The Vermont Labor Market

Transcription

1 The Vermont Labor Market Departments of Employment & Training / Labor & Industry Vermont Department of Employment & Training March, 21 Vol. XXXIV Number 3 Unemployment Rates Vermont and U.S. Percent P.O. Box 488 Montpelier, Vermont Tel.: (802) FAX: (802) Commissioner's Message In November 20, Vermont received almost $2.7 million from the U.S. Department of Labor to implement an advanced technical skills training project. DET, on behalf of the Human Resources Investment Council (HRIC), wrote the successful proposal and will oversee this two-year grant by providing fiscal and grant management. The project is called the Vermont Technical Skills Training Project and is funded through the fees employers pay to bring skilled foreign workers into the U.S. through the H-1B visa program. The goal of this project is to decrease the need to import these skilled foreign workers by providing Vermont workers with advanced technical skills training in high-tech and health care occupations. The skill shortage problem is highlighted in an August 24th article in the Burlington Free Press. The article, Firms Pay High Price to Bring in High-Tech Foreign Workers, points out that employers are paying up to $5,0 per worker for legal fees and other expenses to keep foreign workers in the country. Putting a human face on the problem, the article quoted Michael Early, CEO of Blue House Group, a local Internet company, who stated: I can certainly understand the arguments for hiring local Americans to do the work, and we have certainly tried to do that, but the fact is, we can t find anyone who has the programming skills we need. During the first eight months of 20, nurses brought in from out of the country cost Vermont health care employers over $3.9 million. This was over and above their already budgeted costs. (A Call to Action: Addressing Vermont s Nursing Shortage, The Blue Ribbon Nursing Commission Report.) (Continued on page 2) Current Month Previous Month Year Ago February (SA) 21 Rates VT 2.8% U.S. 4.2% VT. U.S. Labor & Industry section begins on page 10 Competitive Edge Employee Terminations One of the most difficult and complex issues in the relationship between employers and their workers is the issue of termination of an individual due to some perceived cause or difficulty in the workplace. The need to resolve a workplace personnel problem usually will require good judgment and sound legal advice. The January 21 issue of the Monthly Labor Review contains an article concerning the "Employment-At-Will" doctrine and three of the major legal exceptions that have developed in different states. Charles Muhl, a Chicago attorney, discusses the current status of the doctrine using data through October 20. Going back to the early 19s, courts viewed employers and employees as being equal in their bargaining power, and the "Employment-At-Will" doctrine reflected the belief that people should be free to enter into employment contracts of a specified duration, but that no obligation attached to either employer or employee if a person was hired without such a contract. In other words, an employer could fire an at-will employee (Continued on page 2)

2 2 Commissioner's Message (continued from front page) Vermont s Technical Skills Training Project is approaching this problem in a number of ways: first, it established two employer led partnerships; second, it established technical, high-skills training programs in the high-tech and health care industries; third, the training programs will serve as prototypes for training programs in other technical occupations where labor shortages exist; and fourth, the training programs will be replicable and sustainable into the future. This latter outcome is significant because the projected labor shortage in high skilled occupations makes today s shortage pale by comparison. The partnerships will be closely linked to a number of higher education institutions. Business led, these partnerships will ensure that employers play the critical role in planning and overseeing the project s training and employment activities. This includes identifying current skill shortages, identifying and implementing effective, innovative, and cost efficient training techniques, providing significant matching funds, and hiring successful participants. The health care component involves high skill training to Registered Nurses, and is being coordinated by the Vermont Association of Hospital and Health Systems Network Organization; the hightech component involves an engineering technology program and is being offered by Vermont Technical College. Training in the health care component will be provided for approximately 148 specialty nurses in Critical Care and Operating Room nursing. Training in the high-tech component will be provided to approximately 65 incumbent and/or unemployed, dislocated workers in various areas of engineering technology. All 16 of Vermont s hospitals are participating in the health care component. The Critical Care and Operating Room curricula have been prepared by staff at Fletcher Allen Hospital. These staff also have either already been recognized or will be recognized as faculty of UVM s School of Nursing and Allied Health Sciences. The training contains a combination of on-site classroom instruction, distance learning and on-site internship work. The latter will occur under the tutelage of preceptors (master nurses) at each of the hospitals. The first sessions of Critical Care and Operating Room nurse training began in February. Six hours of undergraduate college credit from UVM s School of Nursing and Allied Health Sciences will be awarded to successful completers of the Critical Care Nursing Program. The preceptors will attend a two-day overview training and their respective hospitals nurse educators will attend a one-day overview training. Efforts are underway to have UVM grant college credit for preceptor training. These training modules will become part of the American Hospitals Association s national training consortium. Approximately 14 businesses comprise a consortium which will work closely with Vermont Technical College in the high-tech component. About 40 of the 65 trainees in engineering will come from these businesses. Depending on the amount of release time these companies can provide, individual businesses will be responsible for paying from 25% to 50% of their employees tuition. The grant will pay the remaining tuition balance as well as 1% of the tuition for the 25 or so unemployed and/or dislocated workers. Training will occur at Blair Park in Williston and on VTC s campus. This program began in January and will have three sessions; the second begins in April. The HRIC and DET are especially excited about this grant because the graduates of this program will help provide both the state s health care system and high-tech firms with high skills staff necessary for their employers to succeed in their missions. The HRIC and DET intend to submit a second application for funds in a future round of H-1B funding. For further information on this grant please contact the grant s director, Greg Voorheis, at DET Competitive Edge - (continued from front page) for any reason or no reason at all. Although some exceptions grew up in the late 1950s, many states didn't significantly adjust the doctrine until the 1980s. The Public Policy Exception is the most commonly accepted constraint on Employment-At-Will. Vermont is one of 43 states (and DC) that have some form of Public Policy Exception. According to Muhl, "Such a regulation prevents employees from being terminated for an action that supports a State's public policy. The definition of public policy varies from state to state, but most states narrowly limit the definition to clear statements in their constitution or statutes." However, in some cases, a judge may be able to infer a public policy exception. Examples which would be included under this exception include terminating someone for applying for Workers' Compensation or terminating someone for testifying about questionable actions by a firm. Another major constraint on Employment-At-Will is called the Implied Contract Exception. Muhl states, "Although employment is typically not covered by a contract, an employer may make oral or written representations to employees regarding job security or procedures that will be followed when adverse employment actions are taken. If so, these representations may create a contract for employment." This exception is recognized in 38 states, including Vermont. The wording in an employee handbook may also be the basis for a commitment between the employer and the employee. The broadest exception, referred to as the Covenant-Of-Good-Faith Exception, is supported in only 11 states, and Vermont is not one of them. Muhl states, "It (the covenant) has been interpreted to mean either that employer personnel decisions are subject to a 'just cause' standard or that terminations made in bad faith or motivated by malice are prohibited." There may be other exceptions to Employment-At-Will that apply to particular circumstances. As Muhl says, "... nowadays employers must be wary when they seek to end an employment relationship for good cause, bad cause, or, most importantly, no cause at all." To see this article on the web, go to

3 3 DET Notebook Opening the Lines of Communication It seems sometimes as computers and technology make communication faster and more accessible that we tend to lose that important face-to-face intercourse that makes real change and progress happen. The Addison County Business Education Partnership (the Middlebury WIB) is working aggressively and proactively to reinforce the lines of communication and bring people together for the common objective of preserving a way of life while improving and enhancing employment and employment related service provision. The DET Career Resource Center works as an active partner in the Business Education Partnership as well as the Addison County Human Resource Council and the VABIR Business Advisory Council, not only to promote DET s role in the county, but also to strengthen those lines of communication and share information. Working together, this coalition has sponsored the county s first Career Opportunities Fair at Middlebury College s Kenyon Arena in March 21. The fair was funded with the last of the money dedicated to the School-to-Work Program, and was designed to be more than just a job fair. The School-to- Work Committee (of the BEP) wanted to create an alternative to the traditional college and job fair concept which included high school juniors and seniors who were not planning to go on to college, and did not have any plans beyond finishing high school and getting a job. Employers like Autumn Harp, Standard Register, B F Goodrich Aerospace and Porter Hospital came not only to recruit, but educate. Pauline Singley, Human Resources Director for Standard Register said: I believe that career fairs offer our company an opportunity to meet with potential employees and talk one-on-one about the job opportunities within our company. With the tight labor market our participation in the Career Fair gives us the chance to tell our company s story and encourages individuals to seek employment at Standard Register. Some employers, like Porter Hospital were looking far into the future. One of their objectives was interesting some of the high schoolers in nursing and medical technician related employment. They pointed out that the average age of nurses in this country is in the mid-40s, yet nursing school applications are down. They hoped that at least a few of the 5+ high school students passing through would be interested in pursuing technical education which could lead to a good paying, satisfying career in their own home town. Renee Vincent worked with DET staff to spread the word about Apprenticeship, a growing a viable training program already well represented in the Electrical and Plumbing trades, now branching into Furniture Making, Child Care Services and Machining. DET also made a strong case for in-school and graduating students to take advantage of Career Resource Center programs and services designed especially for them. By sponsoring the Career Fair, the Business Education Partnership made a statement that the Addison County business community supports the School-to-Work concept, and intends to develop and keep the program alive in some form in spite of funding cuts. The Patricia Hannaford Career Center, a strong partner within the BEP has proposed the development of an Agriculture Technology program aimed at providing up to date farm technology training to help preserve and enhance the critical family farms in the county. If funded the grant would add brick and mortar enhancements as well as a new curriculum to the already successful career center. The Business Education Partnership also sponsors a weekly talk radio show on WFAD, the local AM radio station. Originally the brainchild of BEP Chair Jim Bruce, the show has featured well known guests like Madeleine Kunin and DET s Steve Gold, as well as a cross section of businesses and service providers. Jim shares hosting duties with Richard Reed from the DET Career Center, and hopes the show will help spread the word not only about the businesses and services featured, but also about the BEP and the partners who make it work. Communications come in all forms, personal, written and electronic. For the Addison County BEP, listening, educating and reaching out to the community is just the first step toward building a better Addison County for today and the future.

4 Percent 4 Economic Spotcheck Local Unemployment Rates (Not Seasonally Adjusted) Town/City* '01 Barre City Barre Town Bennington Town Brattleboro Town Burlington City Colchester Town Essex Town Hartford Town Middlebury Town Milton Town Montpelier City Rutland City St. Albans City St. Johnsbury Town So. Burlington City Springfield Town *16 Largest Towns in Vermont U.S. CONSUMER PRICE INDEX Base Period ( = 1) 21 Jan. '01 Jan ' All Items Index Annual Percent Change Employment Trends Resident employment declined slightly in February, but the modest decline was not enough to reduce the large, and difficult to explain annual growth rate, which jumped to 5 percent. An unusual reduction in the year-ago 20 employment estimates was the result of a U.S. Bureau of Labor Statistics procedure, and it is making the current employment growth look unusually large. This is the most comprehensive estimate of employment and reflects self employed and agriculture, as well as all types of wage and salary employment. It is likely the year 20 employment will be revised again next year, resulting in more modest employment growth in 21. A more appropriate estimate (currently) of employment growth is available from an alternative survey of business establishments that shows job growth at about 1.4 percent over-theyear. This survey does not include self employed and agriculture. The seasonally adjusted estimate bounced back in February following a weak January. Retail trade performed relatively well and services benefited from a strong month in recreation activities. Ample snow continued to make this one of the best skiing seasons in years. The public utilities sector recovered from a work stoppage in January and employment moved to its highest level in the last 13 months. The winter weather minimized construction activity but the industry was able to show modest improvement on a seasonally adjusted basis. Gains in 4 the private sector, however, were slightly tempered by a modest reduction in state government jobs, likely due to the slow recovery from semester break by the state colleges. The more detailed, unadjusted job estimates show the partial recovery in education related employment in the public and private sectors after semester break. Manufacturing employment showed little change overall. Durable goods producers reported modest gains, while nondurable goods manufacturing fell slightly. Stone cutting, which generally reflects activities in the granite industry, partly recovered from seasonal losses in January. A slowdown in employment was evident in construction and retail trade, but it was less than usually occurs in February. Unemployment Trends The Vermont unemployment rate inched up to 2.8 percent, seasonally adjusted. This is the fifth consecutive month it has been below 3 percent. The comparable national rate held steady at 4.2 percent. New layoffs occurred in a variety of industries but they were generally fewer than in January. Construction layoffs were about half what was reported the previous month. Cuts in wholesale and retail trade were also fewer. Layoffs in service industries were significant and about the same as January. Manufacturing layoffs were scattered among a variety of industries, with furniture and primary metal producers reporting the largest number. Vermont Seasonally Adjusted Unemployment Rate BRIEF EXPLANATION OF THE CPI - The Consumer Price Index (CPI) is a measure of the average change in prices over time of a fixed market basket of goods and services. It is based on prices of food, clothing, shelter, fuels, transportation fares, and other items that people buy for day to day living. The CPI shown above represents the U.S. city average for all urban consumers and is not seasonally adjusted There is no separate Consumer Price Index for Vermont or any area within the state. 0 Apr- Jun- Aug- Oct- Dec- 01

5 5 Labor Force Estimates (Seasonally Adjusted) Vermont '01 TOTAL LABOR FORCE 1 343,3 343,7 328,1-4 15,2 TOTAL EMPLOYMENT 333,9 334,4 318,1-5 15,8 TOTAL UNEMPLOYMENT 9,5 9,3 10,0 2-5 RATE Includes proprietors, professionals, and unpaid family workers. VCM Regression Methodology Jan. '01 Changes from: ' Jan. '01 ' Labor Market Areas (Not Seasonally Adjusted) 21 Jan Jan BARRE-MONTPELIER Labor Force 39,550 39,8 37,6 Unemployment 1,750 2,050 1,9 Rate Employment 37,8 37,8 35,7 BENNINGTON-MANCHESTER Labor Force 21,7 21,4 21,050 Unemployment Rate Employment 20,950 20,650 20,150 BURLINGTON Labor Force 104,9 103,950 99,1 Unemployment 2,550 2,250 2,5 Rate Employment 102, ,650 96,650 ENOSBURG Labor Force 9,7 9,5 9,4 Unemployment Rate Employment 8,9 8,8 8,550 HARTFORD-LEBANON,VT-NH LMA(VT PORTION ONLY) Labor Force 26,9 26,5 25,8 Unemployment Rate Employment 26,3 25,950 25,2 KEENE-BRATTLEBORO,NH-VTLMA (ENTIRE AREA) Labor Force 58,6 59,0 57,1 Unemployment 1,550 1,5 1,8 Rate Employment 57,1 57,5 55,3 MIDDLEBURY Labor Force 19,5 19,2 18,9 Unemployment Rate Employment 18,8 18,550 18,1 MORRISTOWN-STOWE Labor Force 19,650 19,150 19,0 Unemployment 1,0 9 1,050 Rate Employment 18,6 18,250 17,950 NEWPORT Labor Force 13,3 13,1 12,950 Unemployment 1,2 1,050 1,250 Rate Employment 12,1 12,050 11,7 RANDOLPH Labor Force 6,150 6,1 5,950 Unemployment Rate Employment 5,9 5,850 5,750 RUTLAND Labor Force 30,8 30,8 29,150 Unemployment 1,250 1,1 1,4 Rate Employment 29,5 29,7 27,750 ST. JOHNSBURY Labor Force 14,850 14,5 14,4 Unemployment Rate Employment 14,050 13,750 13,550 SPRINGFIELD Labor Force 10,850 10,7 10,450 Unemployment Rate Employment 10,5 10,4 10,1 STATEWIDE Labor Force 342,4 339,1 327,3 Unemployment 12,750 11,950 13,4 Rate Employment 329,6 327, ,9 Monthly estimates are preliminary and subject to revision. Detail may not add to totals due to rounding.

6 6 Vermont Seasonally Adjusted Nonfarm Employment in Thousands Prelim. '01 Jan. '01 ' Changes From: Jan. '01 ' Total - All Industries Total - Private Construction Mining Manufacturing Durable Goods Lumber & Wood Products Stone, Clay & Glass Nondurable Goods Food Products Apparel Transportation & Public Utilities Wholesale Trade Retail Trade Finance, Insurance & R.E Depository Institutions Services Hotels, Motels, etc Health services Educational Services Total Government Federal State Local Vermont Department of Employment & Training in cooperation with the Bureau of Labor Statistics, U.S. Department of Labor Only a limited number of detailed industries are seasonally adjusted. Residual industries cannot be derived from published industries. More detail is unavailable. Seasonal Adjustments based on X-12 Arima method; Factors available upon request. Announcement INDUSTRY VERIFICATION SURVEY - FOLLOW UP CONTINUES We are contacting employers to get a brief description of their current activities and their latest locations. This information allows us to assign appropriate codes and provides the foundation for much of the data in this publication. If you have received this form (BLS 3023), please return it immediately. If you need assistance call (802) or (802)

7 (Thousands) Vermont Seasonally Adjusted Job Levels All Industries Manufacturing (Thousands) Apr- Jun- Aug- Oct- Dec Apr- Jun- Aug- Oct- Dec- 01 Service Retail (Thousands) (Thousands) Apr- Jun- Aug- Oct- Dec Apr- Jun- Aug- Oct- Dec- 01 Average Hours and Earnings of Production and Nonsupervisory Workers STATEWIDE '01 Prelim. Average Weekly Earnings($) Jan. '01 ' Average Weekly Hours '01 Prelim. Jan. '01 ' Average Hourly Earnings($) '01 Prelim. Jan. '01 1/ Also includes primary metal prod., transp. equip., scientific & optical inst., and misc. manufacturing. 2/ Also includes textiles, chemicals, leather and leather products. ' MANUFACTURING Durable Goods 1/ Lumber & Wood Products Furniture & Fixtures Stone, Clay & Glass Fabricated Metal Products Transportation Equipment Mach. & Electric Equipment Non-Durable Goods2/ Food & Kindred Products Apparel Paper Printing & Publishing Rubber & Misc. Plastic Products TRANSPORT & PUB UTILS WHOLESALE TRADE RETAIL TRADE FINANCE,INS.,REAL EST SELECTED SERVICE INDUSTRIES Hotels & Resorts Health Services Hospitals BURLINGTON AREA MANUFACTURING Non-Durable Goods

8 8 Nonfarm Employment In Vermont (Not Seasonally Adjusted) Compiled by the Department of Employment and Training in cooperation with the Bureau of Labor Statistics, U.S. Department of Labor Prelim. Changes From: STATEWIDE '01 Jan. '01 ' Jan. '01 ' TOTAL - ALL INDUSTRIES 3,9 297, ,8 3,150 4,1 GOODS PRODUCING 61,9 62,6 60,8-7 1,1 MANUFACTURING 49,0 49,050 47, ,050 Durable Goods 34,250 34,150 32,8 1 1,450 Lumber & Wood Products 3,2 3,2 3,5 0-3 Furniture & Fixtures 3,0 3,0 2,9 0 1 Stone,Clay & Glass 2,150 2,050 2, Fabricated Metal Products 2,450 2,450 2, Mach.& Electric Equipment 15,8 15,750 14,5 50 1,3 Transportation Equipment 3,1 3,1 3,0 0 1 Nondurable Goods 14,750 14,9 15, Food Products 4,350 4,4 4, Apparel Paper 2,0 2,0 2,1 0-1 Printing & Publishing 4,5 4,5 4, Rubber & Misc.Plastics 1,850 1,9 1, CONT. CONSTRUCTION 12,450 13,050 12, MINING/QUARRYING SERVICE PRODUCING 239,0 235, ,0 3,850 3,0 TRANSP.& PUB. UTILITIES 12,450 12,250 12, Transportation 7,9 7,850 7, Public Utilities & Comm. 4,550 4,4 4, TRADE 67,150 67,650 66, Wholesale 12,650 12,650 12, Retail 54,5 55,0 54,1-5 4 FIN., INS., & REAL ESTATE 12,350 12,250 12, Depository Institutions 4,3 4,3 4, Insurance Carriers 2,650 2,650 2, Real Estate 2,0 1,950 2, SERVICES 95,4 93,2 94,2 2,2 1,2 Hotels, Motels, etc. 14,050 14,0 14, Health Services 28,350 28,4 27, Hospitals 9,650 9,7 9, Business Services 10,850 10,850 10, Education Services 11,4 9,2 11,550 2,2-150 TOTAL GOVERNMENT 51,650 49,8 50,750 1,850 9 Federal 5,650 5,7 5, State,Total 16,6 15,3 16,550 1,3 50 State Colleges, UVM 7,850 6,6 7,8 1, Local, Total 29,4 28,8 28,5 6 9 Schools 23,150 22,550 22, Grand Opening What: The Chittenden County One-Stop Career Resource Center Where: Pearl Street, Burlington, VT When: April 12, 21 between 3: & 6: p.m. Refreshments available. Ribbon cutting at 4:30 p.m. SAVE THE DATE All are welcome!!

9 Nonfarm Employment By Area (Not Seasonally Adjusted) Note: Monthly estimates are preliminary and subject to revision. See Annual Employment & Earnings for details. Benchmark 3/99. Burlington INDUSTRY TOTAL 108,1 107,2 105, ,250 GOODS PRODUCING 24,950 25,1 23, ,450 Manufacturing 19,950 19,950 18,6 0 1,350 Durable Goods 15,4 15,350 14,1 50 1,3 Nondurable Goods 4,550 4,6 4, Construction & Mining 5,0 5,150 4, SERVICE PRODUCING 83,150 82,1 82,350 1,050 8 Transport. & Pub. Util. 4,950 4,950 5, Trade: Whole. & Retail 23,0 23,050 23, Fin. Ins. & R.E. 4,8 4,750 5, Services 32,650 32,5 31, Government 17,750 16,850 17, Barre-Montpelier Preliminary '01 Jan. '01 ' Changes From: Jan. '01 ' TOTAL 33,8 33,650 33, GOODS PRODUCING 5,2 5,150 5, Manufacturing 4,1 3,950 4, Durable Goods 2,350 2,150 2, Nondurable Goods 1,750 1,8 1, Construction & Mining 1,1 1,2 1, SERVICE PRODUCING 28,6 28,5 27,8 1 8 Transp. & Public Utilities 1,1 1,050 1, Trade: Whole. & Retail 7,2 7,150 7, Fin., Ins. & Real Estate 2,6 2,650 2, Services 9,5 9,4 9,2 1 3 Government 8,2 8,250 7, Rutland TOTAL 29,3 29,5 28, GOODS PRODUCING 5,750 5,9 5, Manufacturing 4,350 4,4 4, Durable Goods 3,750 3,8 3, Nondurable Goods Construction & Mining 1,4 1,5 1, SERVICE PRODUCING 23,550 23,6 22, Transp. & Public Utilities 1,250 1,250 1, Trade: Whole. & Retail 7,0 7,1 7, Fin., Ins. & Real Estate Services 9,6 9,6 9, Government 4,850 4,8 4, DET Program Summary February 20 January 21 Percent Change From Last Month Last Year UI Trust Fund Balance $295,865,038 $299,373,520 $272,274, % 8.7% UI Regular Benefit Payments* $6,402,169 $7,676,288 $5,492, % 16.6% UI Initial Claims 3,020 4,049 2, % 17.8% UI Weeks Claimed 30,281 32,707 28, % 6.1% Job Placements % 18.9% New Active Applicants 989 1,550 1, % -11.6% *Includes benefit payments for reimbursable employers. February 1999

10 10 Vermont Department of Labor & Industry Drawer 20 Montpelier, Vermont Tel.: (802) FAX: (802) Department of Labor & Industry Commissioner's Message I know that most Vermont employers understand the economic and societal benefits of establishing and maintaining a safe work environment for their employees. Many Vermont employers have voluntarily sought the assistance of the VOSHA consultation program to identify and correct workplace hazards because they recognize these benefits. The department is very fortunate to have knowledgeable and experienced staff in the consultation program and I am extremely proud to be associated with a program committed to eliminating avoidable worker injuries and promoting workplace safety. Minimizing preventable injuries is central to maintaining a healthy and productive workforce. I am hopeful that the U.S. Congress and President Bush s recent decision to abandon mandatory ergonomic standards will not adversely affect future working conditions in Vermont. Because of the number of Vermont employers who have demonstrated a willingness to minimize preventable worker injuries by voluntarily contacting the VOSHA consultation program, I am very optimistic that Vermont employers will continue to be vigilant about workplace safety, willingly remedy ergonomically unsafe working conditions, and ensure that Vermont remains a safe place to work. R. Tasha Wallis OSHA'S Ergonomic Standard President Bush is expected to sign the Senate Joint Resolution, which disproves OSHA s Ergonomic Standard under the congressional review act. OSHA is in the process of formally canceling its memorandum, which requires states to adopt a comparable standard. Prior to the Senate vote, Secretary of Labor Elaine Chow sent a letter to Senator Jeffords as chair of the Health Education Labor and Pension Committee. In this letter Secretary Chow assures Senator Jeffords that in the event the joint resolution or disapproval becomes law she intends to pursue a comprehensive approach to ergonomics which may include new rule making that address the concerns levied against the current standard. The approach will provide employers with achievable measures that protect their employees before injuries occur. Secretary Chow recognizes that repetitive stress injuries in the work place are an important problem and that the safety and health of the nation's workforce will always be a priority during her tenure as Secretary of Labor. While the OSHA ergonomic standard no longer exists, the problem of work related musculoskeletal disorders (MSD) still exist. Each year some 1.8 millions workers in the United States report work related MSD s and about 1/3 of these are serious enough to result in workers having to take time off from work to recover. This has a significant impact not only on the workforce but also on the workers compensation premiums paid by individual employers. Admittedly an ergonomic correction to an employee s workstation can be expensive, however, in a great many cases the cost of making the correction is very small and the benefit derived from the correction far out weighs the actual cost. (continued on page 11)

11 Labor & Industry (continued from page 10) The Ergonomic Standard, while no longer in effect does provide a significant amount of information for employers who are willing to attempt to address MSD problems in their workplace. The VOSHA consultation program will be distributing copies of the standard to employers that request it. The standard will now be used as a nonmandatory guideline for employers to assist them in addressing ergonomic issues in their workplace. The occupational health staff of VOSHA will be available to assist employers in identifying hazards and correcting them. The standard provides two nonmandatory appendices that the employer can use to assist in the reduction of MSDs in the workplace. The first of these is titled What you need to know about Musculoskeletal Disorders. This appendix gives employees a description of the signs and symptoms of MSDs and what an employee should look for. It defines MDSs and lists some of their causes. The second is a summary of the ergonomics program provided in plain language and the two other appendices provide a list of ergonomic job hazard analysis tools and a checklist for evaluating VDT workstations. There is also a screening tool in the standard that employers can use to determine if the work an employee does meets the action trigger. For an MSD to trigger the requirements of an ergonomic program it must be classified as an MSD incident (it is work related and requires days away from work, rescheduled work or medical treatment beyond first aid, or the MSD symptoms are work related and last for seven consecutive days after the employee reports them to you). Additionally, the job the employee was doing must meet the action trigger. If the employee does not experience an MSD incident or the employee s job does not meet the action trigger, the employer does not need to do anything further. A copy of the standard is available on the VOSHA website found at There are also links to OSHA websites and other government websites such as OSHA Salt Lake City Technical Center and the NIOSH homepage. VOSHA strongly urges employers to contact the Safety and Health Consultation Program to seek assistance in reducing repetitive stress injuries in their workplaces. In many cases a simple correction at a workstation can reduce the incidents of MSD s, reduce workers compensation costs and increase morale and production. 11 Green Mountain Coffee Roasters Strategic Partnership Update The strategic partnership with Green Mountain Coffee Roasters, the Small Business Development Corp and VOSHA continues to provide safety and health training for small businesses in Vermont. Training seminars are held quarterly at the Green Mountain Coffee Roasters Java University in Waterbury and in the past have included Safety and Health Programs, Electrical Safety and Ergonomics in the Office. On May 22, the seminar will be on Emergency Evacuation Procedures and places. The next seminar will be on Personal Protective Equipment.

12 VERMONT DET Department of Employment & Training w e help ver mont wor k P.O. Box 488 Montpelier, VT Official Business Penalty for Private Use $ Numbers 4 5 Count!! See the Labor Market Information web site at: for the latest information on wages and employment