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Once dislocated workers obtain a new job, they suffer significant wage reductions. [15] About two thirds of dislocated workers have lower wages in the new job and one quarter of displaced workers from manufacturing who find a new full-time job suffer earning losses of 30% or more. [16]
Dislocated worker funding is typically used to help workers in events of mass employment loss. A dislocated or displaced worker is defined as an individual who has been laid off or received notice of a potential layoff and has very little chance of finding employment in their current occupation when attempting to return to the workforce. [ 1 ]
Starting with MDTA, there have been four main federal workforce development programs. The MDTA provided federal funding to retrain workers displaced because of technological change. Later in MDTA's existence, the majority of funding went to classroom and on-the-job training (OJT) that was targeted to low-income individuals and welfare recipients.
L.A. County supervisors want to expedite hiring and training resources for the hundreds of workers who'll be affected when the Phillips 66 refinery closes next year.
This summer, the nearly 100-year-old trucking firm Yellow Corporation shut down, impacting 30,000 workers companywide. The cuts included more than 800 employees across North Carolina, with the ...
As it stands, workers relying on Social Security to cover their expenses in retirement need to prepare for the trust fund to run low. The system is only expected to pay full benefits through 2033.
Pathways Out of Poverty is administered by the United States Department of Labor’s Employment and Training Administration.Roughly $150 million is authorized by the ARRA and is granted in amounts from $2 million-$8 million to eight national and 30 local entities for the provision of training and placement services in order “to provide pathways out of poverty and into employment.” [2] The ...
The Worker Adjustment and Retraining Notification Act of 1988 (the "WARN Act") is a U.S. labor law that protects employees, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of planned closings and mass layoffs of employees. [1]