Archive for June, 2009

Green Jobs Sector ‘Poised for Explosive Growth,’ Study Says





Green-collar workers — who include everyone from energy-efficiency consultants to wastewater plant operators — constitute a tiny but fast-growing segment of the U.S. economy, according to a study published today by the Pew Charitable Trusts.

The “clean-energy economy” grew 9.1 percent between 1998 and 2007 to 777,000 jobs. While that is just half a percent of all U.S. jobs, the clean-energy economy is poised to grow significantly with financial support from the public and private sectors, the Pew (pdf) concludes.

“The nation’s clean-energy economy is poised for explosive growth,” said Lori Grange, the Pew Center on the States’ interim deputy director. “The trends include surging venture capital investment … a critical growth rate in clean-energy generation, energy efficiency and environmentally friendly products.”

About 80 percent of venture capital investments in 2008 were in the clean energy and energy efficiency sector, broadly known as “cleantech.” And while cleantech slumped with overall venture capital in the first quarter of 2009, the sector outperformed telecommunications, media and other sectors, according to an analysis of Thompson Reuters data by PricewaterhouseCoopers and the National Venture Capital Association.

“[Cleantech] is faring better than the rest of the venture capital sectors — that’s driven by the sense that the government policy thinking has changed radically with the new administration,” said David Prend, a NVCA director and managing general partner at the venture capital firm RockPort Capital Partners.

Indeed, the Pew report cites the $787 billion American Recovery and Reinvestment Act, which President Obama signed in February, as a significant force driving the clean-energy economy. The stimulus includes nearly $85 billion in direct spending and tax incentives for energy- and transportation-related programs.

The report finds that job growth in the clean-energy economy outperformed total job growth in 38 states and the District of Columbia between 1998 and 2007, the most recent year for which data are available. The total number of jobs grew 3.7 percent during that period, which included the dot-com boom and bust and the beginning of the current recession.

The nation’s most populous state, California, had the most clean-energy jobs — nearly 17.6 million workers, or about 0.71 percent of its total work force. Texas ranked second, with 11.7 million workers.

On a per capita basis, Oregon had the nation’s most robust clean-energy economy. The Beaver State had more than 1.9 million clean-energy jobs — about 1.02 percent of its total work force. Mississippi ranked last on a per capita basis, with about 1.4 million clean-energy jobs — 0.24 percent of its total work force.

The report defines the clean-energy economy as including 16 sectors: energy generation, energy transmission, energy storage, energy efficiency, transportation, manufacturing/industrial, construction, agriculture, energy production, materials, air and environment, recycling and waste, water and wastewater, business services, finance/investment, and research and advocacy. The authors counted only companies and jobs on the supply side, not the demand side.

“The numbers are probably on the conservative side,” conceded Kil Huh, the report’s lead researcher.


Source: New York Times

Opportunity Knocks Makes List of Top Social Sites





Online Colleges.net recently published a list of 100 awesome social sites for every aspect of your life. Opportunity Knocks was listed in the top 100 for Social Sites Making a Difference.

Below are listings of other 100 Social Sites that can help you make contacts in your field, organize your research, get great recommendations, and more.

Business

Keep up with your business contacts, deals and marketing through these sites.

1. LinkedIn: LinkedIn is one of the most popular social sites for business professionals who are serious about making connections that matter.
2. Plaxo: Plaxo Pulse lets you network while syncing with Outlook, Mac and your mobile phone.
3. Ryze: Join Ryze to make deals with new clients and colleagues.
4. MeetTheBoss: Management professionals network and share content on this site.
5. Xing: Business professionals who do a lot of work overseas will appreciate this global-minded networking site.
6. Talkbiznow: This site offers more than social networking: you can collaborate with co-workers, research emerging trends in your industry, advertise your business, and more.
7. Ecademy: Ecademy is a site for people who want to expand their contacts base, advertise and participate in the greater discussion.
8. Ziggs: Here you can look for jobs and employees, organize contacts, build up your address book, monitor your online image, list yourself in professional directories, and more.
9. Networking for Professionals: Business professionals living in New York, Santa Monica, Phoenix, Ft. Lauderdale and other cities network online and at special sponsored events.
10. Small Business Brief: This site for business owners combines social bookmarking with networking and marketing.
11. FreelanceSwitch: Freelancers and the companies that hire them keep abreast of news and trends in the self-employment world, can find job listings, and network on this site.
12. NetParty: Companies looking for young professionals to join their team can set up happy hour networking events through this site.

Education

Use the Internet to learn with others through sites like SecondLife and Gather.

13. Gather: If you’re in the mood for a discussion, log in to Gather to talk about politics, business, movies, travel and any other topics that members are gabbing about.
14. Ning: Ning is a social platform that’s completely customizable. Set up your own network for teaching or organizing your own private club.
15. Meetup: Join a club online to learn about bellydancing, speaking a foreign language, or home brewing. Then, you can organize real-life meet-ups through this site.
16. SecondLife: On SecondLife, you can learn new skills, experiment with other jobs and living in other cities, and use the site for training exercises.
17. Whyville: Whyville is a kid-friendly learning site where users create avatars and chat, play games, and more.

Dating

Use these social sites to find true love or just Mr. Right Now.

18. Match.com: This popular dating site claims that 20,000 new users sign up each day.
19. FriendFinder: Find companionship or lasting love through this site.
20. BigChurch.com: Christian singles mix and mingle on BigChurch.com.
21. eHarmony: Members on this site are pre-screened before you search their profiles.
22. Amigos.com: Latin singles network and find dates on Amigos.com.

News and Information Sharing

Catch up on the latest news and share your favorite stories with friends online.

23. Newsvine: This news site is updated by everyday readers.
24. Digg: Share amusing and thought-provoking stories in entertainment, politics, science, gaming and more.
25. Twitter: Twitter is changing the way the public reviews and accesses news. Share links and even find breaking news stories here.
26. Reddit: Easily rank news stories and catch up on the bizarre and controversial news items of the day.
27. Wikipedia: This open encyclopedia welcomes edits and information sharing from practically anyone.

Travel

Get travel recommendations and meet up with other travelers around the world by logging in to these sites.

28. Dopplr: Dopplr lets you submit your travel schedule so that you and your friends can keep track of your travels and meet up when you can.

29. TripAdvisor: Share reviews of destinations and amenities, learn about hot spots around the globe, and network with other world travelers.
30. TravBuddy: Here you can set up a profile, post photos of your vacation, meet other TravBuddies, get hotel reviews, view maps and play games, and journal.
31. CouchSurfing: Find free places to stay and open up your home to casual travelers through this network.
32. Zorpia: Use Zorpia to meet new friends wherever you’re traveling to.
33. WAYN: Here you can meet “like-minded people” on your adventures and meet up even when you’re far from home. Also supports photo and video sharing and more.

Shopping and Deals

Learn about special deals and get product reviews from real people.

34. Crowdstorm: Here you can “ask the crowd” for reviews of certain products before buying.
35. Craigslist: Find jobs, travel opportunities, furniture and more on this open classifieds site.
36. Kaboodle: Kaboodle lets you shop with friends online, look up products and brands, learn about fashion, view polls, and more.
37. Zebo: Zebo celebrates personal style (you can post pictures of what you wear each day) and the democratic shopping experience (members review products and add them to their wish lists).
38. Reesycakes: Find coupon codes, shopping and style tips, and store reviews on this social site.
39. woot!: Get consumer-interest news, product reviews and more.

Staying in Touch

These sites make it easy to stay in touch with family and friends by letting you share photos, status updates, links, music, and more.

40. Facebook: Post photos, links, contact information, music and plenty more to keep your friends and family updated on your every move.
41. Plazes: Keep track of your friends’ locations so that you can meet up as often as possible.
42. hi5: This social site features games, photo sharing, music sharing, message capability and more.
43. Flickr: Post photos from special events or your everyday routine to help faraway friends and family feel like they’re a part of your life.
44. Blogger: Start a blog with Blogger to keep your friends and family updated and enter into the whole Blogger community.
45. Flock: Flock is a social web browser that syncs with other tools like AOL mail, bebo, Digg, Gmail, Twitter, Flickr and Facebook.
46. MySpace: MySpace is one of the original social networks and is still going strong for companies, teens and adults.
47. Groovr: Groovr keeps your friends and contacts close and notifies you of local events and hot spots.
48. Tumblr: Set up a personal blog on Tumblr to easily share photos and news about your life.
49. Mobicue: Mobicue is a social site for mobile users who want to share photos, videos, news and status updates.

Making a Difference

Look for volunteer opportunities and causes to support by networking on these sites.

50. Bright Light: With Bright Light, you can find causes to join, like environmental groups, human rights campaigns, and more.
51. Care2: This large network of green living enthusiasts supports human rights and animal welfare, too.
52. Idealist.org: Find volunteer opportunities, mission trips and nonprofit jobs and news on this social site.
53. Opportunity Knocks: Opportunity Knocks is a job site and networking finder for the nonprofit sector.
54. ServeNet: Here you can find networking and social opportunities online for youth who want to make a difference.
55. Google Groups: Keep your group organized and connected by using a free service like Google Groups.
56. YouTube: Get the word out about your organization by uploading a video onto YouTube.
57. TreeHugger: Learn about environmental advocacy groups, research projects, green design, organic eating and more from TreeHugger.
58. LiveJournal: Get on LiveJournal to share all types of updates about your cause and network with other users.
59. Etsy: Support independent artists and designers by shopping and connecting on Etsy.com.

Organization and Personal Growth

Stay organized and keep track of your personal goals through sites like meebo and 43Things.
60. meebo: Streamline your chat accounts with meebo, which supports AIM, MySpace and more.
61. 43Things: List your goals and meet others on a similar journey through this group.
62. esnips: Use esnips to save and share all your favorite stuff from the web.
63. Clipmarks: Users share their favorite clips and then send them out to friends via this site, Twitter, and more.
64. Instructables: Learn how to do anything by reading the tutorials and asking friends for advice on Instructables.
65. Diigo: This social site lets you collaborate on projects, share annotations, create groups, highlight the web, and more.

Health and Fitness

Learn about healthy eating, get support from patients who are suffering just like you, and find workout buddies on these sites.

66. Gimme20: Learn about diet, nutrition, fitness and overall wellness on this community site.
67. iTrainHarder: Trainers, gym reps and individual fitness enthusiasts get together on this site.
68. SparkPeople: Here you can get tips on living and eating healthy. Access tools and meet other individuals who are learning about becoming healthy, too.
69. Traineo: This weight-loss community supports goal tracking and more.
70. MyCancerPlace: Cancer patients share information, upload photos, join groups and find support on this site.
71. Inspire: All kinds of patients and healthy-living enthusiasts can join this site to find courage and information.
72. Diabetic Connect: Diabetics connect on this site to learn about treatments, special meals, networking events, and more.

Special Interest

Social sites for women, bookworms, musicians and more are found here.

73. OSOYOU: This fashion network features celebrity style news, trend reviews, shopping information and more.
74. Muxtape: Currently, Muxtape is invite only and a place for bands to share music, sell downloads, network, upload music videos, and more.
75. Shelfari: Those who love to read can turn to Shelfari to get book recommendations and swap titles with new friends.
76. iVillage: This women’s network features channels, communities and tips for pregnancy, beauty and style, home and garden, celebrities, food, dieting and more.
77. deviantART: Artists of all kinds connect, find community projects, and learn about contests here.
78. Quarterlife: Creative people head to this site to post portfolios, set up their own communities, learn about special events and festivals, and find inspiration.
79. italki.com: Pair up with others intent on learning a new language on this site.

Finance

Organize your finances and keep up with trading news here.

80. Cake Financial: This investment support site boasts a healthy interactive community for learning about what to do with your money.
81. MarketWatch Community: Join groups, get industry news, and look up other finance-minded people here.
82. Wesabe: Use this site to track your budget, organize your finances, get quality finance tips, and meet others who are trying to be wiser about money.
83. Tip’d: On Tip’d, you can rank and submit finance stories.

Religion and Spirituality

These social sites allow you to explore religions and spirituality while seeking the advice of others.

84. Beliefnet: Turn to Beliefnet to learn more about religion, health, faith and more.
85. Xianz: This “faith-based Myspace” is a social networking site for Christians.
86. Gaia Community: This site offers users the opportunity to explore spirituality and discover their talents and passions.
87. Lime.com: Lime.com is a site for researching “healthy living with a twist” and spirituality.
88. ShoutLife: This family-friendly social networking site is “safe and clean” and offers space for users to share music, photos, videos and more.

Family

These social sites are perfect for families who want to stay in touch and track their history.

89. MyHeritage: Set up your family tree on this site. You can also share photos, send each other gifts, and more.
90. Geni: Geni is another site that lets families build a family tree and organize special dates and photos.
91. CafeMom: Moms connect, journal, share photos, swap advice and more.
92. Famiva: Families use Famiva to build a family tree, share photos, share calendars, and more.

Vegging Out

When you want to use the Internet to relax and catch up on mindless news and viral videos, turn to these sites.

93. bebo: Share videos, music, celeb crushes and more on this site.
94. Imeem: Get lost on Imeem, a site that lets you discover music and movies that real people are promoting.
95. Technorati: Quickly browse the topics people are blogging about on Technorati.
96. Fark: Fark is a social bookmarking site that features categories like showbiz, geek, business, sports, music and video.
97. Vimeo: Share videos and get lost in the database of music, movies and shows to watch here.
98. Break: Watch wacky videos like “Dog Attacks Grandma” on this site, which also has games and other mind-numbing features.
99. eBaum’s World: eBaum’s World has come a long way in the last several years: now you can play games, blog, join groups, submit your own content, chat and, of course, watch weird movies.
100. Flixster: Watch movies, get recommendations, swap reviews and meet other movie addicts here.


Re-igniting Job Passion in Disengaged Employees





Although corporations constantly assess threats to their businesses by keeping an eye on their competitors, by watching the ever-changing economic climate, or focusing on foreign markets, one potential source of danger which many corporations often fail to recognize exists from within — from their disengaged employees: those individuals whom have seemingly lost their passion for their jobs. Disengaged employees can wreak havoc within an organization. Their dissatisfaction can be contagious and can spread much like wild fire throughout the entire business. These individuals do their best to turn engaged colleagues against the organization, and aren’t happy until they have done so. Additionally, their impact has been linked with such metrics as decreased employee retention, decreased customer loyalty and losses in revenue.

Most disengaged employees don’t start out this way. When newly hired most employees are usually quite excited about the possibilities inherent in a new position, and are often anxious to take on new responsibilities. So, what causes so many employees to become so disillusioned, so disengaged?

Scholars whom have studied this phenomenon tell us this happens when employees start to feel that their needs or expectations are not being met by their organization’s management. Many start to rethink having accepted their current position, and even start to think about leaving the organization. More commonly and far more costly, many of these disengaged individuals will remain with the company, but cease being productive.

What can management do to keep employees passionate about their jobs? The first step is recognizing those individuals whom appear to be less productive than usual, or those whom appear to have lost their job spark. Management should ask employees questions such as: (1) Does the employee have the materials and equipment he or she needs to perform his or her job, or (2) Is the employee clear about what is expected of him or her on a daily basis? Making sure that employees know what options are available for personal and professional development may also be beneficial.

Conducting Staff Satisfaction Surveys is another way in which management can assess employee engagement. Surveys may be conducted annually, or as needed. Satisfaction surveys help to assess the organizational climate when it comes to employee/employment issues. They can provide insight to management about how employees feel about their jobs and the organization as a whole. More importantly, satisfaction surveys may also reveal other areas of concern that may need addressing.

Some say that non-profit organizations tend to employ more engaged individuals due to their mission-driven focus than for-profit organizations. Whether this is true or not continues to generate debate in many circles. It is true that most individuals who work in non-profits do so because they are passionate about what they do, and gain much satisfaction from providing service to others. However, no organization is exempt from employee disengagement.

Yet, many managers underestimate the threat from disengaged workers. Clearly, focusing solely on the organization’s financial bottom line, and ignoring the needs of employees can be detrimental to the organization in the long run. Likewise, is thinking that so-called stop-gap solutions like better benefits or offering incentives will fix staff problems.

While there are no easy solutions for banishing employee disengagement, by recognizing the employee needs listed below, and addressing them is a step in the right direction:

  • All employees need to know that what they do is meaningful. When employees understand how their job contributes to the success of the company, they tend to feel a part of the team.
  • All employees need to feel respected. All employees need to feel valued as a person.
  • Most, if not all individuals have an innate desire to learn and grow. Assigning employees tasks that will allow them to utilize their skills, creativity or their strengths allows them to be active contributors.


Experts also recommend that management brainstorm with employees, as well as all other stakeholders on ways to reignite passion for what they do. Additionally, all employees should be held accountable for their portion of their organization’s accomplishments. However, until managers find ways to re-ignite passion for their jobs in their disengaged employees, these individuals will remain a threat to both their organization’s competitive advantage and business success.


Carol Gee

Carol Gee, M.A. has worked in education for 26 years in positions ranging from teaching to administration. Currently she is an editor and business writer at Goizueta Business School at Emory University. She is also the author of books, The Venus Chronicles and Diary of a ‘Flygirl’ Wannabe (Life Lessons of a Cool Girl in Training,) and a contributor to the baby boomer book, Age Smart-Discovering the Fountain of Youth at Midlife and Beyond. Carol is a recipient of the Center for Women’s 2009 Unsung Heroine Award for recognition of her dedication to issues that affect women at Emory or in the larger community.
www.venuschronicles.net
venuschronicles@aol.com

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Most Unique Job Interview Essays





Opportunity Knocks received over 100 essay submissions for the OK Extravaganza Essay Competition. Below are some of the staff’s favorite essay submissions.



The Accident
A limousine picked me up at the Nashville, TN airport to take me to a job interview in a suburb called Gallatin. En route to the office, the limousine was hit from behind by a forest service truck. I was thrown to the floor and knocked unconscious. The EMT personnel extracted me from the car using the ‘jaws of life’ and placed me on a flat board. By this point I was conscious, but a bit disheveled. After being loaded into the ambulance, the driver asked me if I knew the best way to the local hospital. I didn’t.

I waited for an hour in the emergency room, changed into a lovely revealing gown, and was taken for X-rays. When I returned to the triage area, an executive from the company was waiting. I made a strong first impression. He patiently waited for me to get clearance from the hospital, get dressed, and then asked if I wanted to continue with the interview. Since my head was a bit cloudy, my neck hurt and my return flight was in an hour, I asked if I could reschedule. On the way back to the airport, we talked about the position and my qualifications.

The entire conversation is a blur. The executive and the company apologized for the accident and were very kind about the whole incident. However, the position was not enough of a challenge to warrant leaving, so I ended up taking my name out of consideration. Seven months later, the same recruiting company contacted me for another position – with the same company! This position was more challenging and reported to a higher level. During the initial interview, the managing director was surprised to hear that I was the ‘interview crash lady!” I traveled to Charleston, SC for a personal interview without incident, and they offered me the position on the spot.

I accepted.

Opportunity Called
I had been looking to relocate to my dream city for several months and had applied to numerous jobs, but hadn’t so much as gotten an interview. Then, a partner organization of the program I was coordinating got a grant to start a very large program and needed to hire staff stat. They also happened to be located in the city I was looking to move to. I dragged my feet on applying because I didn’t want to burn any bridges with my employer.

The day after applications were due, I sent my resume to my contacts at our partner organization and asked them if they knew anyone hiring in the area. Two hours later, my cell phone rang. It was the new Program Director, asking if I was interested in the position that had closed the previous day. He “interviewed” me on the spot. The half-hour phone interview consisted of him asking me why I was leaving my current position and then us chatting about his girlfriend getting a flat tire. An hour later he offered me the job at $2,000 over the salary range I had given him.

On the Run Interview
The most unusual job interview I ever had was an interview for a desk clerk position. When I arrived at the job the supervisor met me introduced herself and said, “I am in a big hurry so I hope you don’t mind being interviewed on the run.” I replied that I didn’t and she, “follow me.” We got into her car. She interviewed me while we were driving to her bank. I walked into the bank with her and she interviewed me part of the time on the way back to the hotel.

I got the job.

Guess Who?
A friend told me about a PR job with a local non-profit organization. I would be dealing with the media, writing press releases and now and then a speech or public service announcement. Since this was my line of work, I applied for the position and a week later had an interview. I was shown into a small conference room and told that someone would be with me shortly. A few minutes later a gray haired man entered the room. I recognized him. He greeted me with a wide smile, shook my hand, and thanked me for arriving on time.

For the next few minutes we chatted about the weather, the Braves, and Atlanta traffic. Then the real interview began and lasted for about 45 minutes. He asked me questions about my professional background and education. There were also specific questions about PR. He wanted my thoughts on how best to get a message out, especially a message that incorporated a plea for financial support. His organization depended on the generosity of individual and corporate donors. They had to be appealed to, however, in just the right way. He was looking for someone who knew how to make them excited about digging into their pockets. I did my best to assure him that if given the opportunity I would do good work for his organization. I believed in its goals. After a few more questions he thanked me for my time, and then I left.

On the way to my car I told myself there was no reason to be disappointed if I didn’t get the job. I’d done my best. And besides, how often does the “someone” who interviews you also happen to be a former President of the United States?


Click here to read the winning essay.

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COBRA’s New Look: The American Recovery and Reinvestment Act’s Premium Reduction Provisions By Martin Salcedo, Esq.





How does the American Recovery and Reinvestment Act of 2009 (ARRA) change the way an organization deals with the Consolidated Omnibus Budget Reconciliation Act (COBRA)?

COBRA is the federal law that gives workers who lose their jobs, and thus their health benefits, the right to continue group health coverage under their former employer’s health plan. As originally enacted, employees electing COBRA continuation benefits are required to pay the entire premium for their health insurance. Although the cost was ordinarily higher than what the employee paid while employed (because the employer was no longer contributing to the premium), it was typically cheaper than the cost of individually obtaining private health insurance coverage.

Unfortunately, the increasing number of people losing their jobs during the current financial crisis has left larger numbers of people without employer-provided health insurance, thereby resulting in increased reliance on COBRA. However, since individuals insured under COBRA are, for the most part, unemployed, maintaining their health insurance, despite the lower price, has become cost prohibitive. Thus, more and more people are left uninsured.

In response to this trend, Congress passed the American Recovery and Reinvestment Act of 2009 to, in part, preserve and improve affordable health care. Signed by President Obama on February 17, 2009, the ARRA effectively reduces an individual’s cost of maintaining health care under COBRA.

Under the ARRA, “assistance eligible individuals” are required to pay only 35 percent of their COBRA premiums—the remaining 65 percent of the premium is subsidized by the government. The subsidy comes in the form of a credit taken against the employer’s employment taxes, and is claimed by the employer who paid the 65 percent share of the COBRA premium by filing the January 2009 revision of the IRS Form 941 (Employer’s Quarterly Federal Tax Return). If the payroll tax credit amount is greater than the taxes due, the Secretary of the Treasury will directly reimburse the employer. Under this scheme, assistance eligible individuals will not receive any payments.

The premium reduction provisions of the ARRA apply only to assistance eligible individuals, which are defined as employees or members of their families, who:

  • are eligible for COBRA continuation coverage at any time between September 1, 2008 and December 31, 2009;
  • elect COBRA coverage; and
  • are eligible for COBRA as a result of the employee’s involuntary termination between September 1, 2008 and December 31, 2009.


Those qualifying as assistance eligible individuals are entitled to the premium reduction beginning on or after February 17, 2009.

Given the timing and applicability of the ARRA (it retroactively applies to individuals involuntarily terminated as of September 1, 2008, but it was not enacted until February 17, 2009), many individuals did not elect COBRA benefits at the time of their involuntary termination because they did not become aware of the ARRA’s premium reduction provisions until after their opportunity to elect COBRA benefits had expired. Such individuals would not be considered assistance eligible individuals because they did not elect COBRA coverage. To remedy this situation, the ARRA includes a provision providing assistance eligible individuals with a new opportunity to elect COBRA benefits.

Under this provision, individuals involuntarily terminated from September 1, 2008 through February 16, 2009, who did not elect COBRA when it was first offered or who did elect COBRA but are no longer enrolled (for example because they were unable to continue paying the premium) have a new election opportunity. This new election period begins on February 17, 2009 and ends 60 days after the COBRA benefits plan provides the required notice to such employees.

The premium reduction for an individual can last up to nine months. However, it will end earlier if the individual becomes eligible for Medicare or another group health plan (such as a plan sponsored by a new employer or a spouse’s employer), or if the individual reaches the end of the maximum COBRA coverage period. Individuals receiving the premium reduction must notify their plans if they become eligible for coverage under another group health plan or Medicare.

The ARRA’s premium reduction provisions are subject to income limits. If an individual’s modified adjusted gross income for the tax year in which the premium assistance is received exceeds $145,000 (or $290,000 for joint filers), then the amount of the premium reduction received during the tax year must be repaid. For taxpayers with adjusted gross income between $125,000 and $145,000 (or $250,000 and $290,000 for joint filers) the amount of the premium reduction that must be repaid is reduced proportionately.

Plan administrators must provide notice about the premium reduction to individuals who have a COBRA qualifying event during the period from September 1, 2008 through December 31, 2009. The notice(s) must include the following information:

  • the forms necessary for establishing eligibility for the premium reduction;
  • contact information for the plan administrator or other person maintaining relevant information in connection with the premium reduction;
  • a description of the second election period (if applicable to the individual);
  • a description of the requirement that the assistance eligible individual notify the plan when he or she becomes eligible for coverage under another group health plan or Medicare, and the penalty for failing to do so;
  • a description of the right to receive the premium reduction and the conditions for entitlement; and
  • if offered by the employer, a description of the option to enroll in a different coverage option available under the plan.


Individuals who are denied eligibility for the premium reduction (whether by their plan, employer, or insurer) may request an expedited review of the denial by the U.S. Department of Labor. Under the ARRA, the Department of Labor must make a determination within 15 business days of receipt of a completed request for review.

As with any new law, the precise impact of the legislation may not be felt for some time. Moreover, given the lack of history to learn from, there are bound to be some issues in the manner in which the ARRA’s provisions are implemented and maintained.

Absent further legislation, COBRA will presumably return to its pre-ARRA state once individuals are no longer entitled to premium reductions (i.e., nine months after December 31, 2009). However, a considerable amount of time remains between now and then. Thus, employers must become comfortable with the ARRA’s amendments to COBRA, and must tap all the necessary resources to ensure compliance.

Source: The Human Equation, Inc.

Georgia Offering Jobless Workers Cash to Help Get a Job





In tough economic times, it is more important than ever for unemployed Georgians to embrace life-long learning opportunities and improve their core job skills. Governor Sonny Perdue today announced the launch of Be Work Ready, a program designed to help unemployed Georgians jump start their job search, develop confidence and gain a competitive advantage in the job market.

Be Work Ready is a one-of-a-kind initiative providing unemployed Georgians a monetary incentive for either earning a Work Ready Certificate or improving their skills through free, online Work Ready skills gap training. Funding for the initiative is provided by the American Recovery and Reinvestment Act (ARRA).

“Georgia is leading the nation in workforce development and is committed to helping our citizens develop the skills that serve as the foundation to a successful job search,” said Governor Perdue. “Be Work Ready is meant to inject confidence into Georgia’s unemployed population, cultivating a skilled and qualified workforce for business and driving economic development throughout the state.”

When an individual earns a bronze, silver or gold level Work Ready Certificate, they are eligible for a $50 incentive; those who earn platinum are eligible for $100. When an individual improves their Work Ready Certificate level in any way, they are eligible for a $100 incentive. The incentive can be used to offset job search expenses.

Be Work Ready is available to those age 18 or older who are currently unemployed and have earned a Work Ready Certificate and/or improved their Work Ready Certificate level through skills gap training. Those who have earned a Work Ready Certificate since Sept. 1, 2008 are also eligible to apply. Individuals answer a short questionnaire and fill out an application form at www.begaworkready.org to qualify.

Job seekers can also post their Work Ready qualifications at www.begaworkready.org and select a target industry where employers throughout the state will be able to access this information and contact candidates about available jobs.

A Work Ready Certificate, powered by ACT’s nationally accredited WorkKeys® assessment system, validates an individuals’ skill and knowledge levels to potential employers. Individuals take the free assessment and earn a certificate at one of four levels – platinum, gold, silver and bronze. Free, online skills gap training helps individuals improve their Work Ready Certificate level.

“The certificate tells employers that Work Ready Certified job seekers possess the skills necessary to hit the ground running and are ready to take on more challenging tasks,” said Debra Lyons, director of the Governor’s Office of Workforce Development. “By closing the skills gap and increasing life-long learning in Georgia, employers will have a long-term pipeline of skilled and educated workers to take on today’s jobs and tomorrow’s innovations.”


Source: GA Work Ready Press Release

National Service Agency Announces 23,000 New AmeriCorps Positions





The Corporation for National and Community Service announced the results of its 2009 funding competition today, selecting 259 national and local nonprofits that will engage 23,000 new AmeriCorps members in improving lives and strengthening communities from coast to coast.

AmeriCorps members will tutor and mentor at-risk youth, build homes, prevent high school dropouts and expand college access, conserve parks and public lands, support food banks and shelters, help communities recover from disasters, and recruit and mobilize volunteers.

The grants total $131 million and are going to a wide range of national and local organizations, state service commissions, faith-based groups, educational institutions, and Indian Tribes. Competition was stiff, with organizations requesting nearly twice as many member positions as were available and three times more state competitive funding than was available. Collectively, these members are projected to earn over $53.5 million in Segal AmeriCorps Education Awards to help pay for college or to pay back student loans.

A complete list of grantees, amounts approved, and the numbers of AmeriCorps members supported is available by clicking here.

“AmeriCorps members give a tremendous boost to organizations that are serving our most vulnerable citizens and communities– especially during tough economic times,” said Nicola Goren, Acting CEO of the Corporation. “As the economy drives up the demand for social services, AmeriCorps members and the volunteers they mobilize are a vital resource to meet immediate community needs and bring about lasting change.”

Today’s grant announcement includes organizations that competed successfully to develop new AmeriCorps programs or to begin a new three year grant cycle, as well as grants for groups that are completing their second or third year. Later this summer, governor-appointed state commissions will announce AmeriCorps formula grants.

Together with other positions in AmeriCorps State and National, VISTA, and NCCC, today’s announcement puts AmeriCorps on track to support nearly 75,000 members through regular fiscal 2009 funding. An additional 13,000 one-time positions were funded by the American Recovery and Reinvestment Act, allowing AmeriCorps to support the largest class in its 16-year existence.

The extra positions come as AmeriCorps is experiencing a rapid increase in interest and applications, fueled by a “compassion boom” of Americans wanting to help their neighbors in tough times, increased interest in public service by millennials and boomers, the economic downturn which is making more Americans take a closer look at service positions, and an “Obama effect” of people responding to the President’s call to service. Last month, AmeriCorps received 35,922 online applications, nearly double the previous month and more than triple the 11,262 online applications received in May of 2008. Between November 2008 and May 2009, AmeriCorps received 112,326 online applications, up 226% from the same seven month period a year ago.

The grants also come as the Corporation for National and Community Service is working on its plan to implement the landmark Edward M. Kennedy Serve America Act signed by President Obama on April 21. Among other provisions, the Act will set AmeriCorps on a path to grow from 75,000 to 250,000 annual positions by the year 2017. The agency is holding a cross-country Listening Tour and launched a website to get public input on implementing the Act.

Many of the new grants support increasing school success and high school graduation rates by focusing on improving academic performance of disadvantaged students. For example, Jumpstart will engage 1,040 AmeriCorps members to work one-on-one with low-income, preschool children in Head Start and other community learning centers. In Philadelphia, PA, Chester, PA and Trenton, NJ school districts, 221 Education Works AmeriCorps members will serve as teacher assistants, mentors, and on safety teams. In Austin, Texas, 120 members serving through Charles A. Dana Center will provide intensive, bilingual early literacy tutoring and family literacy support to students and their families.

The grants also support programs to help individuals improve their economic and social conditions. The Homeless & Housing Coalition of Kentucky will engage 40 members in serving homeless families and building and renovating homes for low-income families throughout Kentucky. The national grant to Habitat for Humanity will support 262 members to build homes and recruit, train, and manage volunteers.

Organizations that promote conservation and environmental protection were also funded. The Corps Network and its affiliated programs will engage 3,011 members in 25 states to carry out activities such as planting trees and vegetable gardens, removing invasive plants, constructing and maintaining trails, installing playgrounds, removing debris from flood channels, restoring wetlands, weatherizing homes, expanding recycling programs and participating in disaster recovery in flood and fire plagued states.

The grants will continue AmeriCorps support of entrepreneurial organizations that bring innovative business-based approaches to citizen problem-solving. They will also continue AmeriCorps emphasis on expanding capacity by recruiting and managing other volunteers. Last year, AmeriCorps programs mobilized and managed 2.2 million volunteers for the organizations they serve with.

“We have funded organizations that will best leverage the resources of AmeriCorps members to bring energy and hope to tackling some of the nation’s most difficult problems,” said Kristin McSwain, Chief of Program Operations. “We are pleased to support the innovative models that have emerged to complement existing programs that make progress in communities every day.”

AmeriCorps members serve with more than 4,100 nonprofit, faith-based, and community groups each year, helping them expand their reach and better meet their mission. Most of the positions announced today will be available starting in the fall. Interested individuals can learn about available opportunities and submit an online application by visiting AmeriCorps.gov.

AmeriCorps is administered by the Corporation for National and Community Service, a federal agency that improves lives, strengthens communities, and fosters civic engagement through service and volunteering. Each year, the Corporation engages four million Americans of all ages and backgrounds through its Senior Corps, AmeriCorps, and Learn and Serve America programs. For more information, visit http://www.nationalservice.gov.


Source: http://www.nationalservice.gov

President of Opportunity Knocks Explains the Playing Field for Nonprofit Organizations





STATUS REPORT: In the first nine months of 2008, 35 percent of nonprofits experienced decreased giving. Then the stock-market plunge depleted foundation coffers by some 30 percent. The result: 100,000 nonprofits could perish, according to Paul Light, senior fellow at the Brookings Institution. But there’s a flip side: Nonprofits had been outpacing the business sector—assets of public charities grew 48.5 percent between 2001 and 2006—and are expected to do so again in a rebound.

OUTLOOK: Organizations specializing in energy, the environment, and health care are expected to grow fastest when the economy recovers. Meanwhile, the shift to social entrepreneurship—launching profitable projects that support nonprofit missions—has many organizations looking beyond classic fundraising formulas. “What’s really been increasing are business ventures,” says Karen Beavor, CEO and president of Opportunity Knocks and the Georgia Center for Nonprofits. “Nonprofits are looking for new sources of capital.”

BREAKING IN: The movement toward a business model means new opportunities for those with for-profit sales, marketing, and management skills. One must-have trait: commitment. “Focus on a particular issue and you’ll be a strong candidate,” says Russ Finkelstein, associate director of Idealist.org, which connects organizations, volunteers, and employees. Yearlong service programs offering moderate wages but invaluable experience (e.g., AmeriCorps) are an increasingly popular entry track. Also check out opportunityknocks.org.

—KATE SIBE
Source:

Outside Magazine

ON DEMAND - Reduction in Force – Assessment, Event, Transition





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Topic: Reduction in Force – Assessment, Event, Transition
Duration: 90 minutes

Summary: This webinar will cover the end to end process involved with a Reduction in Force by addressing the 5 W’s; Who, What, Where, When and How. The focus will be on the Assessment, the Event and the Transition. The Assessment includes the analysis of Who, the Event is the When and Where and the Transition is the What and How. The 3 C’s of Change Management© will covered and incorporated into each of these phases.

Participants will learn:
  • The process for selection from both a legal and business perspective
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Specific Topics include:
Assessment
  • Talent Review
  • Job Redesign
  • Redeployment Strategies
  • Adverse Impact
  • Risk Factors
  • Alternatives
  • Timing The Event
  • Communications
  • Change Management
  • Legal Compliance
  • Maintaining Productivity
  • Employee Engagement
  • Retention Strategies
    Transition
  • Culture
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    Who should attend:
    HR Managers, Department/Operations Managers
    Executive Directors

    Course Level: Intermediate


    Cost:$44.99 - Click here to purchase Reduction in Force -Assessment, Event, Transition

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    Faculty Bio: Diane Tuccito has over 25 years HR experience and is currently the Director of HR Solutions for Kinetix and provides both strategic and tactical talent solutions to clients. Most recently, Diane was the senior HR Executive at Manhattan Associates and Answerthink. She has a diverse industry background and extensive global experience. Diane has her SPHR, CCP, GRP and MBA.

    Diane has been and is an active volunteer and leader for many professional organizations. She is a recipient of the SHRM-Atlanta Life-Time Achievement Award and SHRM Pinnacle Award. Diane also volunteers her time in various job networking groups.


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New Ad Campaign Tied To Helping Job Seekers Gain Edge In Finance Employment Market





During a time when the general market perception is that finance jobs are becoming nearly nonexistent or impossible to land, OneWire, a hiring and career management tool for the finance industry, is launching a comprehensive advertising campaign to set the record straight. The new campaign, which kicks off June 1, sends the message to finance professionals that the top firms in the country are still hiring, and they’re using OneWire to find candidates. The ads call for job seekers to visit www.OneWire.com to build a confidential and detailed profile to give them an edge in landing their next finance job.

OneWire represents a significant advancement over old-fashioned job sites where candidates upload a basic resume and comb through page after page of mostly non-relevant job postings. In contrast, OneWire enables finance professionals to quickly and easily build extremely comprehensive profiles that detail every facet of their experience, education, interests and career goals. Once a profile has been created, it is searchable by finance firms looking for a prospective candidate that matches a highly detailed search query, powered by OneWire’s patent-pending match algorithm. The candidate’s information is always kept completely confidential.

“Finance professionals are growing increasingly frustrated in their job searches as they struggle to differentiate themselves in what has become an overwhelmingly crowded market. On the hiring side, finance firms are having just as much trouble finding the best candidate for available jobs as a result of being inundated with resumes,” said Skiddy von Stade, chairman, OneWire. “We created OneWire to solve these problems and with the top firms now working with us to find candidates, job seekers can give themselves an edge by creating a free, confidential profile today. Our forthcoming ad campaign announces that career opportunities do exist for finance professionals and that OneWire.com can help take their careers to the next level.”

The campaign will run in major markets that host a high percentage of finance firms and professionals, such as New York City, and expand to include the entire eastern United States. Ads will appear on television, online, in print, on the radio and in out-of-home advertising (phone kiosks) throughout the month of June. www.OneWire.com

Source:Onrec.com

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