A Snapshot of the Crisis of COVID-19: Estimate of the Employment Impact Due to Lockdowns in Cagayan de Oro City, Philippines

When coronavirus disease 2019 (COVID-19) became a national health crisis, the local government of the Cagayan de Oro City (CDOC) did not implement total lockdown. The COVID-19 Adjustment Measure Program adopted by the local government probably affected the April 2020 Labor Force Survey that showed that Region 10 posted an employment rate of 88.9%, which is higher than the national average of 82.3% (Department of Labor and Employment, Region Office No. X (DOLE-X). NorMin secures highest employment rate amid COVID 19. 2020. Available from: https://pia.gov.ph/news/articles/1044898 [Accessed 9th May 2021]). Despite the regional figure being 6.6 percentage points higher than the national one, there is a decrease in employed persons by around 400,000 from 2.302 million persons employed in April 2019 to 1.883 million in April 2020 (Department of Labor and Employment, Region Office No. X (DOLE-X). NorMin secures highest employment rate amid COVID 19. 2020. Available from: https://pia.gov.ph/news/articles/1044898 [Accessed 9th May 2021]). Hence, the study determines the effect of COVID-19 protective measures implemented by the government on the economy of CDOC. Using the barangay-level and selected sectoral-level data on business registration, and employment data between 2010 and 2019, the study estimates that one-week lockdown means a [Formula: see text] 1,825 loss of income for a minimum-wage employee. One-month lockdown costs [Formula: see text]7,300 foregone income, while one-quarter lockdown (or a half of six months) is equivalent to [Formula: see text]21,900 income loss. We recommend 10 policy interventions, but the government should also think big and invest its resources into programs that create a multiplier effect on the economy. Multipliers are interventions that create ripples or positive impacts on other sectors and/or economic participants.

Proposed changes to the H-2A program would affect labor costs in the United States and California

The H-2A visa program allows farmers in the United States to be certified by the U.S. Department of Labor to recruit and employ guest workers, usually for a maximum of 10 months, when they are unable to find enough workers living in the United States (including U.S. citizens, other legally authorized workers, and workers not authorized to work in the United States). We analyzed U.S. and California H-2A job certification data to determine how the program is currently used and how a proposed H-2A wage freeze would likely affect future farm labor costs. Our analysis suggests that changes in the H-2A visa program would likely expand the program while reducing labor costs in California and elsewhere.

Inside Jobs: Salary Setting for Immigrants Crossing Establishment, Organizational, and National Boundaries

Using novel US Department of Labor administrative records, the authors test theoretical mechanisms to account for variation in immigrant workers’ starting salaries following key career transitions. Specifically, they examine differences in the base starting salaries and discretionary starting salary increases above these base starting salaries for 1) same-establishment hires, relative to 2) US-based establishment transfers, 3) international establishment transfers, 4) US-based external hires, and 5) international external hires. In support of the “insider premium” account, findings show that same-establishment hires tend to work in jobs with greater requirements, and thus higher base starting salaries. In partial support of the “outsider premium” account, findings show that US-based external hires receive larger starting salary increases than do same-establishment hires, conditional on the jobs they enter. This said, international external hires receive smaller starting salary increases than do same-establishment hires. Findings reveal distinct mechanisms, acting separately or in tandem, during salary-setting processes.

Comments: Shattering Crystal Balls

Begin a conversation about jobs in the oil and gas industry with people employed in the sector, or who have left their jobs voluntarily or involuntarily, and then settle in for a lengthy (maybe even heated) discussion of the pros and cons. Job availability, compensation, working conditions, opportunities for advancement, and work/life balance all come into play. But what does the employment in our industry look like after the tumultuous past 18 months? The US Department of Labor report released in early October showed the total of the monthly incremental increases since January 2021 was 7,400 in September, bringing the number of people employed in the US oil and gas industry from 133,000 to 140,400. This is nearly back to the level seen at the end of 2019 (142,500) but nowhere near the peak of October 2014 when nearly 201,000 people were employed (Table 1). The reasons for the lower levels of employment are many, among the most glaring are the industry downturns in 2016 and another in 2020 because of the global effects of the pandemic. As SPE President Kamel Ben-Naceur writes this month, the downturns brought with them a pullback in upstream spending of 26% in 2016 and 31% last year. As a result, cost cutting included the cancellation or delay of capital projects, selling of assets, and mergers and acquisitions to wring out savings wherever possible, ultimately also cutting headcounts. Also playing a significant role are technological advances and efficiency gains achieved in the things that make our industry hum. For example, automation of equipment such as rigs and the remarkable leaps in digitization in all functions, be it monitoring, modeling, or data interpretation and analysis. All disciplines have been touched by these advancements. And it cannot be ignored that retirements and attrition also contributed to the numbers, many of which were decisions made as the downturns took their toll. Fig. 1 shows the most recent breakdown of the 10 occupations accounting for the most employees in the oil and gas sector (May 2020). The numbers total 56,060, accounting for 44% of the total shown in the table for the same month (133,100). Leading the tally are petroleum engineers, accountants and auditors, and wellhead pumpers. While the numbers may have changed since May 2020, the graph serves as an indicator of the roles sustaining the industry. Providing another comparison, Fig. 2 shows the changes in industry employment globally. Even though the collection of the data may not have used the same criteria as the US Bureau of Labor, the figure shows the comparative decreases in 2021 compared with 2019. Is it realistic to think the peak could be seen again? For all industries, the dynamics of unexpected change and the need for quick adaptation are often unpredictable. No one predicted the global effects the pandemic would bring upon people, business, and trade, or how long they would linger. Many crystal balls were cloudy or shattered. The global move to cleaner energy sources to meet climate goals also affected the types of employment. As the transition progresses, it remains to be seen how roles will shift or change along with business strategies. Demand remains strong and the levels of investment low. The foreseeable short-term (possibly longer?) supply/demand imbalance also provides possibilities for roles in managing demand to ensure energy security, upskilling, and digital, among others. So, back to the question: Is it realistic to think the peak of 2014 could be seen again? Perhaps as the industry’s settling in for the long haul (if that is possible) continues, the types of jobs will change and a peak of employees in the “energy” industry will achieve or bypass the historical peak. Disclaimer: My crystal ball offers no more clarity in prognostications than others.

The Influence of Emotional Intelligence and Organizational Commitment on Employee Performance at the Department of Labor and Transmigration of Seluma Regency

The purpose of this study is to determine the influence of emotional intelligence and organizational commitment on employees’ performance at the Department of Labor and Transmigration of Seluma Regency. The sample in this study was 52 employees at the Department of Labor and Transmigration of Seluma Regency. The data was collected using a questionnaire and the analytical methods used were multiple linear regression, determination test and hypothesis testing. The results of multiple regressions show that the equation Y = 6.045 + 0.419 X1 + 0.458 X2. The result of regression direction is positive, meaning that the higher emotional intelligence and organizational commitment variables, the higher the employees’ performance will also be. The value of the coefficient of determination is 0.595. This means that X1 (emotional intelligence) and X2 (organizational commitment) have a contribution to performance (Y) of 59.5% while the remaining 40.5% is influenced by other variables not examined in this study. Overall, the results t test has a significant value is less than 0.05, so it can be interpreted that X1 (emotional intelligence) and X2 (organizational commitment) have a significant influence on performance (Y) partially or individually. The results of the F test have a significant value of 0.000 < 0 ,05. Because the level of significance below 0.05 indicates that X1 (emotional intelligence) and X2 (organizational commitment) have a significant influence on performance (Y).

The COVID States Project #66: September 2021 update on executive approval

The COVID States Project survey regularly asks people in all 50 states about their approval of their governors and the President. Since our last report on executive approval, which examined trends through March 2021, the pandemic has notably evolved, with huge surges of cases and deaths associated with the Delta variant throughout the summer and early fall. Most states reacted to the dip in coronavirus infections and increase in vaccinations in late spring and early summer by lifting indoor mask mandates, only to struggle to adapt as cases surged again in the late summer and early fall 2021. Some of these states were responding to CDC guidance, which announced in May that fully vaccinated people no longer needed to wear masks indoors or outdoors, only to reverse that guidance a few months later and recommend masks indoors for Americans living in areas of high transmission regardless of vaccination status. Other states rebuffed the guidance of public health agencies by, for instance, banning mask mandates in schools, businesses, and other public places. These policy decisions received wide criticism1 particularly as COVID-19 cases, hospitalizations, and deaths surged in those states with the loosest pandemic restrictions.September 2021 has also seen important political developments with respect to national policy around COVID-19. On September 9, President Biden issued an executive order requiring all federal employees and government contractors to be vaccinated. The President also announced that the U.S. Department of Labor would require all businesses with more than 100 employees to require vaccination or weekly testing and provide paid time off for employees to get vaccinated. On September 22, the FDA authorized booster shots for those vaccinated with the Pfizer/BioNTech vaccine for certain populations, including the elderly and those at higher risk of catching the disease due to their professions.In this report, we examine the approval of governors and the President for their handling of the pandemic -- and for the president's overall approval -- over time across the U.S. to assess how the public reacted to the policy decisions and developments surrounding the pandemic as well as state and federal governmental responses.

The COVID States Project #64: Continued high public support for mandating vaccines

COVID-19 continues to surge in the United States and elsewhere, propelled by the highly contagious Delta variant. As of this writing (on September 29, 2021), about three quarters (76%) of the eligible U.S. population (age 12 and up) have received at least one dose of a COVID-19 vaccine. This is likely not enough to achieve herd immunity in the United States. Though the specific number remains uncertain, a recent estimate by the Infectious Diseases Society of America suggests that over 80% of the entire population must be fully vaccinated to reach herd immunity.More worrisome, around 1 in 5 Americans, depending on the poll, continue to say they are either uncertain or will not get the vaccine. In our most recent survey wave (fielded from August 26 to September 27, 2021), 10% of respondents who indicated that they are not yet vaccinated claimed they are extremely unlikely to get it. Another 12% are “somewhat” unlikely to seek the vaccine.In recent weeks, the Biden administration has shifted tactics in its efforts to get as many Americans as possible vaccinated. The Administration had from the outset emphasized the benefits of getting vaccinated as its primary strategy for persuading reluctant Americans to do so. Yet, starting in September the prevailing strategy seemingly shifted from emphasizing carrots to sticks. On September 9th, President Biden issued an executive order requiring all federal employees and government contractors to be vaccinated, and also announced that the U.S. Department of Labor would require that all companies with more than 100 employees require vaccination or weekly testing, as well as provide paid time off for employees to get vaccinated. The Biden Administration has also encouraged states and smaller companies to impose similar vaccine mandates.The question arises as to whether the persistence of the Delta variant has increased public support for making COVID-19 vaccines mandatory. In our April/May survey wave, six in ten respondents approved of the government mandating vaccines for everyone (see Report #52). This figure increased modestly, to 64% in our June/July survey (see Report #58).In this report, we update our assessment of public support for vaccine mandates, both nationally and across the 50 states, based on our September survey wave.

A network analysis of cross-occupational skill transferability for the hospitality industry

Purpose This paper aims to examine transferable skills and viable career transition pathways for hospitality and tourism workers. Future career prospects are discussed, along with the importance of reskilling for low-wage hospitality workers. Design/methodology/approach A network analysis is conducted to model skill relationships between the hospitality industry and other industries such as health-care and information technology. Multiple data are used in the analysis, including data from the US Department of Labor Occupational Information Network (O*NET), wage data from the Bureau of Labor Statistics and job computerization data (Frey and Osborne, 2017). Findings Although hospitality workers have lower than average skills scores when compared to workers from other career clusters included in the analysis, they possess essential soft skills that are valuable in other industries. Therefore, improving hospitality workers’ existing soft skills may help them enhance their cross-sector mobility, which may allow them to obtain jobs with a lower likelihood of computerization. Practical implications The findings shed light on workforce development theories and practice in the hospitality industry by quantitatively analyzing cross-sector skill correlations. Sharpening transferable soft skills will be essential to enhancing hospitality workers’ career development opportunities. Originality/value To the best of the authors’ knowledge, this is the first study that specifically examines the skill taxonomy for the hospitality industry and identifies its connection with other in-demand career clusters.

Missing Participants and Beneficiaries From Private-Sector Pension Plans

This article examines the problem of missing and nonresponsive participants and beneficiaries from defined-benefit (DB) and especially defined-contribution (DC) pension plans, mainly in the private (for profit) sector of the United States. It focuses on the current search requirements of the three government agencies involved in finding missing participants and beneficiaries: the Pension Benefit Guaranty Corporation (PBGC), the Department of Labor (DOL) and its Employee Benefit Services Administration (EBSA), and the Internal Revenue Service (IRS). The article also reviews the efforts of the Social Security Administration (SSA) in this area. It then reviews proposed legislation, the Retirement Savings Lost and Found Act of 2020 (now S. 1730; RSLFA). The issue of missing participants and beneficiaries often becomes critical when an employer goes out of business or for some other reason stops sponsoring a pension plan. The missing participants are owed their earned retirement benefits. They, not the employer, own them.

THE DIGITAL CLOSET: PLATFORM CENSORSHIP AND LGBTQIA+ INDEPENDENCE ONLINE

This presentation draws on data from my forthcoming book with MIT Press to demonstrate how heteronormative and cisnormative bias pervade Silicon Valley culture, get embedded in benchmark datasets and machine learning algorithms, and get formalized in company policies and labor practices surrounding content moderation. The presentation begins with an examination of workplace culture at Google, gaining insights from Department of Labor investigations, testimonials from previous employees, and informal surveys and discourse analysis conducted by employees during the circulation of James Damore's infamous 'Google memo'. The presentation then moves on to examine bias embedded in benchmark datasets like WordNet and ImageNet, both of which served as the training datasets for Google's Image Recognition algorithms (like GoogLeNet). Lastly, the presentation turns to Facebook's heteronormative and cisnormative content moderation policies and the outsourced labor practices it uses to institute what Facebook has described as 'human algorithms' to review content in accordance with these policies. Throughout the presentation I demonstrate that we can piece together information about proprietary code by looking to leaked documents, public records, press releases, open-source code, and benchmark datasets, all of which, in this instance, instigate a systemic heteronormative and cisnormative bias that is increasingly being embedded in the internet.