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Home My WebLink About10.18.21 Slides from the Fall Regional Summit_Redacted From:Simmons, Katie To:Alpert, Bruce; Bennett, Robin; Clerk of the Board; Connelly, Bill; Cook, Holly; Cook, Robin; Hironimus, Patrizia; Kimmelshue, Tod; Lucero, Debra; Paulsen, Shaina; Pickett, Andy; Reaster, Kayla; Ring, Brian; Ritter, Tami; Sweeney, Kathleen; Teeter, Doug Subject:Slides from the Fall Regional Summit Date:Monday, October 18, 2021 7:32:27 AM Attachments:AnnWicksPresentation.pptx NortecPresentation.pptx Good morning, members of the Board, I wanted to share the slides from the Fall Regional Summit (attached) and a few key notes. I will send notes from the GrowTech Fest as soon as they are published. Key take-aways: Largest employment sectors = government, healthcare, retail, hospitality. Job postings have increased in all industries except for manufacturing and construction – suspect because those did not shut down during the pandemic. Priority workforce skills = commercial driver’s licenses and nursing degrees. Top openings = home healthcare aids, cashiers, fast food employees. Butte County higher unemployment rate than US but lower than overall CA – suspect that’s because not as many businesses shut down here as elsewhere. Labor force participation rate in Butte County is significantly lower than CA and overall US. Top complaint of businesses. Projecting region will lose workforce age people in prime earnings age between 2015-2025: ages 20-34 and 55-64. Opportunity for people over 65 to enter workforce. Balance of power shifting from employers to workers so wages are increasing and signing bonuses. Thank you, Katie Katie Simmons Deputy Administrative Officer Economic & Community Development Butte County Administration T: 530.552.3338 | From: Simmons, Katie Sent: Thursday, October 7, 2021 4:31 PM To: Alpert, Bruce <BAlpert@buttecounty.net>; Bennett, Robin <RBennett@buttecounty.net>; Clerk of the Board <clerkoftheboard@buttecounty.net>; Connelly, Bill <BConnelly@buttecounty.net>; Cook, Holly <HCook@buttecounty.net>; Cook, Robin <RCook@buttecounty.net>; Hironimus, Patrizia <PHironimus@buttecounty.net>; Kimmelshue, Tod <TKimmelshue@buttecounty.net>; Lucero, Debra <DLucero@buttecounty.net>; Paulsen, Shaina <SPaulsen@buttecounty.net>; Pickett, Andy <APickett@buttecounty.net>; Reaster, Kayla <kreaster@buttecounty.net>; Ring, Brian <bring@buttecounty.net>; Ritter, Tami <TRitter@buttecounty.net>; Sweeney, Kathleen <KASweeney@buttecounty.net>; Teeter, Doug <DTeeter@buttecounty.net> Cc: Simmons, Katie <KSimmons@buttecounty.net> Subject: GrowTech Fest & Fall Regional Summit Good afternoon, Members of the Board, I wanted to pass along a few “last call” invitations for next week’s regional economic development events: th 1. GrowTECH Fest: Day 1 of 2 overlaps with the Board meeting on October 12, but there are th some exciting events on Wednesday, October 13, bringing together startups, investors, entrepreneurs, students, and private and public sector officials. More information can be found here: growTECH FEST 2021 (10web.site). th 2. Fall Regional Summit: On Thursday, October 14, the North State Planning & Development Collective will host the Fall Regional Summit from 9:00 – 11:30am. The Summit will feature an update on North State Industry, cautionary tales for employers during COVID, and current career pathways efforts. For more information, including presenters and a link to register: https://www.nspdc.csuchico.edu/#/ced/events/regionalsummits. Thank you, Katie Katie Simmons Deputy Administrative Officer Economic & Community Development Butte County Administration 25 County Center Drive, Suite 213, Oroville, CA 95965 T: 530.552.3338 | Twitter | Facebook | YouTube | Pinterest CA: What’s new in 2022?Ann M. Wicks | PartnerWithers Bergman LLP October 14, 2021 CA: What’s New in 2022? Withersworldwide | A word to the wise… The information contained herein has been prepared for the general information of attendees at the Fall Economic Summit for the North State Planning & Development Collective. It is not meant to provide legal advice with respect to any specific matter and should not be acted upon without professional counsel. If you have any questions or require any further information regarding these or other related matters, please contact your regular legal representative. This material may be considered advertising under certain rules of professional conduct. 2 Cautionary COVID TalesWage & Hour UpdateWarehouse workersWage theftConfidentiality agreement changesCal / OSHA authority expansionHospitality industry: Right to recall Included in this presentation:I.II.III.IV.V.VI.VII.Not covered: COVID federal law or policy shifts that have already occurred CA: What’s New in 2022? Withersworldwide | 3 Mistakes I. Top 5 COVID CA: What’s New in 2022? Withersworldwide | 4 canceling time – Missing work/important meetings without notice or explanationGetting high/drunk during breakNot meeting performance expectations off/vacations Not addressing bad behavior•••Stagnant pay for existing workers vs. Bonuses, high starting pay for new workersOverworking employees person work - In••• Mismanagement CA: What’s New in 2022? InternetElectronic equipmentOffice supplies Failure to pay expenses•••Off the clock workExpecting availability around the clockOut of sight, out of mindSecond job syndrome Withersworldwide | Number five: Remote work•••••5 You Tolerate Organization Culture Of Your Establishes The The Worst Behavior Withersworldwide | Presentation title 6 • person work after isolation - person work - Botching the return to office work CA: What’s New in 2022? Some want to return to the office Others would happily never return to in Micromanaging / treating employees as childrenExpecting “business as usual” Automatically rejecting hybrid arrangements: ••Underestimating emotional and physical toll of inExpecting everyone to react the same way Withersworldwide | Number four: •••••7 Mismanaging leaves / time off for CA: What’s New in 2022? Not considering whether you’re required to pay Exclusionary Pay (or other available benefits) for absences resulting from workplace exposureRefusing to provide paid sick leave when its accruedRequiring documentation for leave (when it’s prohibited)Denying FMLA/CFRA leave for COVID reasonsSharing private medical informationNot Starting Leave entitlement with notice/providing too much leave Withersworldwide | Number three: illness••••••8 Discrimination / retaliation CA: What’s New in 2022? Vaccine mandates Remote work as accommodationTerminating or punishing someone who gets COVIDTaking adverse action against someone who protests pay or leave denials or failure to accommodate Failure to accommodate disability or bona fide religious belief••Retaliation••Withersworldwide | Number two: ••9 Compromising safety existent cleaning protocols - CA: What’s New in 2022? Allowing sick workers to continue workingOperating despite health dept shut down ordersNo COVID safety planFailing to provide safety equipment or train workersSporadic or nonIgnoring/not enforcing mask mandates Business as usual••Ignoring safety protocols ••••Withersworldwide | Top mistake: ••10 The Way We Work Has Changed Adjust and Adapt Update II. Wage & Hour CA: What’s New in 2022? Withersworldwide | 12 2810.5) OR § tier system - /hour on January 1, 2022 /hour on January 1, 2022 $15.00 $14.00 CA: What’s New in 2022? Wage Theft Prevention Act Form (LC Separate written notice Small employer (<26): Large employer (26+): IMPACT: You must notify employees of any change in their wage rate and how that impacts overtime:••DON’T FORGET: MANY CA CITIES HAVE THEIR OWN MINIMUM WAGE ORDINANCES!Withersworldwide | CA minimum wage 2••••13 exempt, seasonal, temporary AND staffing agency workers - CA: What’s New in 2022? Size of payroll at the time of employment = company sizeIncludes exempt, nonCity ordinances may count workers differently!Withersworldwide | How many employees?•••14 CA: What’s New in 2022? (26+ employees)(<26 employees) $62,400 $58,249 Duties: The person’s job duties must primarily involve executive, administrative or professional duties as defined by the regulations and wage ordersTime: The person must spend 50% or more of their working time performing exempt duties.*This applies to the “white collar” exemptions. Other tests apply to Creative Professionals, Highly Skilled Computer Professionals and Outside Salespersons Raises minimum salary requirements for certain exempt classifications*••Exempt employees must still meet Duties and Time tests (in addition to the Salary Test)•••Withersworldwide | Salaried employees••15 - CA: What’s New in 2022? Put systems in place to track hours/breaks & pay overtime for those you are converting to nonexempt If you operate in major metropolitan areas, check local minimum wage ordinances (and other laws)Make sure you meet all 3 tests for exempt classificationReclassify workers where necessary• Prepare for increase in minimum wage•Review exempt salary positions••Withersworldwide | Action items••16 agricultural wage orders applicable to most - small employers will pay overtime after 9 hours in a day or 50 hours in a week – employers will be aligned with non All CA: What’s New in 2022? DOUBLE TIME pay for working more than 12 hours in a workdayEach year this changes Example: 2023 Jan 2025: employers Large employers (26+): Overtime for more than 8 hours in a day or 40 hours in workweek•Small employers (<26): Overtime for more than 9.5 hours in a day or 55 hours in workweek•••Withersworldwide | Agriculture industry overtime changes••17 workers III. Warehouse CA: What’s New in 2022? Withersworldwide | 18 CA: What’s New in 2022? farm product warehousing and storage) at a specified productivity speed; ora quantified number of tasks; or handle or produce a quantified amount of material excluding AB 701: Regulates the use of employee production “quotas” in warehouse distribution centers (What’s a Quota?A work standard under which an employee is assigned or required to perform, within a defined time period:•••It is considered a quota if the employee may suffer an adverse employment action if they fail to complete the work to the performance standard Withersworldwide | Warehouse distribution centers••••19 CA: What’s New in 2022? Note: keep records! Make sure notice is in language understood by workers Employers must provide employees a detailed written description of any quota (criteria, how many units produced or handled, within what time period and consequences for failure to meet quota)Cannot take adverse action against any workers who fail to meet a quota that has not been disclosed in writing••Employees have the right to request a copy of any quota, as well as the most recent 90 days of the employee’s own “work speed data” (which must be provided in 21 days)Withersworldwide | Quota notification requirements•••20 CA: What’s New in 2022? taking a meal or rest period;prevents the use of bathroom facilities (including reasonable travel time to and from bathroom facilities); ORwhich infringes on OSHA workplace safety laws Quota Notices must be provided within 30 days of hire (or within 30 days of the effective date of law (by Jan 30, 2022)Cannot have a quota that prevents an employee from:•••Quota must take into account the time it takes employees to comply with OSHA safety laws Withersworldwide | Warehouse quota limits•••21 burden is on the employer to prove no retaliation – to have occurred if an employer: related complaint to the employer or a government agency - presumed CA: What’s New in 2022? discriminatesretaliatestakes any adverse action against any employee within 90 days of making a request for information about quotas or work speed data or the employee makes a quota Unlawful retaliation is ••••Retaliation is a rebuttable presumption Withersworldwide | No retaliation for quota requests••22 IV. Wage theft CA: What’s New in 2022? Withersworldwide | 23 month period - 487m has been added to the definition of “grand theft” to include intentional theft of CA: What’s New in 2022? § includes the Hiring entity of an independent contractor Penal Code wages, including gratuities, in excess of $950 from one employee, or $2,350 from a group of employees in a 12Theft = intentional deprivation of wages, gratuities, benefits or other compensation by unlawful means with the knowledge that the compensation is due the employee under the law“Employee” includes independent contractor“Employer” Can be a felony (up to 16 months in prison)or misdemeanor (up to one year in county jail)Cannot prohibit employee from filing criminal charges as part of a civil settlementWill a civil settlement be viewed as an admission of criminal wrongdoing?Withersworldwide | Grand theft…wages?••••••••24 Trend: Criminal Charges for Employment Violations Withersworldwide | Presentation title25 Under Attack V. Confidentiality CA: What’s New in 2022? Withersworldwide | 26 disclosure provisions in settlement - CA: What’s New in 2022? In 2019, CA adopted a law that limited confidentiality/nonagreements for harassmentIn 2022, the law has been extended to limit the use of NDAs to prohibit disclosure of any type of employment discrimination covered by the Fair Employment and Housing Act (FEHA)If there’s been a previously filed lawsuit or charge, you can still protect the identity of the claimant and amount paid to settle the claim Withersworldwide | Confidentiality Agreements & NDAs under attack….•••27 Genetic informationMarital statusSexGender, gender identity, gender expressionTransgenderSexual orientationAge (over 40)Military or veteran status •••••••• CA: What’s New in 2022? Race ReligionCreedColorNational originAncestryPhysical or mental disabilityMedical condition Withersworldwide | What’s covered by the new NDA law?••••••••28 in the workplace CA: What’s New in 2022? HarassmentDiscrimination Any other conduct the employee has reasonable cause to believe is unlawful SB 331: Cannot use an NDA in a severance agreement to prohibit disclosure of information about unlawful acts What’s covered? Information about:•••Withersworldwide | NDAs in severance agreements••29 and provide a “reasonable – day period has elapsed day consultation period does not apply to a negotiated settlement - - CA: What’s New in 2022? The requirement for a 5 now advise an employee they have the right to consult an attorney Employee can waive the 5 days if their decision is knowing and voluntary and not prompted by the employer through fraud, misrepresentation or a threat to withdraw or alter the offer prior to the expiration of the attorney consultation period, or by providing different terms to employees who sign the agreement before the 5 Musttime” of at least 5 days to consult with an attorney•The statute’s recommended language:“Nothing in this agreement prevents you from discussing or disclosing information about unlawful acts in the workplace, such as harassment or discrimination or any other conduct that you have reason to believe is unlawful.” Exception: agreement to resolve a claim filed in court, before an administrative agency, before an alternative dispute resolution forum or through an employer’s internal complaint process. Withersworldwide | NDAs in severance agreements••••30 VI. Cal / OSHA CA: What’s New in 2022? Withersworldwide | 31 wide violations - CA: What’s New in 2022? EnterpriseEgregious violations SB 606 expands Cal / OSHA’s authorityNew violation categories:••Withersworldwide | Cal/OSHA: Expands authority… again••32 even locations – that a violation by an employer with multiple worksites is an wide violations - CA: What’s New in 2022? wide violation rebuttable presumption - Applies when there is a written policy or procedure that violates Cal / OSHA rules or the lawOR if Cal / OSHA has evidence of a pattern or practice of the same violation(s) committed by the employer at more than one worksiteCal / OSHA can issue citations and remedial orders for the entire enterprise where no violation was found Creates a enterprise•••Withersworldwide | Enterprise•33 CA: What’s New in 2022? Intentional, conscious, voluntary action or inactionIncludes conduct where the employer made no reasonable effort to eliminate a known violation ORConduct whereby a violation results in worker fatalities, a worksite catastrophe, or a large number of injuries or illnesses Involves conduct by an employer which is:•••Withersworldwide | Egregious violations•34 CA: What’s New in 2022? A persistently high rate of worker injury or illness, ORExtensive past history of violationsIntentionally or unintentionally disregarded health and safety requirements ORWhere employer’s conduct as a whole amounts to clear bad faith Includes circumstances where there is:••May include circumstances where employer has:••Withersworldwide | Egregious violations (cont’d)••35 wide violation - means $134,334 for EACH employee exposed to the violation CA: What’s New in 2022? Per employee What’s the difference?Maximum Fine: $134,334 per egregious and enterpriseBUT: Also includes conduct where employer has committed a large number of violations so as to undermine significantly the effectiveness of any safety and health program that may be in placePenalties assessed on a per employee basis, rather than a per incident basis•••Withersworldwide | Egregious violations (cont’d)••36 Right to recall VII. Hospitality industry: CA: What’s New in 2022? Withersworldwide | 37 CA: What’s New in 2022? Hotels / motelsPrivate clubsEvent centersAirport hospitality operationsAirport service providersJanitorial servicesBuilding maintenanceSecurity services provided to office, retail and other commercial buildings Withersworldwide | Who is in the hospitality industry?••••••••38 19 pandemic - 19 pandemic - hire based on seniority - CA: What’s New in 2022? Before hiring a new worker, employer must offer the position to its laid off employees who are “qualified” for the position Qualified = held the same or similar positionMust offer to reEmployee has 5 business days to accept/reject the offerFailure to rehire employee due to lack of qualifications requires written notice of the reason for their refusal to recall the employee within 30 days of hiring a replacement workerApplies to successor business entities SB93 (effective since April 16, 2021)Requires hospitality industry to recall workers who were laid off due to COVIDQualified Laid Off Workers (those employed 6 or more months in the 12 months prior to Jan 1, 2020) who were most recently let go due to COVID••••••Withersworldwide | Hospitality recall: What’s required?•••39 compliance - 3 years empted - CA: What’s New in 2022? keeping and penalties for non - Detailed records relating to offers of recall must be kept for Reinstatement with back pay and benefitsInjunctive reliefCivil penalties Recordkeeping:•Penalties for violations:•••Local Right to Recall Ordinances are NOT preLaw expires December 31, 2024 Withersworldwide | Record••••40 19; AND - about their exposure to COVID through!) - : who were on the premises at the same worksite as a qualifying CA: What’s New in 2022? 19 exposure notification reminder - OCTOBER 5, 2021 AS OF Must notify all employees individual within the infectious period Provide notice about any applicable benefits they may be entitled to; ANDProvide notice that the employers cleaning and disinfection plan has been implemented under Cal / OSHA standards. (AND actually follow Withersworldwide | COVID••••41 19 - 19 - 19 - 19 diagnosis from a qualified health care provider - CA: What’s New in 2022? confirmed case of COVID - LabPositive COVID Subject to an isolation order by a public health official due to COVIDDied due to COVID A qualified employee is:••••Notice requirement excludes home health agencies and residential care facilitiesExpires January 1, 2023 (unless renewed)Withersworldwide | Who is a qualified employee?•••42 Questions? CA: What’s New in 2022? Withersworldwide | 43 oror not 415 The . within 1 reflect + seeking , to does entity excludes entities information 94111 any without all the intended of with document is of disclaimer list A any California This .only, this . information on in date this relationship 'Withers' purposes Francisco, later reliance nothing upon a name San that at from , 2 contractual acting the save informationany result use Floor from revised for to may be createcontent refrain Street, notthe may or which prepared all authorised act and or does loss it are been not Sansome any of any has 505 on : whichnor should publication of provision based firm’) You . operate document the date (‘thedocument law we taken this and the this not of in at which firm or entities in as applicable the and content taken from under omissions The firms . or jurisdiction actions com advice . limited US developments any affiliatederrors or Ann M. Wicks Partner | San FranciscoEmployment law+1 415 872 3239+1 415 999 9750 (m)ann.wicks@withersworldwide.com legal of foreach legal as in including and excluded numberliability a offices law be withersworldwide .nor of construed the document be www one . of cannot primary is at not this in LLP, advice LLP which responsibility should availableno legal is interpretation and liability contained Bergman Bergman any accepts 3200 group firm’s WithersthistheconstitutefirmopinionslimitsprofessionalWithers872 Thank you! Global office locations New York | Boston | Greenwich | New Haven | Texas | San Francisco | Los Angeles | Rancho Santa Fe | San DiegoLondon | Cambridge | Geneva | Milan | Padua | Hong Kong | Singapore | Tokyo | British Virgin Islands Uhjlrq October 14, 2021 QrUWHF Hfrqrplf Iruhfdvw Vxpplw= 11 of Consortium Northern California Counties established to address the needs of job seekers and businesses in our regionPrivate Sector led Board13 American Job Center locationsServices for Employers and Job Seekers Qruwkhuq Uxudo Wudlqlqj dqg Hpsor|phqw Frqvruwlxp +QrUWHF, •••• Special Populations Riihulqjv Involved, and other - Mre Fhqwhu Recruitment, Job Fairs – based learning - QrUWHF assen, Nevada, Modoc, Plumas & Sierra Counties L and Job Search Services for Job Seekers AFWD: SMART Center: Del Norte, Shasta, Siskiyou & Trinity CountiesJob Training Center of Tehama County ••• Training Help Employers fill Jobs Disconnected Youth, JusticeClassroom and workSponsor Industry Sector PartnershipsProvide cleanup positions and services to those impacted by fires and other natural disasters •••••• 2021.3 Emsi 70,000 Source: 60,000 50,000 40,000 30,000 2021 Jobs 20,000 2020 Jobs 10,000 2019 Jobs 0 Retail Trade Government Construction Manufacturing Health Care and Social Assistance Accommodation and Food Services Agriculture, Forestry, Fishing and Hunting Other Services (except Public Administration) Professional, Scientific, and Technical Services Wrs Lqgxvwulhv lq wkh Uhjlrq Administrative and Support and Waste Management and Remediation Services region - Hospitality our - Public Services region/about - Services Healthcare Professional https://www.ncen.org/index.php/our Construction Manufacturing Reports can be found at IT & Digital Agriculture Technology Rffxsdwlrqdo Rxworrn Uhsruw Lqgxvwulhv TXDUWHUO\\ August 2021 UHSRUW QrUWHF RFFXSDWLRQDO RXWORRN KHDOWKFDUH 81 jobs) - Source: EMSI 2021.2 & 2021.3 26 jobs) - ( 30 jobs) - Increased from 10,511 to 13,254Project Management Specialists and Business Operations Specialists, All Other (+8 jobs)Emergency Medical Technicians and Paramedics (+7 jobs)Anesthesiologists (+4 jobs)Teaching Assistants, Except Postsecondary (Health Information Technologists, Medical Registrars, Surgical Assistants, and Healthcare Practitioners and Technical Workers, (General and Operations Managers ••••••• 26.1% increase in job postingsOccupations that experienced greatest increase in employmentOccupations that experienced greatest decrease in employment ••• Healthcare Iurp Txduwhu Fkdqjhv Suhylrxv +iurp 535415 TFHZ wr 535416 TFHZ, -- - N/A $31.54$25.95 $13.33 Wages $123.45 $21.20 $14.96 Demand - (CPR) Skills: Nursing Top In Basic Life Support; N/A 4,7096,152 22,397 Postings Resuscitation Unique Job Last 12 Mos. Demand - 15 // Qualification: Top In in Nursing (BSN) Surgical Bachelor of Science Substance Source: Occupational Outlooks and Job listings are obtained from EMSI (2021 Q3)Dental // // // 3 Others Cardiopulmonary ; // N/A Aides Others Hired (ACLS) - Assistants Technologists Direct Patient Care Most Occupation: Home Health & Personal Care Nursing Assistants Home Health & Registered Nurses Mental Health Counselors Abuse, Behavioral Disorder, and // Social & Human Service Assistants Personal Care Aides Support Life // // 23% of Jobs Degree or higher N/A Cardiovascular Phlebotomists Requesting Bachelor // Technicians Technicians Diagnostic Pharmacists Pharmacy Technicians Other Radiologic Technologists & Advanced Records Specialists, & Health Medical Dosimetrists, Medical ; Technologists & Technicians, All Clinical Laboratory Technologists & 3,584 Butte County Job Postings in Nursing ; Medical 3 Others Teaching // // // Support 3 Others // Life N/A Social & Community Medical Equipment 13,254 // // Basic Administrative Preparers New Job Postings .: Medical & Health Services Transcriptionists Other Service Managers Medical Assistants Mos Healthcare Support Workers, All Assistants, Except Postsecondary Managers 12 Last Skills, Diploma EducationEducation No Formal In Last Quarter: High School College Degree Demand - Some Postsecondary KHDOWKFDUH RFFXSDWLRQV In region - our - Retail Salespersons; Cooks, Restaurant; Office Clerks, General; and a variety of teaching positions have shown decreases from the pandemic continuing into 2021 region/about - demand - CDL and Bachelor’s in Nursing remain inqualifications 2021 - https://www.ncen.org/index.php/our The regional median wage has increased slightly from $21.39/hour in the Summer of 2020 to $22.23/hour in mid Reports can be found at Job Postings have increased since the last report for all industries except Construction and Manufacturing Overall, job postings have increased from 2020 to 2021 reports Kljkoljkwv iurp Sdqghplf Rffxsdwlrqdo Rxworrn Uhsruwv 2021.3 Emsi Source: Trailer Truck Drivers - Occupation Vhswhpehu 5354 0 Heavy and TractorMaintenance and Repair Workers, GeneralRegistered NursesSoftware Developers and Software Quality Assurance Analysts and Testers Not Meeting Demand Industry Cluster Agriculture TechAgriculture TechHealthcareIT & Digital Mre Srvwlqjv yhuvxv Kluhv= Mxo| 2021.3 Emsi Source: Occupation Vhswhpehu 5354 0 Line Supervisors of Construction Trades and Extraction - Laborers and Freight, Stock, and Material Movers, HandFirstWorkersCashiers*CarpentersSecretaries and Administrative Assistants, Except Legal, Medical, and ExecutiveSecondary School Teachers, Except Special and Career/Technical Education Meeting Demand Industry Cluster Mre Srvwlqjv yhuvxv Kluhv= Mxo| Agriculture TechConstructionHospitalityManufacturingProfessional ServicesPublic Services 2,500 2,000 1,914 1,427 1,500 1,115 1,000 796 583 530 515 500 434 401 376 350 321 319 312 304 291 RffxsdwlrqvȮRshqlqjv 240 236 233 223 53 0 Cashiers Registered Nurses Retail Salespersons Office Clerks, General Waiters and Waitresses Stockers and Order Fillers Fast Food and Counter Workers General and Operations Managers Home Health and Personal Care Aides Heavy and Tractor-Trailer Truck Drivers Teaching Assistants, Except Postsecondary Maintenance and Repair Workers, General First-Line Supervisors of Retail Sales Workers Bookkeeping, Accounting, and Auditing Clerks Fxuuhqw Wrs Elementary School Teachers, Except Special Education Laborers and Freight, Stock, and Material Movers, Hand Farmworkers and Laborers, Crop, Nursery, and Greenhouse Janitors and Cleaners, Except Maids and Housekeeping Cleaners First-Line Supervisors of Office and Administrative Support Workers Secretaries and Administrative Assistants, Except Legal, Medical, and Executive 2021 6.5%7.5%4.8% 2020 8.8%10.2%8.1% Source: American Community Survey and Bureau of Labor Statistics 2021 2019 5.7%4.2%3.7% Unemployment Rates Location NoRTECCaliforniaUS Average Labor Force NoRTECParticipation Rate: 49.0%California rate: 61.2%U.S. rate: 61.6% Xqhpsor|phqw dqg Oderu Irufh••• 2021.3 Emsi Over 65 Source: 55-64 2025 - 35-54 20-34 Change in the Population: 2015 5-19 Under 5 0 40000300002000010000 -10000-20000-30000 olds 34 are - 2025 - 64 year - NoRTEC 2025 - Except for 65+, all age groups decreased from 2015 to 2020Out of working age groups, 55dropped the most by 8.57% from 2015 to 2020Residents aged 25Overall, population expected to decrease about 0.7% from 2015 expected to increase 4.26% by 2020 QrUWHF Uhjlrq Ghprjudsklfv•••• Edodqfh ri Srzhu Vkliwlqj Iurp Hpsor|huv wr Zrunhuv UI rates are declining, but partly because people are leaving the Working age population is shrinking nationally and locallyReservation wage for workers without a college degree has increased $10,000 since 2019Ending of the $300 of Pandemic UI in California did not have a significant effect on the unemployment rate.workforceUnfilled U.S. positions at a historical high (11 Million) ••••• out Want to feel valued and part of a “greater cause.”Want work that align with their values •• Wages are increasing. Signing BonusesWorkplace culture is very important to younger workersFlexibility with work hours, work location, child care etc.Look at the potential and transferrable skills of candidatesConsider skills and competencies rather than degrees and experienceAttract candidates rather than weed Automation will likely accelerate Zkdw Grhv Wklv Phdq Iru Hpsor|huvB••••••• Employment Program - To - Workers Zkdw Grhv Wklv Phdq Iru ZrunhuvB NoRTEC’s PrisonCaregiversOlder ••• Employers are willing to consider workers with diverse backgroundsEmployers are willing to help employees gain skills and advanceWorkers seeking flexible hours will have more opportunitiesEducation and training will be increasingly rewarded •••• Opportunity! • Businesses in the same industry working together to address the challenges in their sectorIndustry drives the agendaPartner supported; and Sustainable over timeWorkforce is consistently the biggest challenge Qruwk Vwdwh Qh{w Jhqhudwlrq Lqgxvwu| Vhfwru Sduwqhuvklsv ••••• Butte County Grow Manufacturing Initiative, NoRTECShasta County GMI, Shasta EDCNew Manufacturing initiative in Nevada County, Nevada County Economic Resource Council Pdqxidfwxulqj ••• SMART Workforce Center Rural Healthcare Collaborative in Shasta, Trinity and Siskiyou CountiesAlliance for Workforce Development Rural Healthcare Partnership in Plumas, Lassen and Modoc Counties Khdowkfduh •• Gljlwdo Phgld2LW Nevada County Economic Resource Council, NCTECH Connected Communities Siskiyou County Economic Development Council Wrxulvp dqg Krvslwdolw| • TxhvwlrqvB