Starbucks says it’ll negotiate with Buffalo, New York staff

Members react during the Starbucks union vote in Buffalo, New York, the United States, on December 9, 2021.

Lindsay DeDario | Reuters

Starbucks plans to negotiate in good faith with workers at its Elmwood, Buffalo, New York business, the company said Monday, days after the workers’ votes were confirmed to form the coffee chain’s first U.S. union.

In a letter to all US partners, Rossann Williams, Starbucks EPP North America, said the company’s belief that it does not want a union “between us as partners” has not changed, but has respected legal process.

“That means we’ll be negotiating in good faith with the union representing partners in the one Buffalo deal that voted for union representation. We hope that union representatives will also come to the table with mutual good faith, respect, and positive intent. ”Williams wrote.

Earlier this month, the workers at Elmwood Location voted for union formation, a first for the company since going public decades ago. A second vote at a nearby coffee shop was in Starbucks’ favor, while the results of a third were not finalized that day as both sides questioned the balance sheet. Last week the union officially opened questioned the results in the two branches.

The drive for unions is also spreading across the country. Baristas in two Boston cafes registered for union elections Late last week. Other stores in Buffalo and in Mesa, Arizona are also planning to join forces with Starbucks Workers United, a subsidiary of the Service Employees International Union. The more successful businesses are, the easier it is for workers to bargain collectively with the coffee giant. The two sides do not have to agree on a contract.

Starbucks CEO Kevin Johnson recently told CNBCs Jim Cramer that he expects a handful of additional businesses that need to be unionized.

The union push has generally met with strong opposition from Starbucks management. In Buffalo and Mesa, the company has sent executives to what organizers have called “union busting.” Starbucks denies all allegations of attempting to intimidate workers. The company has stated since the beginning of the process that it believes the entire Buffalo market should have polled 20 stores.

Do not make employees come again earlier than April: Dr. Vin Gupta

As January approaches, more workers will be returning to offices, not all at once and maybe not five days a week, but returns to work will begin in earnest for a larger proportion of the U.S. workforce in 2022, the Omicron variant of Covid does the high winter flu season pose new risks?

According to Dr. Vin Gupta, an intensive care pulmonologist and affiliate of the University of Washington School of Medicine, there are likely more reasons to keep current home-based employees out of the office until at least April or May than to bring them back soon.

Speak to members of the last week Executive Council of the CNBC Workforce During a virtual town hall, Gupta said that for companies whose employees currently mostly work from home, “I see no reason, no scientific justification, and certainly no psychological reason to move their workforce into a workplace environment before the 1st at the earliest.”

“Before April 1st doesn’t make a lot of sense to me,” he added.

A sign instructs employees to return to work for COVID-19 testing at the World Bank in Washington, October 19, 2021.

Jonathan Ernst | Reuters

Part of his view is based on his experience as a pulmonologist. The Delta variant is still causing many deaths in the US, mainly among the unvaccinated, and the Omicron variant is expected to become a major contributor in 2022. And those covid trends are happening during the uncertainty about the flu season and all the other respiratory illnesses, rather than viruses that exist during winter and take advantage of the cold, dry air. While the US suffered from the delta rise in midsummer, this is no reason to overlook the seasonal effect, but rather to consider that winter could get “absolutely worse”.

Based on data from South Africa and other places where early testing and sequencing is done, it is clear that there is a straight line regarding the cases detected over time, and this is different from Delta, which is a sharp climb but a little slower. “I think it is a matter of time before Omicron becomes dominant as it is the competing delta in places we believe originally originated,” said Gupta, adding that they are in the will become the dominant strain in the next few weeks and months.

the Britain confirmed its first death from the Omicron variant On Monday.

That means the US healthcare system is under stress and headlines are “not going to be nice” for the next few months. “Even if it is less fatal, more people are still getting it and the unvaccinated are frankly defenseless, they will end up in the hospital more often,” he said.

Many companies are delaying plans to return to their offices, but not just because of omicron. Apple has postponed its return until February, even before the news from omicron got known. Since the release of the new variant, Google has postponed a scheduled return date to January 10th.

“If people here are looking for a clear deadline, I would start planning my return to the office in the second quarter,” Gupta told CNBC WEC members.

The pulmonologist said the psychological reasons for the delay in returning to office were as strong, if not stronger, than virology’s.

“Psychologically, we’re not going to be in a place where we feel particularly safe, especially given the headlines that continue to dominate on omicron. And I think that won’t wear off until April 1,” Gupta said. “Hopefully April 1st will be a pivotal point for me psychologically, we have the cold and flu season behind us, we have the worst of Delta plus Omikron behind us,” he added.

Part of his mindset on April 1st is that it is a date by which the uptake of Covid booster vaccinations, as well as the uptake of the first vaccinations, will be significantly stronger in the wider population. And there could be other cities that are following New York City’s lead and making the vaccine mandatory.

“I think we will make more progress,” said Gupta.

There is currently a way to proceed safely, Gupta said in a Friday interview with CNBC’s “Closing Bell” when companies create a “vaccine bubble” – which requires all officers to deliver three Covid vaccine shots, including a booster receive.

“A lot of companies that have developed vaccine bladders have done well and that’s three shots,” Gupta said.

ONE new study from Oxford University showed that people with two doses of Pfizer-BioNTech or Astra Zeneca can still be infected with omicron. The leading U.S. expert on infectious diseases, Dr. Anthony Fauci said in a television interview on ABC on Sunday that three doses including the booster are “optimal care”, but the US government is not going to change its definition of “fully vaccinated”.

With Covid deaths still at 10,000 a week in the US and as of Friday Omicron has been discovered in 25 US states“Probably the best scenario is that deaths there stagnate for at least a few months, and that’s one of the reasons why non-blistering companies should tell their employees they don’t have to return until April or May,” Gupta said .

Did you miss this year’s CNBC At Work Summit? Access the full sessions as needed https://www.cnbcevents.com/worksummit/

Texas has spent $7B in federal cash to pay short-term well being care staff throughout COVID pandemic

AUSTIN — The state is trying to wind down an expensive, federally paid program of hiring nurses and other health care professionals to keep its hospitals from buckling under staffing pressures and burnout caused by the COVID-19 pandemic.

But the plan could be upended by any spike in COVID-19 cases prompted by gatherings over the upcoming holidays. Already, the state decided to keep up surge staffing at hospitals in El Paso and the Panhandle because of recent outbreaks.

After three huge waves of hospitalizations – in each of the past two summers and the big daddy of them all, last December and January – the state has spent nearly $7 billion of federal COVID-19 money for temporary nurses, respiratory therapists and some doctors to maintain operations at hospitals and “alternate care sites.”

The state set up the alternate care sites, mostly at nursing homes and convention centers, to free up hospital beds for coronavirus patients.

The decision to begin ramping down the “medical surge staffing” could be premature. Some public health officials worry that many Texans will mingle indoors and maskless during the upcoming holidays, among them unvaccinated state residents, creating a spike in both seasonal flu and COVID-19 that strains hospitals to capacity.

The Texas Department of State Health Services has told the three vendors who provide the hospitals with temporary caregivers that it plans to stop doing that in most parts of the state over the next month or so, said spokesman Chris Van Deusen.

“Of course, we’re always flexible about that,” he said. “If the situation changes, we’ll change the direction we’re headed.”

Critics of Gov. Greg Abbott’s management of the public health crisis say he’s used hospital staffing support when he should have used a full range of mitigation measures that are far less expensive, such as mask and vaccine mandates.

While the staffing expense is covered 100% by the federal government, the extravagant spending distorted the marketplace for nursing labor, which was already in short supply, said Rep. Donna Howard, an Austin Democrat and retired nurse who has studied the state’s response closely.

‘Burden on the hospitals’

Early in the pandemic, Abbott ordered hospitals to postpone elective surgeries, which choked off vital revenue streams, Howard said. But the Republican governor only hesitatingly embraced a statewide masking and distancing order, which he fully lifted in early March, she noted.

More recently, Abbott has stressed state provision – again, thanks to Uncle Sam – of COVID-19 treatments and infusion centers, where infected patients receive monoclonal antibodies that reduce the severity of symptoms.

“Those are great,” Howard said. “But again, though, rather than trying to do things to prevent it from happening in the first place, the interventions have been after the fact. And it’s really been a burden on the hospitals.”

Abbott spokeswoman Renae Eze, noting that nearly 36 million shots have been administered to Texans, said Abbott has launched “innovative strategies” to combat the pandemic. She cited mobile vaccine clinics and a “Save Our Seniors” program he announced in March. Under the program, modeled on one in Corpus Christi given statewide attention by The Dallas Morning News, local first responders and other volunteers take shots to homebound seniors or set up central drive-through vaccine clinics.

“Governor Abbott has prioritized protecting the safety of Texans from COVID while also safeguarding their livelihoods and personal freedom,” Eze said in a written statement.

Abbott continues to work closely with state Health Services Commissioner John Hellerstedt and Emergency Management Chief Nim Kidd “to get shots in arms and provide support to communities across the state,” she said.

“While the vaccine has proven effective at reducing the severity of COVID cases and slowing the spread of COVID, Governor Abbott also recognizes the right of Texans to refuse the shot, especially those who have acquired immunity, have health conditions, or other reasons to not take the shot.”

Many Texans, though, are still resistant to the shot. Only 59% of Texans age 5 or older have been fully vaccinated against COVID-19.

Flu prospects

So far this flu season, Texans haven’t been catching influenza at an alarming rate. Of the nearly 39,000 who’ve been tested since early October, just 0.35% tested positive. At the peak of the 2018-2019 flu season, in February 2019, about one quarter of specimens tested positive for flu, noted epidemiologist Diana Cervantes of the University of North Texas Health Sciences Center at Fort Worth.

Still, on Wednesday, the federal Centers for Disease Control issued an alert warning of a recent increase in flu viruses detected in recent weeks, especially among young adults. The federal agency said it “also is aware of influenza outbreaks in colleges and universities in several states.”

Flu seasons in which the particular strain noticed in the recent uptick – A(H3N2) – is predominant “were associated with more hospitalizations and deaths in persons aged 65 years and older,” the alert said.

The CDC urged all Americans six months old and older – if they haven’t already, and many haven’t – to get flu shots.

UNT’s Cervantes explained public health officials’ concern.

“As the COVID vaccine has become available, there are many fewer restrictions and prevention measures directed at COVID prevention such as mask usage, physical distancing this year – so we may likely see a more active flu season compared to last year,” she said.

She continued, “There is a possibility that due to the holidays and increased travel and general contact with others, we could see an increase in COVID cases and flu cases jointly and unfortunately there are always severe cases of both that can require hospitalization leading to dual stresses on our health care system.”

With COVID-19 vaccine widely available and “no new variant of concern” at this point, “I am hopeful we will not see a spike of COVID like we experienced last winter,” Cervantes said.

The surge staffing began in July 2020 with just more than 3,500 visiting health care workers helping Texas hospitals. Peak deployment came after last winter’s surge of cases, with almost 14,000 temporary nurses and other workers used during one week in early February. Last summer, the numbers dwindled. From mid-May to mid-August, no surge staffing was needed.

But then deployments kicked back up with the spike of cases caused by the delta variant. By early October, the department’s three private vendors were supplying nearly 7,800 health care professionals a week. As of Nov. 17, that had dropped to 3,176.

A demobilization ‘pause’

In recent weeks, the department told its three vendors supplying the nurses and other front-line workers – San Antonio-based nonprofit BCFS Health and Human Services, San Antonio-based Angel Staffing Inc. and Columbia, Md.-based Maxim Healthcare Group – that it planned to stop all hospital support in early December.

A flare-up of positive cases in El Paso and the Panhandle has forced the department to keep providing the surge staffing to those two regions, even as it hopes to be able to stop providing nurses and therapists to hospitals in most of the state, said Van Deusen, the state health department spokesman.

“We’ve paused sort of demobilizing staff out in El Paso, for example, because they’ve seen things really start to go up more,” he said. “But yes, that’s been the idea,” to end the program as more Texans are vaccinated and severe cases of the disease taper off.

On Tuesday, the hospital regions where coronavirus patients are taking up the highest percentage of available beds were El Paso (13.3%), Amarillo (11.8%) and Lubbock (9.9%), according to the department’s coronavirus dashboard. Of the four major metros, Dallas had the highest share of its hospital beds devoted to COVID-19 patients – 4.9%. There were 768 people with COVID-19 hospitalized in the Dallas trauma service area’s hospitals. Of them, 94 had been admitted in the previous 24 hours.

From just over a year ago, Dallas has zoomed to account for 28% of the surge staffing statewide, from under 10%. South Texas, which in October 2020 drew 35% of the temporary workers helping Texas hospitals, now is using only 11%. As a share of the statewide deployment, Houston has tapered off (to 21% of the total, from 25% a year earlier), while Austin and Central Texas account for nearly 10% of the statewide staffing help, up from about 1% a year earlier.

President Joe Biden recently said that 100% reimbursement of states’ coronavirus-related response efforts, such as the hospital staffing, would continue through April 1.

Van Deusen said that leaving aside considerations about federal reimbursements, the need for the surge staffing has diminished.

Hospitalizations for COVID-19 in Texas have decreased dramatically from the delta variant-driven spike of confirmed cases in late summer. From nearly 14,000 in late August and early September, hospitalized patients have fallen to under 2,700 as of Tuesday.

“We had started ramping down earlier this month, with the idea that it would take probably four to six weeks to do that,” Van Deusen said.

‘Worth it to them’

Some of the health care workers, such as nurses, have commanded high prices to come work at Texas hospitals.

Howard said at one point, she was told by the state health department that nurses cost the state $100 an hour to $125 an hour. She said she didn’t know if that was the amount being paid to the vendor or the nurses. The online job site Indeed shows the average registered nurse in Texas commanding about $36 an hour, she noted.

Department officials and vendors have declined to discuss wages paid to the temporary hospital workers.

“You had nurses who left their jobs to become traveling nurses because they could make a heck of a lot more money,” said Howard, who said she’s heard from one of her staff members an anecdote about one who gambled on treating COVID-19 patients in order to get a piece of the American dream – a house.

“They knew that it was going to be short term, but it was worth it to them to leave where they were and go wherever they needed to be for the fairly short period of time and bring in an exorbitant salary,” Howard recounted.

“It allowed them to actually get a mortgage. That was out of out of sight for them before. They are now able to buy a house because of this, which is great for them. But the distortion in the market is that those very people who are leaving, now, the hospitals are having to find ways to increase what they pay in order to retain their nurses. They’re doing bonuses, they’re doing premium pay, they’re doing whatever they can do, to try to keep the nurses that they have.”

Texas Gov. Greg Abbott, who has received Regeneron’s monoclonal antibody treatment to help him fight COVID-19, said Saturday that he is wants to see antibody infusion centers opened across the state.

By far the biggest chunk of the nearly $6.9 billion spent since July 2020 has gone to BCFS – $5.3 billion, or 77%.

The state also processed invoices from Angel for $1.14 billion (17% of the total) and from Maxim, the former Medcall Medical Staffing, for $455 million (6%). Angel and Maxim are privately held, for-profit companies.

As of Nov. 15, BCFS had 1,945 medical personnel working in 235 Texas hospitals, said BCFS spokeswoman Evy Ramos. Except for about 300 respiratory therapists, they were all nurses, she said. None was a physician.

Of the $6.88 billion spent, just under $2.4 million was state funds, according to a spreadsheet of vendor payments obtained by The Dallas Morning News.

“The funds obligated are federal, FEMA and CARES Act dollars,” said state health department spokesman Doug Loveday, referring to the Federal Emergency Management Agency and the Coronavirus Aid, Relief and Economic Security Act of 2020.

Another $8.7 million of the money went to alternate care sites.

None of the money spent yet has come from the American Rescue Plan Act passed in March, though state lawmakers last month approved spending up to $2 billion of the American Rescue Plan money on hospital surge staffing, COVID therapeutics and infusion centers.

Texas soon will have spent more than $5.1 billion to hire nurses and other frontline health-care workers at premium rates to keep hospitals from being overwhelmed by COVID-19 patients and deter the disease at group residential settings such as nursing homes. The effort will eat up nearly two-thirds of the $8.1 billion in federal Coronavirus Relief Fund money the state has received. In February file photo, three nurses at Dallas' Parkland Memorial Hospital -- one a traveling nurse and two on-staff -- review an intubated COVID-19 patient’s oxygen levels.

Hospitals are spending extra money to rent and retain well being care employees throughout the pandemic. That is dangerous for his or her margins.

Hospitals are facing staff shortages made worse by the COVID-19 pandemic, and Wall Street analysts are increasingly concerned that there are insufficient staff for these facilities, which is hurting margins.

“The surge in COVID-19 cases from the Delta variant continues to exacerbate hospital staff shortages, hinder recruitment and retention, drive up wages and hurt hospital profitability,” Moody’s Investors Service said Tuesday. “Over the course of the next year, we expect margins to decline in light of wage inflation, the use of expensive care agencies, increased recruitment and retention efforts, and expanded service packages that include more behavioral health services and offers such as childcare.”

There are several problems involved.

Nursing staff and doctors have been in short supply in some parts of the country for years. Many have burned out – and after 20 months of the pandemic, some are choosing to retire or quit. (A recent survey of 6,000 critical care workers found that 66% considered quitting nursing because of the pandemic.)

“There is no question that the labor market has been under pressure for some time with COVID activity,” said William Rutherford, CFO of HCA Healthcare Inc.
HCA, -0.77%,
one of the largest hospital chains in the US said at the Morgan Stanley Health Care Conference last month, according to a FactSet transcript of the presentation.

Then came the Delta variant and an increase in hospital admissions, which in particular increased the need for nurses to care for COVID-19 patients.

Many hospitals have had to limit or discontinue elective procedures, which are considered critical to their financial success, in order to focus their resources on these patients.

This includes Intermountain Healthcare, Utah’s largest hospital system, which began postponing all non-urgent procedures in 13 nonprofit hospitals due to lack of beds in mid-September. That same week, Idaho began rationing care to hospitals there, citing the “massive increase in COVID-19 patients requiring hospitalization in all areas of the state.”

“In some US regions, hospitals have suspended elective overnight operations, not only because of an increase in cases, but also because of insufficient staffing, which led to a decline in sales,” the analysts from Moody’s write in the report.

And finally some workers made up their minds quit or get fired instead of following the COVID-19 vaccination regulations introduced by some health organizations.

Add all these factors together and consider that salaries and benefits typically make up half the total cost of a hospital.

Hospitals now have to pay their workers more, including hiring more expensive temporary or travel nurses; spend more on social benefits and other “perks” to keep; and increase the amount of money they invest in recruiting clinical talent. (This is a good thing for healthcare recruitment agencies like AMN Healthcare Services Inc.
AMN, -0.33%
and Cross Country Healthcare Inc.
CCRN, + 1.69%,
Analysts say.)

“When COVID spikes occur, hospital beds will primarily be assigned to COVID patients and non-COVID admissions will be postponed,” Jefferies analysts wrote this week in a notice to investors on nonprofit hospitals. “If we leave the delta rise, we believe that demand for temporary nurses will weaken from current levels, but will remain elevated (lower placement rates compared to current average) as postponed admissions and procedures are rescheduled.”

The delta rise subsides, and the number of new cases, hospital admissions and deaths are falling. The current 7-day average for COVID-19 hospital admissions is 7,271 (as of Friday), according to the Centers for Disease Control and Prevention. That’s already lower than last week’s 7-day average of 8,378, but that doesn’t mean all hospitals aren’t ready.

“Even if the average daily COVID hospital stays are decreasing, we continue to see many hospitals and intensive care units across the country operating at full capacity,” said CDC director Rochelle Walensky on Wednesday during a briefing at the White House.

Read more about related coverage from MarketWatch:

New York health workers who are laid off for getting vaccinated are in most cases not eligible for unemployment benefits

“You have to do the right thing”: 50 health groups ask employers to prescribe COVID vaccines for workers – but one major obstacle remains

Court Upholds Houston Hospital’s Mandatory COVID-19 Vaccine Policy: “All Employment Has Restrictions On Worker Behavior”

Children elevate cash for hospital staff who look after COVID-19 sufferers

A family of four from the city of Atlantis, South Florida – who had and won a battle against COVID-19 – are paying it on. The Baudo family were moved by how hard healthcare workers work to comfort COVID-19 patients. They decided to donate money from their homemade lemonade stand to Bethesda Hospital East in Boynton Beach. Sophie Baudo (10) and Anniina Makila (9) are professionals in running lemonade stands with the idea of ​​selling lemonade, “said Baudo. Baudo and Makila are best friends.” When we were little, we decided to be partners in sales to be, “Makila said safely under there, very safe, unbreakable and fireproof,” said Jack Baudo. Idalia Baudo said she and her entire family had COVID-19. “It just hit us, there were no symptoms or anything,” said Idalia Baudo. “It was just – boom – and then we were out.” She is proud that her children give something back. “I couldn’t be more moved that you have the compassion,” said Idalia Baudo. “This is something I always pray for that they have some sensitivity to be in tune with.” Hospital officials appreciate the support they are inspired to be a future fundraiser, “said Barbara James of the Bethesda Hospital Foundation.

A family of four from the city of Atlantis, South Florida – who had and won a fight against COVID-19 – continues to pay.

The Baudo family were so moved by how hard the health care workers work to comfort COVID-19 patients that they decided to donate the money raised from their homemade lemonade stand to Bethesda Hospital East in Boynton Beach.

Sophie Baudo, 10, and Anniina Makila, 9, are professionals in running lemonade stands.

“It started about a year ago when I first came up with the idea of ​​selling lemonade,” said Baudo.

Baudo and Makila are best friends.

“When we were little, we made the decision to become a partner in sales,” said Makila.

Sophie’s brother Jack Baudo, 8, collects the money.

“There’s a safe underneath, very safe, unbreakable and fire-proof,” says Jack Baudo.

Idalia Baudo said she and her entire family had COVID-19.

“It just hit us, there were no symptoms or anything,” said Idalia Baudo. “It was just – boom – and then we were out.”

She takes pride in the fact that her children give something back.

“I couldn’t be more moved that you have the compassion,” said Idalia Baudo. “This is something I always pray for that they have some sensitivity to be in tune with other people.”

The hospital management appreciates the support.

“I thought I’d come out and give them a little love and hopefully one of them will be inspired to do a future fundraiser,” said Barbara James of the Bethesda Hospital Foundation.

Many staff are going through obligatory Covid vaccination or no job

Fire Paramedic Cuevas (R) delivers a Covid-19 vaccine dose to a person at a vaccination event at Culver City Fire Station 1 on August 05, 2021 in Culver City, California.

Mario Tama | Getty Images News | Getty Images

As more and more people return to work after months of working from home, the question of vaccination status is becoming more and more relevant and, in more and more cases, a condition of employment.

In both the US and Europe there is a growing number of jobs and sectors that now require full vaccination against Covid-19 – not just in the more obvious public roles like healthcare and education, but also in technology and hospitality, Travel and finance.

When Covid vaccines began rolling out in the US and Europe about nine months ago, the majority of the workforce had to wait in line to get a vaccination, with priority given to the elderly and healthcare workers.

But vaccinations in high-income countries are now more accessible to all adults, and employers have encouraged their employees to vaccinate, both for the health of their workers and for the restoration of their businesses.

As vaccination campaigns target the remaining sections of society that have not yet been vaccinated – mostly young people – these will Adults who remain unvaccinated may find it increasingly difficult to return to work or find employment in some industries and companies.

Less scope for jobs

The net continued to close to unvaccinated people last week, with President Joe Biden warning that “patience is waning” with the unvaccinated, especially as US Covid cases remain high as the highly contagious Delta variant spreads.

In a much stricter tone, Biden outlined a plan last Thursday To increase Covid vaccination rates nationwide, pressure private employers to vaccinate their workforce, and make vaccinations mandatory for federal employees, contractors and healthcare workers.

The proportion of vacancies requiring vaccination has skyrocketed since it was approved by the US Food and Drug Administration Pfizer BioNTech vaccine approved in full on August 23, according to the job website Indeed, which shows a growing trend among employers demanding full vaccination of applicants.

“A few weeks ago, Vaccination required vacancies on Indeed are declining and have accelerated since then, “noted AnnElizabeth Konkel, economist at Indeed Hiring Lab, adding that in the seven days ending August 30, the percentage of postings per million that specifically require Covid vaccination rose 119% increased compared to the previous month.

Job postings that required vaccination but didn’t cite Covid followed the same trend, increasing 242% over the same period. Nonetheless, Indeed found that less than 1% of all job postings on its website were vaccinated jobs, although the number may increase

Continue reading: When many return to the office, tensions flare up between the “Vaxxed and Unvaxxed”

In the seven days leading up to August 30, the percentage of job postings per million that recommended vaccination rather than mandatory increased by 40% month over month.

“With the number of Delta variant cases rising, employers are no doubt wondering how to keep their business on track. Vaccine requirements are one way to keep employees and customers safer and to keep business running, ”noted Konkel.

“In the coming weeks, it will be important to observe whether job postings promoting vaccination lose their relevance to those who need vaccination. Employers who don’t advertise vaccination are likely to bet their stance on finding them Gives workers a head start … but some experts would argue. ” it has harmful public health consequences, “she said.

Which professions want to vaccinate?

In some sectors, the number of job advertisements requiring vaccination has risen dramatically, although Indeed job data shows those who require vaccination remain only a small part of the total vacancy.

Given the front line of the sectors, the percentage of job postings that require vaccination in the Personal Care and Home Health industries in the month through 30 is revealed.

But also in other industries the vaccination requirement appeared in more job advertisements.

In the month up to August 30, the proportion of job advertisements requiring vaccination in the legal sector rose by 210%, in the education sector by 146%, in the area of ​​administrative assistance by 219% and in the media by 180% in the communications industry.

State-of-the-art, Arizona led the nation on job postings that require vaccination, while Washington state ranked second. From a regional perspective, the West Coast and New England had slightly higher proportions of vacant vacancies than other parts of the country.

“Since the delta variant has devastating effects, vaccination rates are increasing. But with winter approaching, some employers are taking matters into their own hands and requiring vaccinations as this trend goes on. At the same time, a small but growing number of job seekers, especially in nursing, are looking for opportunities that do not need to be vaccinated, ”said Konkel.

Do I have to get vaccinated?

McDonald’s is among the companies to announce that their office workers in the United States will need to be vaccinated against the coronavirus.

SOPA pictures | LightRakete | Getty Images

The influential US lobby group AARP notes that more and more people – both job seekers and currently employed – are asking if they need a Covid vaccination if they want to keep their jobs:

“The short answer, yes. An employer can make vaccination compulsory if you want to continue working there. However, there are significant exemptions for potential disability-related concerns you may have and religious beliefs that prohibit vaccination.” , noted the AARP in late August.

“With many Americans still reluctant to get vaccinated even though the Delta variant spreads, more and more employers are telling workers that they either need to be vaccinated or have a rigorous testing regimen, wear masks, and practice physical distancing when they do want to work again. Refusal to vaccinate could result in job loss and prohibit entitlement to unemployment benefits. “

What employers should do

As millions of people return to the office after months of working from home, there are increasing reports of tension between vaccinated and unvaccinated workers.

Employment experts say it is vital for employers to be open and clear with employees about their vaccination expectations and safety protocol before they return to work.

“Employers should give their employees timely notice of return dates, vaccination requirements, on-site work rules and placement procedures,” Anthony Mingione, an employment lawyer and partner in the New York office of the Blank Rome law firm, told CNBC last week.

“Effective communication also includes conveying expectations about the workplace, reminding employees of the personal rights of their colleagues and ensuring that the consequences of violations are understood in advance, such as inadequate childcare or school closings, immunocompromised family members or Covid-19 -Quarantines affected. Aside from complying with the law, the most important thing in resolving conflicts is the consistent application of guidelines, “he said.

Lucy Lewis, partner at global HR attorney Lewis Silkin, stated that when employers face persistent vaccination delays on their workers, it would be best for companies to build an open dialogue between workers and employers.

“Our experience has shown that the most effective way of discussing compulsory vaccination was to actively listen: Encourage employees to share their reasons for not vaccinating. In some cases there may be a real reason. ” [e.g. medical] why vaccination is not possible and in these cases alternative steps can be taken [e.g. regular testing for office attendance]She remarked.

In any event, such discussions provide an opportunity to promote vaccination by explaining why it is important, Lewis said, “and to ensure that reluctant employees rely on trustworthy sources for information about vaccine safety.”

Biden pushes vaccine mandates overlaying 100 million U.S. employees

president Joe Biden Strictly outlined a broad-based plan on Thursday to increase Covid-19 vaccination rates in the US as cases stagnate dangerously high, pressure private employers to immunize their workforce, and vaccinations for federal employees, contractors and employees Prescribe health care.

The country reports an average of 151,500 new cases per day, according to data from Johns Hopkins University, hovering around levels recorded at the end of January. An average of 1,500 people die from Covid every day in the US, almost the death rate last seen in March when the US recovered from its winter surge, Hopkins data shows.

“Although we have an unprecedented and successful vaccination program, despite the fact that free vaccines have been available in 80,000 different locations for nearly five months, we still have nearly 80 million Americans who haven’t got the vaccination,” said Biden, who apparently frustrated with the nation’s slow progress on vaccines.

While vaccination rates have picked up pace in the past few weeks as the Delta variant sparked a spike in cases, they remain a fraction of what they were in the first few months of the vaccine launch. The USA Missed Biden’s July 4th goal 70% of adults vaccinated for nearly a month, and since then, only 75.3% of Americans ages 18 and older have given one dose or more, according to CDC data. Just over 54% of the US population is fully vaccinated.

In a speech to the nation, the president tabled a six-part plan that aims to vaccinate more people, allow schools to reopen safely, increase testing, improve patient care, and promote economic recovery.

Biden said he was no longer patient waiting for unvaccinated Americans to get their vaccinations.

“What is there to wait? What else do you need to see? We made vaccinations free, safe and convenient. The vaccine has FDA approval, and over 200 million Americans have had at least one vaccination, ”said Biden. “We have been patient, but our patience is deteriorating and the refusal has cost us all.

As part of the plan, the president announced a new requirement for federal employees getting a Covid vaccine without being able to have regular tests. He also signed an executive order that extends the requirement to contractors who work with the U.S. government, affecting a total of 2.1 million employees. Biden had previously ordered all federal employees provide evidence of their coronavirus vaccination status or undergo a number of strict security protocols.

Biden also said he is asking the U.S. Department of Labor to enact a rule requiring employers with more than 100 employees to prescribe vaccines or, according to officials, require weekly tests.

“This requirement will affect over 80 million workers in private sector companies with more than 100 employees,” the labor protection agency said in a statement. The agency, which reports to the Ministry of Labor, is developing an emergency rule that requires these employers to give paid leave for vaccinations or to recover from the side effects of the syringes.

Large US companies increasingly have instructed Vaccines or announced penalties for workers not vaccinated since the rise in Covid cases this summer. Guidelines currently vary with major airlines that also act as government contractors offering charter flights and other services. United Airlines all workers will need to be vaccinated during the fall American Airlines, Delta Airlines and Alaska Airlines Employees who are not vaccinated warned they could lose wage protection.

Southwest Airlines, which urged but not required employees to vaccinate, said in a statement Thursday that it “is prepared to move towards compliance with the US Department of Labor’s upcoming rule”.

Healthcare workers receiving Medicare and Medicaid funding must also be fully vaccinated against Covid.

In total, the new vaccination regulations will cover about 100 million workers, affecting two-thirds of U.S. workers, Biden said.

As part of the plan to fight Covid, the government is increasing the average weekly pace of deliveries of free monoclonal antibody treatments for Covid by 50%, Biden said. More than 800,000 cans were shipped in July and August, a senior administration said in a call on Thursday.

The Transportation Security Administration is also plan to double the fines for travelers who refuse to follow a federal mask mandate for air travel, a senior Biden administration official said. Fines will soon start at $ 500 and go up to $ 3,000 for repeat offenders.

Biden also urged all schools to set up regular testing for under-vaccinated students, faculty and staff if Covid spreads in a community.

The Department of Education will provide additional funding to help local school districts replenish salaries and other funds if they have been withheld by heads of state for implementing Covid security measures, according to a senior administrative official.

The plan also provides for $ 2 billion to be allocated to the production of 280 million rapid Covid tests and at home under the Defense Production Act. The plan expands the federal government’s free Covid test program to 10,000 pharmacies nationwide and provides community health centers and food banks with 25 million free rapid tests for distribution.

Private companies will also be handing out discounted tests: Walmart, Amazon and Kroger will start selling Covid tests at home “for the next three months at their own expense,” senior administration officials said. The discount is intended to make the tests 35% cheaper for consumers.

“Together, these steps will ensure that every American, regardless of income, has access to free and convenient testing,” officials said.

Despite the government’s nationwide push for Covid vaccinations, just over 176 million Americans, or 53.3% of the total population, are fully vaccinated, according to the Centers for Disease Control and Prevention.

The government has already announced its plans to give Covid vaccine booster shots later this month to those eight months after their second dose of the Pfizer or Moderna vaccine. White House senior medical advisor Dr. Anthony Fauci said Sunday that the US will likely begin widely distributing third Pfizer shots by the week of September 20, but the rollout of Moderna could be delayed.

The Biden government has also encouraged private companies to implement vaccine mandates, despite CDC director Dr. Rochelle Walensky previously told CNBC that federal officials would not give a nationwide mandate.

– CNBC’s Amanda Macias, Leslie Josephs and Nate Rattner contributed to this report.

Three Causes Most Employees Aren’t Making As A lot Cash As They Did in 2019

  • Total wages and salaries continued to rise in July, according to the Bureau of Economic Analysis.
  • Economist AnnElizabeth Konkel said wages are “moving in the right direction”.
  • But the ongoing pandemic and its impact on workers are still being felt across the economy.

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July brought some promising signs of economic recovery with rising wages and incomes, according to the Bureau of Economic Analysis newest release.

In fact, wages and salaries are approaching the trends seen before the pandemic, according to economists at Jobsite Indeed. It’s another promising sign since the

Federal Reserve
simultaneously Hints that the recovery is going in the right direction.

“Wages and salaries are almost back to their pre-pandemic trend – not quite yet – but they are certainly moving in the right direction. And that’s really promising, ”AnnElizabeth Konkel, economist at Indeed, told Insider.

This means that the restoration is not entirely complete. It’s not bad news, but instead highlights some of the factors that are still affecting the economy – and the data sheds light on programs that are increasing Americans’ incomes. For example, the first round of child tax credits in July accounted for over 1% of personal income, according to Indeed’s calculations.

The graph below, replicated from analysis by Indeed’s latest Bureau of Economic Analysis, shows that aggregate wages and salaries were closer to pre-pandemic trends than in previous months.

Total wages and salaries in July were $ 10.25 trillion. As the graphic shows, wages and salaries in July were just 0.8% below the pre-pandemic trend. In June, wages and salaries were 1.4% below the pre-pandemic trend.

As the US continues to recover, here are three things that are still affecting the economy.

(1) Despite a glimmer of hope this summer, the pandemic is still raging

“The main reason they are still below this trend and haven’t hit it is that we are still in a pandemic,” Konkel said.

Delta cases have increased across the country, and in some cases Closing schools and Plans to return to the office. Workers get back to work faster more vaccinated areas. Care is an important factor held parents meaningful return to work or from advance their careers (and salaries).

“There are still concerns about the Delta variant and what happens in the fall when the Delta variant collides with the school year,” said Konkel.

(2) The labor market is in a transition phase

“I think we are currently going through an adjustment phase. The recovery in the labor market is certainly not turning off and on,” said Konkel.

So far the job market has been very hot – with a mix of both Job vacancies high and Wages explode how Workers quit en masse – and still filled with millions of unemployed. This is why tales of a labor shortage are complicated; some employers certainly have difficulty hiring, but workers lag behind for a variety of reasons. Or they could at a. To suffer Mismatch in open roles and own skills.

“Right now there are so many moving factors. Take a step forward and think of the individual job seekers and the fact that so many people are confronted with so many different things right now, ”said Konkel.

(3) September will bring more clarity about what’s next

Konkel said we should look to September to see what happens next to the job market as schools reopen and federal unemployment benefits become switch off, and the country may see the result of increased vaccination rates. It is important that today’s data release reflected July – when the delta variant was just beginning to take hold.

“I think we will get more clarity and say, okay, is there a labor shortage or are these just factors for childcare,” said Konkel.

NJ Gov. Murphy mandates vaccines for state well being care and different frontline staff

New Jersey Governor Phil Murphy speaks at a press conference after touring the Covid-19 vaccination center at the New Jersey Convention and Exposition Center in Edison, New Jersey on January 15, 2021.

Mark Kauzlarich | Bloomberg | Getty Images

New Jersey Governor Phil Murphy ordered vaccines for a variety of frontline workers at a news conference Monday, setting a September 7 deadline for healthcare workers and prisons.

Murphy added that employees who fail to get vaccinated must have regular coronavirus tests up to twice a week. The mandate applies to all employees in New Jersey’s hospitals, correctional facilities and assisted living centers.

“I want to make it perfectly clear that we are ready and willing to require all employees to be vaccinated as a condition of their employment unless we see a significant increase in vaccination rates among employees at these facilities,” Murphy said at the news conference.

Murphy’s latest move comes less than a week after he made a statement recommending vaccinated and unvaccinated citizens to wear masks in indoor public spaces where there is an increased chance of contracting the coronavirus. Citing Covid cases that “tend in the wrong direction”, Murphy and Health Commissioner Judy Persichilli stated in a statement that the increased portability of the Delta variant was a decisive factor in the consultation.

Murphy originally lifted the New Jersey mask mandate with an executive order on the 24. In his order, Murphy also removed corporate social distancing requirements and capacity limits for indoor gatherings.

In New York, Governor Andrew Cuomo, one of Murphy’s frequent contributors to Covid protocols, ordered vaccines for the state’s transport workers this morning, just days after a similar mandate was issued involving government hospitals.

Data from Johns Hopkins University shows that the average of seven-day coronavirus cases in New Jersey reached 938 last week, a nearly 38% increase from the previous week. The CDC reports that 77% of New Jersey residents over 12 years of age have received at least one dose of coronavirus vaccine.

CNBCs Nate Rattner contributed to this reporting.

Employers sweeten child-care advantages to win over employees

A sign in the window of Bright Horizons Early Education and Preschool indicates that daycare will be closed on April 2, 2020 in the Seaport District of Boston.

David L. Ryan | The Boston Globe via Getty Images

As the offices reopen, employers are sticking to their lessons from the Covid pandemic of the importance of responding to workers’ needs by offering services that extend to childcare more than before.

When working parents juggled jobs and care during the health crisis, companies became aware of this. The result is that services such as accompanying child care are more likely to be offered or day care is planned on site. For companies that have already offered these services, the services are expanded to include offers such as affordable tuition to secure skilled workers. These benefits, along with reduced hours or working days from home, are designed to break down the barriers that hold some parents away from work by doing more to help employees reconcile their work and caring responsibilities.

These benefits are particularly important for women who still bear the brunt of family care responsibilities – a point that became even more apparent as the year went on the pandemic.

Although women make up less than half of the U.S. workforce, they accounted for much of the decline in the workforce in the first year of the pandemic. Data shown collected by the Pew Research Center that 2.4 million women left the labor force between February 2020 and February 2021, compared with 1.8 million men.

One of the biggest hurdles for working parents is the lack of access to affordable childcare. Only 39% of those asked about it McKinsey’s American Opportunity Survey those on incomes under $ 50,000 and with children at home said they could afford childcare. For the online survey, 25,109 people over the age of 18 were interviewed in the United States between March 9 and April 8.

While the lack of affordable childcare was an obstacle for many long before the pandemic, the crisis has put a greater burden on parents. Some were concerned with closed facilities, more restricted offers or struggled with concerns about the possible spread of Covid-19 in day care centers.

As the number of Covid cases has dropped sharply from its peak and vaccination rates are increasing, companies are trying to get women back into the workforce – something like this has not happened for a long time.

“The last time we really saw childcare – and corporate efforts to bend over backwards to increase women’s participation in the labor market – was really in the late 1990s,” said Diane Swonk, chief economist at Grant Thornton.

“There’s no muscle memory we go through in terms of being tight in the job, it’s something unprecedented that we’re all trying to open up at the same time,” she said. “Consumers are spending and businesses are trying to get up and running faster than workers are either able or willing to return.”

The use of Backup Care is increasing

Bright Horizons Family Solutions, which manages employer-based childcare and enables childcare and educational services, is seeing greater demand for its services. Some of its clients include General Motors, Amazon, Apple and Facebook.

More than 100 new Bright Horizon customers added the benefits of backup care over the past year. This service enables employees to take their children to a Bright Horizons daycare at the last minute if their childcare is down.

According to Maribeth Bearfield, chief human resources officer at Bright Horizons, emergency care use was about 20 times higher in the first three months of the pandemic than it was before the pandemic. And it continues to be on the rise during Covids, she said.

“People know that especially for important workers, they need childcare to get to work,” she said.

In a customer survey, Bright Horizons found that without backup supervision during the pandemic, 50% of employees would have had to cut their hours, 33% would have missed important deadlines, and 20% would have taken leave or quit their jobs, Bearfield said.

Companies that have already offered backup care are also adding other services, she said. Bearfield says the number of employees served by Bright Horizons has increased nearly 20% over the past year.

“Ten, 15 years ago, as an employer, we wanted to do everything we could to support our employees, but we haven’t come as far into family support as we do today,” said Bearfield. “An employer would never have thought that he would have to offer his employees tutoring or nanny networks.”

The benefits can range up to the financing or reduction of childcare.

“Whoever thought your employer would pay your babysitter for you, but employers are starting to do that,” Bearfield said. “Forward-thinking employers knew they would have more productive employees if they could help working mothers … get to work and relieve some of that stress and the psychological burden of childcare.”

Other employers might consider converting office space into daycare and hiring a company to manage it.

“It significantly reduces the cost of childcare for its employees,” said Cindy Lehnhoff, director of the National Child Care Association. Lehnhoff supervised day-care centers close to the employer Mercedes Benz and carnival. The overhead cost of renting space can be anywhere from 25 to 35% of the running cost of a normal daycare center, but if the employer pays these costs, they can reduce the parental rate.

Support the whole person

All in all, according to McKinsey, nearly half of companies have started offering or expanding access to parenting and home-schooling resources for employees survey carried out from June to August 2020.

Carters, a children’s clothing retailer and one of Bright Horizon’s customers, held several meetings over the past year to hear the problems of working parents. This conversation showed the importance of family support.

“Our employees were looking for psychological and emotional support for themselves and their children,” said Jill Wilson, Carter’s senior vice president of human interest and talent management. “They were looking for ways to entertain, raise and keep their children busy while they were at home rather than at school or daycare. They needed opportunities to work and take care of children at the same time.”

These discussions inspired the creation of a resource list on Carter’s Benefits website of tools, resources, and organizations that can provide support to parents, sorted by age group of children. The company also added improvements to the package offered by Bright Horizons. New benefits have been added, including tutoring for school-age students, priority enrollment and discounts on the Bright Horizons network of childcare centers, and discounts on enrichment programs and camps.

These family-oriented perks have been added along with additional help for mental and emotional health, as well as tips for better sleep.

“We will continue to strive to support the well-being of the whole person – be it physically, emotionally, socially or financially. As schools and daycare closed we saw the real value of a benefit like Bright Horizons supportive care, and we continue to see valued use as employees get back into a routine, “said Wilson.

Offers for older children and seniors

The shift towards a stronger focus on family-oriented benefits by companies is not limited to just supporting workers with young children. Benefits are also expanding to meet the needs of older children or even the parents of employees.

Since many high school students attended classes from home, employers try to help parents fill the gap created by distance learning, with tutoring services or access to exam preparation, help with orientation at the university or with writing applications.

“During Covids, these resources were no longer only available to high school students, so I think employers go there, ‘we have to do everything we can to keep our employees,'” Bearfield said. “I think the bottom line is that employers risk losing employees if they are not flexible.”

Best buy, which offers additional childcare to its employees through Care.com, is offering tutors a $ 100 monthly reimbursement to tutors for children ages 5-18, and the retailer expanded its paid vacation program to allow employees up to six weeks of paid Vacation. And Best Buy became more flexible and offered employees the opportunity to reduce their working hours or to share a full-time position with another employee.

The care allowance, which offers employees full pay for caring for relatives for four weeks, has been extended to include siblings, in-laws, grandchildren, grandparents and children aged 18 and over. So far, the benefit only covered spouses or partners, parents and children under the age of 18.

The electronics retailer also launched Wellthy, a care concierge who helps individuals find care for family members with complex, chronic, and ongoing care needs, as well as finding nannies or childcare.

With an aging US population, it is important for companies to provide assistance to older parents.

“We have an economy where we need all hands on deck because of aging demographics, and it does so across the developed world,” said Swonk.

It is too early to say whether these efforts to reintegrate more people into the labor market will be successful. It will likely be more obvious at the same time schools reopen, making it difficult to unravel the two, Swonk said.

“One of the things the pandemic did is … [push employers to start] Seeing workers as people who have needs rather than goods that can be exchanged and easily replaced, “Swonk said said. “This is a big change and gives workers a moment of bargaining power that they didn’t have, especially for women who already have the short end of the stick.”

The shift could stay here to stay. Both government and consumers place greater emphasis on the importance of diversity in the workplace. An expansion of family benefits could make it easier for people from different backgrounds to enter or return to work.

“We’ll see this become increasingly important, not just because we know that more diverse job markets and diverse workforce are everywhere [companies], especially in the C-suite, are delivering better financial returns, but we are also seeing market and government demands shifting to demand more diversity, equity and inclusion, “said Swonk.