CT is One of 8 States Launching Pilot Projects to Retain Workers with Disabilities

Eight states - including Connecticut - have launched projects aiming to provide opportunities for people who experience occupational or non-occupational injuries or illnesses to remain in and return to the workforce. After a competitive selection process, the U.S. Department of Labor’s Office of Disability Employment Policy in partnership with DOL’s Employment and Training Administration and the Social Security Administration awarded eight states with funding for RETAIN Demonstration Projects.

Connecticut’s request was $2.1 million. Phase one of the project will be in the Capitol Region; the intention is to then expand to other regions of the state in phase two.  Each state created a leadership team comprised of representatives from state health services, state workforce development, and other public and private stakeholders. The team will work to foster collaboration between health care providers and employers to assist injured or ill workers in remaining in the workforce.

Health care partner on the Connecticut pilot initiative is the University of Connecticut Health Center and the insurer is The Hartford.  The state Department of Labor’s Office of Workforce Competitiveness is leading the team, along with representatives of Capital Workforce Partners, The Hartford, UConn Health, the state Department of Rehabilitation Services, and the CT Business Leadership network.

In addition to Connecticut, the states of California, Kansas, Kentucky, Minnesota, Ohio, Vermont and Washington received awards. While each has the same mission, the projects are adaptable to specific state needs. The goal of RETAIN, or Retaining Employment and Talent after Injury/Illness Network, Demonstration Projects is to test the impact of early intervention strategies that improve stay-at-work/return-to-work outcomes, according to the U.S. Department of Labor, as reported by the Council of State Governments (CSG).

Stay-at-work/return-to-work initiatives provide timely and effective supports and services that allow employees to remain in the workforce and avoid long-term unemployment. Keeping people engaged in the workplace benefits all stakeholders including the employee, employer and state, officials point out.  States hope to reduce long-term work disability and the need for Social Security Disability Insurance through the projects.

The projects will be funded in two phases. The eight states mentioned above were funded for the 18-month Phase 1 pilot project. After Phase 1, a subset of the recipients will competitively apply for Phase 2 funding. Phase 2 will include a 30-month project implementation and a 12-month evaluation.

Providing supports and services for people who have acquired occupational or non-occupational injuries or illnesses strengthens their quality of life, allows businesses to prosper, and stimulates state economies, officials noted.

Three CT Companies Selected Among National Champions for Young Adult Hiring

The National Fund for Workforce Solutions has recognized three Connecticut companies - Starwood Hotels & Resorts Worldwide, Inc., Carey-Floyd Manufacturing, and Mallory Industries, Inc. - among 11 employers nationwide, spanning a variety of industries, as 2015 “Young Adult Employer Champions.” In its first year, the program was created to acknowledge employers who have made a lasting investment in young adult workers by promoting effective hiring techniques and providing access to onsite training and skills development opportunities that result in overall long term retention and career stability. 

Fairfield County’s Community Foundation nominated Starwood for the national award, as the Community Foundation was aware of Starwood’s deep commitment to internships for youth and young adults in Stamford, where the company is headquartered. Starwood Hotels & Resorts Worldwide, Inc. is one of the leading hotel and leisure companies in the world with more than 1,200 properties in some 100 countries and over 180,000 employees at its owned and managed properties.

“Fairfield County’s Community Foundation believes honoring local employers like Starwood is important as this global company in our backyard is doing exemplary work on the youth employment/internship fronts,” said Community Foundation President/CEO Juanita T. James.

Since 1981, Carey Manufacturing has been supplying catches, latches, and handles for military, aerospace, computer, electronics, telecom, automotive, and consumer applications. In addition to an expanding global sourcing network, the company owns and operates a 30,000 square foot manufacturing facility in Cromwell. Floyd Manufacturing has been a high-volume, precision machining operation for a growing number of manufacturers since 1987.

At an early stage, founders Edward Floyd and John Carey, recognized the need for a company that could produce high-quality machined components on a consistent basis, according to the company’s website.   Based on their knowledge and experience, they both formed an eight-person operation to supply high precision components for the aerospace and defense industries, which has grown to a 75-person company.

Mallory Industries, Inc., incorporated in Connecticut in 1956, became an ESOP company in 1999. Located in central Connecticut, in the Farmington Industrial Park on three acres of land, the company’s manufacturing core competency has always been perceived as a cam manufacturer. Components produced have been installed in life critical medical devices, numerous aircraft and various industrial equipment.

The 2015 Young Adult Employer Champions have made substantial commitments toward helping to create well-paying, labor market-driven careers for young adult workers in their regions, the organization explained. Through these investments, the 11 Champions have been able to “successfully engage with their local youth via industry partnerships.”   As a result of hiring young employees and providing career building opportunities, “they have seen a multitude of companywide successes, from improving retention and employee engagement to minimizing recruitment costs,” according to the National Fund for Workforce Solutions.

A primary focus area of Starwood’s Global Citizenship strategy is to provide general skills and job readiness training for unemployed and underemployed individuals. The training can promote economic growth of local communities and stimulate interest in growing sectors that will increase the pursuit of employment in hospitality and related industries.

At its Stamford headquarters, Starwood recognized two needs – a local need for digital media and IT talent and rising youth unemployment. Starwood partnered with the Stamford Mayor’s Youth Employment Program (managed by the Stamford Youth Services Bureau) and Sacred Heart University to provide high school students with customized training and internships in these fields.

The approach combines work-based and classroom learning, giving young adults a unique learning experience. Starwood also works with the Stamford Public Schools to implement year-round academic curriculum, giving students real-world educational experience so that they may expand their exposure to digital marketing. By working with its community partners, Starwood is able to expose young workers to hospitality, give them new skills and perspectives while simultaneously addressing an imperative need in the local community.

In addition to the three Connecticut headquartered companies, other 2015 Young Adult Employer Champions are:

• Sinai Hospital/LifeBridge Health, Baltimore, MD
• Suffolk Construction, Boston, MA
• PTR Baler and Compactor, Philadelphia, PA
• AugustaWestland, Philadelphia, PA
• Keats Manufacturing Company, Wheeling, IL
• Swiss Post Solutions, Inc., New York, NY
• Pointe Precision, Inc., Plover, WI
• OpenSquare, Seattle, WA

“We applaud the continuous efforts and steadfast commitment to our nation’s newest generation of workers seen in the outstanding endeavors of all of the 2015 Young Adult Employer Champions.” said Fred Dedrick, Executive Director of the National Fund for Workforce Solutions. “These Champions exemplify how investment in young adults can both transform individual lives and collectively change the landscape of our national workforce.”

The National Fund for Workforce Solutions, based in Boston, Mass., is a growing national partnership of employers, communities, workers and philanthropy. Together, they invest in more than 35 regional funder collaboratives to strengthen local economies by implementing demand-driven workforce strategies that create talent supply chains, close skill gaps and improve systems.

As CT Workforce Ages, Employers Look to Attract Young Workers, Seek State Policy Support

The good news:  three times as many Connecticut businesses say they are growing rather than contracting, innovation and investment in technology is strong and three-quarters of manufacturers surveyed say they are exporting. Those are among the lead findings in a survey of Connecticut businesses conducted by BlumShapiro and the Connecticut Business and Industry Association. While the 2014 Survey of Connecticut Businesses shows optimism that Connecticut’s business landscape continues to improve, there remain concerns about the economy and the ability to create jobs in Connecticut, as well as signs that the state’s workforce continues to get older. In fact, one in four respondents are facing a wave of retirements over the next decade, with at least 40% of their workforce aged 55 or older.

“Connecticut’s workforce is aging, with 53% of our respondents reporting that 20% or more of their workforce is 55 or above. There is much to be optimistic about in this survey, but the aging workforce is certainly a challenge we continue to face,” pointed out Joseph Kask, Office Managing Partner of BlumShapiro’s West Hartford office.

While 38% of companies offer flexible work hours, only 8% offer telecommuting. One in four respondents also has specific practices or policies designed to attract and retain younger workers, including internships, tuition reimbursement, high entry-level wages, apprenticeships, and school/college recruitment programs.  Many companies employ apprentices (34%), interns (57%), and temps (58%), and eight in ten companies (79%) plan to hire these workers for permanent positions.

The survey shows slightly greater anticipated demand for mid-level employees than entry level or line workers. Among businesses of all types, workforce demand through 2015 is concentrated on mid-level employees (33% of companies say this is their area of greatest demand) followed by entry-level employees (29%), line workers (28%), managers (8%), and executive leadership (2%).Other highlights of this year’s survey include:

• 35% of businesses surveyed indicate they are growing; 11% indicate they are contracting.
• 46% of businesses surveyed introduced new products or services in the past 12 months; 47% of them plan on introducing new products or services in the next 12 months.
• Three-quarters of manufacturers surveyed are exporting.
• 52% of businesses surveyed say the most important step policymakers can take to enhance business in Connecticut is lowering taxes; 24% say it is reducing regulations, and 11% say it is cutting government regulations.
• 27% of businesses surveyed say technology is the greatest single investment, 23% say it is employee training, and 23% say it is property and facilities.

 When asked how Connecticut should address the shortage of skilled workers, 32% of businesses surveyed say the state should reduce the cost of living, 28% say the state should support trade schools, 20% say the state should support education overall, and 20% say there should be incentive for training programs.

The industries included in the survey include manufacturing, professional services, construction, retail, hospitality/tourism, wholesale, insurance, finance, real estate and software/technology.  Nearly one-third of the respondents were in the manufacturing sector.

CBIA is Connecticut’s leading business organization, with 10,000 member companies.  BlumShapiro is the largest regional accounting, tax and business consulting firm based in New England, with Connecticut offices in West Hartford and Shelton.

CT is Top 10 State in Percentage of Seniors in Workforce;Both Men and Women Highly Ranked

Connecticut is among the nation’s leading states in the percentage of senior citizens – men and women age 65 or older – still in the workforce.  The Land of Steady Habits placed in the top ten for both men and women, and showed increases in the percentage of seniors in the workforce compared with 2000, reflecting a national trend.

Connecticut is ranked 9th in the nation in the percentage of female senior citizens in the workforce, with 14.7 percent.  The state is 7th nationwide in the percentage of male senior citizens in the workforce, with 23.8 percent.

Looking at the percentage of senior female workers, the top ten are Alaska (with 20.7%), Nebraska, District of Columbia, South Dakota, Wyoming, New Hampshire, Hawaii, Maryland, Connecticut and North Dakota.  The lowest percentage was in Michigan at 9.2 percent.

In Connecticut, 9.2% of women age 65-69 are working, 3.3% of women age 70-74, and 2.2% of women 75 years old or older.  The overall percentage of women seniors in the workforce in Connecticut increased from 9.9% in 2000 to 14.7% in 2011.

Using U.S. Census data, Bloomberg.com ranked the U.S. states and the District of Columbia based on the percentage of female seniors employed.  Figures are calculated by dividing the number of females aged 65+ and employed by total population of females aged 65+.   The male population was calculated in a similar fashion.

Connecticut ranked 7^th in the nation in the percentage of male senior citizens in the workforce.  Data for male senior citizens indicate that in Connecticut, the overall percentage in the workforce is 23.8 percent, with 13.3% of those age 65-69, 5.6% of those 70-74 and 4.4% of male seniors age 75 or older still working.

The top ten states in the percentage of male senior citizens in the workforce are District of Columbia, Nebraska, South Dakota, Kansas, North Dakota, Maryland, Connecticut, Vermont, Alaska and Massachusetts.  The lowest percentage was in West Virginia, with 13.5 percent.