for all content. Find AP’s standards for working with philanthropies, a list of supporters and funded coverage areas at AP.org.

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  • Volkswagen’s employee council says the automaker plans to close at least 3 German plants

    Volkswagen’s employee council says the automaker plans to close at least 3 German plants

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    BERLIN — Volkswagen has informed employee representatives that it wants to close at least three plants in Germany, the head of the company’s works council said Monday.

    Employee council chief Daniela Cavallo said at a meeting with Volkswagen workers at the company’s Wolfsburg headquarters that management also plans cuts at other sites, and pledged to resist the plans, German news agency dpa reported. She said that “all German VW plants are affected by these plans. None is safe.”

    There was no immediate comment from the company itself.

    Volkswagen said in early September that auto industry headwinds mean it can’t rule out plant closures in its home country, and must drop a job protection pledge in force since 1994 that would have barred layoffs through 2029. CEO Oliver Blume cited new competitors entering European markets, Germany’s deteriorating position as a manufacturing location and the need to “act decisively.”

    European automakers are facing increased competition from inexpensive Chinese electric cars. Volkswagen said last month that the company’s half-year results indicated it would not achieve its target of 10 billion euros ($10.8 billion) in cost savings by 2026.

    Volkswagen has some 120,000 employees in Germany, where it has 10 plants — six of them in the northern state of Lower Saxony, including Wolfsburg.

    The IG Metall industrial union sharply criticized VW’s reported closure plans. “We expect that, instead of cutback fantasies, sustainable concepts for the future be sketched out by Volkswagen and its management at the negotiating table,” regional union leader Thorsten Gröger said.

    Pay negotiations between Volkswagen and the union are due to resume on Wednesday.

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  • Microsoft fires employees who organized vigil for Palestinians killed in Gaza

    Microsoft fires employees who organized vigil for Palestinians killed in Gaza

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    Microsoft has fired two employees who organized an unauthorized vigil at the company’s headquarters for Palestinians killed in Gaza during Israel’s war with Hamas.

    The two employees told The Associated Press they were fired by phone call late Thursday, several hours after a lunchtime event they organized at Microsoft’s campus in Redmond, Washington.

    Both workers were members of a coalition of employees called “No Azure for Apartheid” that has opposed Microsoft’s sale of its cloud-computing technology to the Israeli government. But they contended that Thursday’s event was similar to other Microsoft-sanctioned employee giving campaigns for people in need.

    “We have so many community members within Microsoft who have lost family, lost friends or loved ones,” said Abdo Mohamed, a researcher and data scientist. “But Microsoft really failed to have the space for us where we can come together and share our grief and honor the memories of people who can no longer speak for themselves.”

    Microsoft said Friday it has “ended the employment of some individuals in accordance with internal policy” but declined to provide details.

    Mohamed, who is from Egypt, said he now needs a new job in the next two months to transfer a work visa and avoid deportation.

    Another fired worker, Hossam Nasr, said the purpose of the vigil was both “to honor the victims of the Palestinian genocide in Gaza and to call attention to Microsoft’s complicity in the genocide” because of the use of its technology by the Israeli military.

    Nasr said his firing was disclosed on social media by the watchdog group Stop Antisemitism more than an hour before he received the call from Microsoft. The group didn’t immediately respond Friday to a request for comment on how it learned about the firing.

    The same group had months earlier called on Microsoft CEO Satya Nadella to take action against Nasr for his public stances on Israel.

    Nasr, an Egyptian-raised 2021 graduate of Harvard University, is also a co-organizer of Harvard Alumni for Palestine.

    Google earlier this year fired more than 50 workers in the aftermath of protests over technology the company is supplying the Israeli government amid the Gaza war. The firings stemmed from internal turmoil and sit-in protests at Google offices centered on “Project Nimbus,” a $1.2 billion contract signed in 2021 for Google and Amazon to provide the Israeli government with cloud computing and artificial intelligence services.

    Microsoft said in its statement Friday about the firings that it remains “dedicated to maintaining a professional and respectful work environment. Due to privacy and confidentiality considerations, we cannot provide specific details.”

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  • Microsoft fires employees who organized vigil for Palestinians killed in Gaza

    Microsoft fires employees who organized vigil for Palestinians killed in Gaza

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    Microsoft has fired two employees who organized an unauthorized vigil at the company’s headquarters for Palestinians killed in Gaza during Israel’s war with Hamas.

    The two employees told The Associated Press they were fired by phone call late Thursday, several hours after a lunchtime event they organized at Microsoft’s campus in Redmond, Washington.

    Both workers were members of a coalition of employees called “No Azure for Apartheid” that has opposed Microsoft’s sale of its cloud-computing technology to the Israeli government. But they contended that Thursday’s event was similar to other Microsoft-sanctioned employee giving campaigns for people in need.

    “We have so many community members within Microsoft who have lost family, lost friends or loved ones,” said Abdo Mohamed, a researcher and data scientist. “But Microsoft really failed to have the space for us where we can come together and share our grief and honor the memories of people who can no longer speak for themselves.”

    Microsoft said Friday it has “ended the employment of some individuals in accordance with internal policy” but declined to provide details.

    Mohamed, who is from Egypt, said he now needs a new job in the next two months to transfer a work visa and avoid deportation.

    Another fired worker, Hossam Nasr, said the purpose of the vigil was both “to honor the victims of the Palestinian genocide in Gaza and to call attention to Microsoft’s complicity in the genocide” because of the use of its technology by the Israeli military.

    Nasr said his firing was disclosed on social media by the watchdog group Stop Antisemitism more than an hour before he received the call from Microsoft. The group didn’t immediately respond Friday to a request for comment on how it learned about the firing.

    The same group had months earlier called on Microsoft CEO Satya Nadella to take action against Nasr for his public stances on Israel.

    Nasr, an Egyptian-raised 2021 graduate of Harvard University, is also a co-organizer of Harvard Alumni for Palestine.

    Google earlier this year fired more than 50 workers in the aftermath of protests over technology the company is supplying the Israeli government amid the Gaza war. The firings stemmed from internal turmoil and sit-in protests at Google offices centered on “Project Nimbus,” a $1.2 billion contract signed in 2021 for Google and Amazon to provide the Israeli government with cloud computing and artificial intelligence services.

    Microsoft said in its statement Friday about the firings that it remains “dedicated to maintaining a professional and respectful work environment. Due to privacy and confidentiality considerations, we cannot provide specific details.”

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  • Russia’s central bank raises interest rate to 21% to fight inflation boosted by military spending

    Russia’s central bank raises interest rate to 21% to fight inflation boosted by military spending

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    MOSCOW (AP) — Russia’s central bank on Friday raised its key interest rate by two percentage points to a record-high 21% in an effort to stem growing inflation as massive government spending on the military amid the fighting in Ukraine strains the economy’s capacity to produce goods and services and drives up workers’ wages.

    The central bank said in a statement that “growth in domestic demand is still significantly outstripping the capabilities to expand the supply of goods and services.” Inflation, the statement said, “is running considerably above the Bank of Russia’s July forecast,” and “inflation expectations continue to increase.” It held out the prospect of more rate increases in December.

    Russia’s economy continues to show growth as a result of booming oil export revenues and a hike in government spending, the bulk of which goes to the military as the conflict in Ukraine has dragged into a third year. That has fueled inflation, which the central bank has tried to combat with higher rates that make it more expensive to borrow and spend on goods, in theory relieving pressure on prices.

    Central bank governor Elvira Nabiullina said that inflation is expected to double the bank’s target of an annual 4% and emphasized that the bank remains committed to bringing it down to the targeted level.

    Nabiullina noted that inflation has overshot the goals because of increased government spending and lenient banking regulations that encouraged commercial banks to offer more loans. Years of price growth that exceeded the targets have fueled high inflationary expectations among consumers, she added.

    “There is a high inertia of inflationary expectations as the inflation has exceeded the target level for four years,” Nabiullina said. “The more inflation exceeds the targets, the less people and companies believe that it could fall back to low levels.”

    This is the highest key interest rate in Russia since it was introduced in 2013 and effectively replaced the refinancing rate, a similar instrument. The previous high was in February 2022, when the central bank raised the rates to a then-unprecedented 20% in a desperate bid to shore up the ruble in response to crippling Western sanctions that came after the Kremlin sent troops into Ukraine.

    Russia’s economy grew 4.4% in the second quarter of 2024, with unemployment low at 2.4%. Factories are largely running at full speed, and an increasing number of them are focusing on weapons and other military gear. Domestic producers are also stepping in to fill the gaps left by a drop in imports that have been affected by Western sanctions and foreign companies’ decisions to stop doing business in Russia.

    Government revenues are supported by economic growth and by continuing exports of oil and gas with less-than-airtight sanctions and a $60 price cap imposed by Western governments on Russian oil. The cap is enforced by barring Western insurers and shippers from handling oil priced over the cap. But Russia has been able to evade the price cap by lining up its own fleet of tankers without Western insurance, and it earned some $17 billion in oil revenues in July.

    Chris Weafer, CEO at Macro-Advisory Ltd. consultancy, noted that with the rate hike the central bank wants to raise its “concern about the imbalances that emerged in the economy” that could lead to “serious problems down the road that could even trigger maybe a crisis or a recession.”

    He noted that the booming defense spending, with over a third of next year’s budget allocated to the military-industrial complex, has driven economic growth along with soaring consumer spending but also deepened imbalances in the economy.

    Labor shortages resulting from a decrease in population and exacerbated by workers leaving factory jobs to join the military have driven a massive increase in wages and fueled a consumer boom. “The central bank is trying to keep the interest rates as high as possible to try and cool that because they warn of the overheating in the consumer economy, which of course can destabilize the economy before too long,” Weafer said.

    He described the rate hike as “not so much a cry for help, but a scream of pain from the central bank,” sending a signal to the government that the current high level of spending on military issues can’t continue indefinitely.

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  • Mail carriers reach tentative contract with USPS that includes air-conditioned trucks

    Mail carriers reach tentative contract with USPS that includes air-conditioned trucks

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    Some 200,000 mail carriers have reached a tentative contract deal with the U.S. Postal Service that includes backdated pay raises and a promise to provide workers with air-conditioned trucks.

    The new agreement, which still needs to be ratified by union members, runs through November 2026. Letter carriers have been working without a new contract since their old one expired in May 2023. Since then they have continued working under the terms of the old contract.

    Both the union and the Postal Service welcomed the agreement, which was announced Friday.

    “Both sides didn’t get everything they wanted. But by bargaining in good faith, we ended with an agreement that meets our goals and rewards our members,” Brian Renfroe, the president of the National Association of Letter Carriers, told The Associated Press. “To make that happen, the Postal Service had to recognize the contributions of members to the Postal Service and the American people.”

    Among other improvements, the deal increases the top pay and reduces the amount of time it takes new workers to reach that level, Renfroe said. He credited Postmaster General Louis DeJoy and his deputy for bargaining in good faith throughout the arduous process.

    The Postal Service said the agreement supported its 10-year “Delivering for America” mission to modernize operations and adapt to changing customer needs.

    “This is a fair and responsible agreement that serves the best interest of our employees, our customers and the future of the Postal Service,” said Doug Tulino, the deputy postmaster general and chief human resources officer.

    As part of the agreement, all city carriers will get three annual pay increases of 1.3% each by 2025, some of which will be paid retroactively from Nov. 2023. Workers will also receive retroactive and future cost-of-living adjustments.

    There is also a commitment from the Postal Service to “make every effort” to provide mail trucks with air-conditioning.

    In the summer the Postal Service began rolling out its new electric delivery vehicles, which come equipped with air-conditioning. While the trucks won’t win any beauty contests, they did get rave reviews from letter carriers accustomed to older vehicles that lack modern safety features and are prone to breaking down — and even catching fire.

    Within a few years, the new fleet will have expanded to 60,000, most of them electric models, serving as the Postal Service’s primary delivery truck from Maine to Hawaii.

    Under the tentative contract agreement, the Postal Service must discuss with the union any plans to buy new mail trucks that don’t have air-conditioning.

    This is the second contract negotiated since DeJoy was appointed in 2020. It is expected to take several weeks for union members to ratify it.

    Rural mail carriers are not covered by the contract because they are represented by a different union.

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  • Stock market today: World stocks gain as China releases plan to finance share buybacks

    Stock market today: World stocks gain as China releases plan to finance share buybacks

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    BANGKOK — World shares have mostly gained after China’s central bank released plans for supporting the stock market through share repurchases by companies and major shareholders.

    European markets opened mostly higher, with Germany’s DAX up 0.2% at 19,623.37. In Paris, the CAC 40 gained 0.4% to 7,615.72. Britain’s FTSE 100 slipped 0.1% to 8,376.04.

    The European Central Bank on Thursday cut its main interest rate by a quarter of a percentage point, helping send shares higher.

    The future for the S&P 500 was up less than 0.1% while that for the Dow Jones Industrial Average was little changed.

    Beijing also reported FRiday that the Chinese economy slowed further in the last quarter, which spurred expectations the government will ramp up its latest stimulus efforts. The world’s second-largest economy expanded at a 4.6% annual pace in July-September, down slightly from 4.7% in the previous quarter.

    Growth so far this year has averaged to 4.8%, below the official target of about 5%, as weakness in the property market has continued to weigh on demand.

    Meanwhile, the central bank issued guidelines for state banks to provide loans to companies and major shareholders for stock repurchases as part of an effort to stabilize China’s share markets, which have languished in recent years.

    The loans, which can be made only by 21 designated financial institutions, will have a maximum interest rate of 2.25%, the People’s Bank of China said in a statement that underscored plans for strict oversight of the effort to support the markets.

    The news helped drive a rally in Shanghai, where the Composite index gained 2.9% to 3,261.56. The benchmark for the smaller market in the southern city of Shenzhen jumped 4.1%.

    Shanghai’s benchmark has gained 9% in the past three months, though it had surged much higher last month with the release of new measures to counter the slowdown, before falling back as investors registered their disappointment over a lack of big government spending initiatives.

    Hong Kong’s Hang Seng index gained 3.6% to 20,791.20.

    Also Friday, China’s large state-run banks cut their deposit rates, to 0.1% from 0.15% for demand deposits and to 1.1% from 1.35% for longer term deposits.

    Elsewhere in Asia, Tokyo’s Nikkei 225 edged 0.2% higher to 38,981.75 and the Kospi in Seoul shed 0.6% to 2,593.82. Australia’s S&P/ASX 200 gave up 0.9% to 8,283.20.

    The Taiex in Taiwan gained 1.9% and the SET in Bangkok was up 0.3%. India’s Sensex rose 0.2%.

    On Thursday, U.S. stocks drifted around their record heights following the latest signals that the U.S. economy continues to hum.

    The S&P 500 finished virtually unchanged at 5,841.47 after flirting with its all-time high for much of the day. The Dow Jones Industrial Average added 0.4% to 43,239.05, besting its own record set the day before. The Nasdaq composite added less than 0.1% to 18,373.61.

    Nvidia and other companies in the chip industry were some of the market’s strongest after global heavyweight Taiwan Semiconductor Manufacturing Co. reported bigger profit for the latest quarter than analysts expected.

    In the bond market, Treasury yields rose following the latest encouraging reports on the U.S. economy.

    U.S. retailers made more in sales in September than in August, and underlying growth trends within the data were better than economists expected.

    A separate report, meanwhile, said fewer U.S. workers applied for unemployment benefits last week, a signal that layoffs nationwide are relatively low and aren’t damaging the job market.

    Such data bolster the hope that the economy could make a perfect escape from the worst inflation in generations, one that ends without a recession that many investors had seen as nearly inevitable. And with the Federal Reserve now cutting interest rates to keep the economy humming, the expectation among optimists is that stocks can rise even further.

    Critics, meanwhile, are warning that stock prices look too expensive given how much faster they’ve climbed than corporate profits.

    In other dealings early Friday, U.S. benchmark crude oil was unchanged at $70.67 per barrel. Brent crude, the international standard, was down 3 cents at $74.42 per barrel.

    The dollar fell to 150.11 Japanese yen from 150.21 yen. The euro rose to $1.0844 from $1.0827.

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  • Beverly officials call in mediator for stalled contract talks

    Beverly officials call in mediator for stalled contract talks

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    BEVERLY — The School Committee is requesting a mediator join stalled contract negotiations with the Beverly Teachers Association.

    The mediator would be a neutral third-party assigned by the Massachusetts Department of Labor, School Committee President Rachael Abell said in a prepared statement Wednesday.

    The move comes nine months after negotiations began. While the School Committee and the union are close on tentative agreements for issues like personal days and supply reimbursement, that’s not the case for wage increases and paid parental leave.

    “While we know the BTA members share our desire to reach an agreement, it is difficult to make progress without meaningful responses to the School Committee’s proposals and with continued uncompromising demands from the BTA,” Abell said in the statement.

    “Members of the School Committee believe this lack of progress on issues our educators identified as critical elements, especially well-deserved wage increases, will benefit from the experience of the DLR resources.”

    The School Committee has “made good faith and strong proposals and counter proposals,” Abell said.

    “This does not mean we will not continue to negotiate and engage in the conversations and collaborative work with our educators, just that we recognize the frustration in the present meeting format is not moving us closer to resolution,” she said.

    BTA Co-President Julia Brotherton said the union is disappointed in the committee’s decision to bring in a mediator and wants to continue to meet them at the table as they are “making slow progress,” she told The Salem News.

    “It is true that we’re sticking to our positions on wages and salaries,” Brotherton said. “We especially feel that a living wage for paraprofessionals is a moral issue the School Committee has to address.”

    This is the first time the School Committee has requested a mediator in Brotherton’s time on the BTA, she said.

    Beverly teachers have been working-to-rule since last week. This means they arrive and leave work at the exact times their current contract calls for (and not stay for after-school or extracurricular duties) as a way to protest the lack of a new contract. The teachers planned to implement the tactic at one or two schools each day until a contract agreement was reached.

    On Oct. 4, teachers across the district stood outside of their schools before classes began with signs demanding a new contract.

    The School Committee presented the BTA with its most recent wage increase proposal in August. Under that proposal, each teacher at the top step of the salary scale would receive a raise of nearly $14,000 over the next three years while all other educators would see an increase of 4% to 12.1% during that time.

    The BTA is requesting more lower-paid positions be moved into higher-paid columns, the hourly curriculum rate be increased to at least $50 per hour and that a teacher with a master’s degree earning the maximum salary make no less than $105,000, among other requests.

    The union is also calling for 12 weeks of paid parental leave that is completely funded by the district.

    The lack of paid-parental leave for public school teachers in Massachusetts has been an increasingly hot-button issue since 2018. That year, the state passed the Paid Family Medical Leave Act that excluded coverage for municipal employees, including teachers.

    The School Committee’s current proposal would allow educators 12 weeks of paid parental leave with two of those weeks funded by the district. The other 10 weeks would be covered by an educator’s accumulated leave and/or a proposed parental leave bank.

    Contact Caroline Enos at CEnos@northofboston.com

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    By Caroline Enos | Staff Writer

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