by Richard L. Trumka

(NAPSI)-Every night, 15 million people in this great country go to sleep hoping that tomorrow will be the day they find a job. Hundreds of thousands of employees of our states and cities wake up hoping this won’t be their last day on the job. Five million people wake up trying to save their homes from foreclosure by the big banks. And nearly 17 million children go to bed hungry. This isn’t the America I dreamed of.

It’s time for all Americans to remember that patriotism is about more than fighting abroad. It’s also about fighting for ourselves, our neighbors and our communities here in the United States. It’s time for economic patriotism. How can we be patriotic?

First, I call on every American to make a choice to be patriotic in our everyday lives. That means demanding to know which products are made in America and then choosing them. We can buy products made in countries where workers make a few pennies an hour with few if any protections on the job, or we can support products made here where our neighbors and community members make a living from what they create. It’s time we buy American and buy on Main Street. And when we do that, we’ll invest in our communities and ensure that our jobs are good jobs and our children have a thriving future.

We need policies that allow corporations to be economic patriots without being penalized. Over time, corporations made choices that put short-term profits over humanity, and the world market over American communities, and it hollowed out our great nation.

Currently, our policies favor companies that ship our good jobs overseas to countries where there are few laws in place to protect workers’ safety, their rights and the environment. We must stop rewarding outsourcing and promote manufacturing in the United States instead. Our leaders must also hold China accountable for manipulating its currency, which hurts America’s workers and creates a massive trade imbalance. We must invest in our crumbling roads, schools and bridges, which will create good jobs and create a solid foundation for the next generation. And we must elect leaders who share these goals.

Every one of us has a choice. As patriots, let’s choose the path forward to create good jobs, jobs that can’t be shipped overseas, jobs that can support a family. It’s about time to invest in the country we love.

Trumka is president of the 11.5 million?member AFL-CIO, which represents firefighters, teachers, nurses, electricians, scientists and communications workers.

Photo credit: Andre Martenez

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BUSINESS NEWS How To Get Help Growing Your Business

(NAPSI)-When it comes to expanding your business globally, minority-owned firms have a natural competitive advantage-and a new initiative may further improve their chances at success. The minority business community has a great advantage in the global market-due in large part to language capabilities, cultural compatibility, ancestral ties and business agility. President Obama’s National Export Initiative (or NEI) calls for doubling U.S. exports within five years. Under the NEI, there will be more credit available for exporters, more government trade promotion and a sharper focus on knocking down the barriers that prevent U.S. companies from getting free and open access to foreign markets. The goal of the NEI is to increase the number of small, medium-sized and minority-owned firms exporting to more than one market by 50 percent over the next five years. The initiative also hopes to focus attention on exporting to emerging markets, and identifying market opportunities in fast-growing sectors such as environmental goods and services, renewable energy, health care and biotechnology. More than 95 percent of the world’s consumers live outside the U.S. and one of the easiest ways to grow American minority-owned businesses is to sell products and services to people outside the border of the United States. To assist minority-owned firms in breaking into global markets, MBDA Business Centers work with a variety of partners to help create strategies for growth. To help grow your export business, MBDA recommends you: • Look at industry trends and know your position within the domestic market prior to establishing an international business strategy. • Research the global market for your products and services. • Determine the effects of exporting on your current operations. • Outline what resources you will need to successfully execute your export strategy. • Familiarize yourself with various global distribution channels. • Contact an MBDA Business Center to assist you. There are more than 45 Centers nationwide. Visit www.mbda.gov to locate a Center near you. One of the easiest ways to grow American minority-owned businesses is to sell products and services to people outside the U.S.

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How to answer job interview questions and be prepared

(ARA) – Job interviews can be filled with anxiety if you are not prepared for the questions and the answers.

Preparing for your job interview is a lot more than updating your resume and getting a haircut. Doing your homework is critical to your success. In the current competitive job market, no amount of research is too extreme, says Jodi Berkshire, assistant director of Career Services at The Art Institute of Fort Lauderdale. No one can anticipate every question an employer might ask, but you should be prepared to gracefully handle the most commonly asked questions. To prepare for the job interview, Berkshire says here are a few questions you should be expecting:

1. “Tell me about yourself.” Don’t mistake this one for an easy question. If you don’t carefully prepare your answer prior to the interview, it will show. The interviewer is not interested in where and when you were born, your childhood, your family or your hobbies. Craft a short response that gives a thumbnail sketch of you professionally. This is a great place to insert some of your sterling qualities and accomplishments and make sure that they dovetail with the requirements of the position for which you are interviewing. Be positive and enthusiastic and whatever you do, don’t ramble.

2. “What do you know about our company?” “How did you hear about us?” Or, “Why do you want to work for us?” These are all variations on the same theme. The real question is: Did you do your homework? Any interviewer will expect that you have researched the company. That means that you should know their website inside and out. Have you Googled the company? Have you read any recent articles about them? If the only information you have to offer is what any person off the street who isn’t applying for the position knows, it shows that you don’t care enough and you’re not very thorough.

3. “What are your strengths?” “Why should we hire you?” You can count on this question cropping up at some point during the interview. Here’s a simple way to prepare. Take a sheet of paper and fold it in half vertically. On one side list all the specific technical qualities that you possess. Look at the job description and consider each skill that is mentioned. For example, if the job description mentions software skills that are required and you have those skills, go ahead and list them. In the other column, list the personal qualities that you bring to the job. These could be things like punctuality, reliability, enthusiasm, work ethic, professionalism, etc. Again, take another look at the job description and anticipate what qualities that hiring manager would be looking for. Here is your chance to sell yourself. Don’t be afraid to let them know what a great addition you’d be to their company.

4. “What is your greatest weakness?” “How have you overcome it?” Be careful with this one. It is a potential minefield. This is not the time to bare your soul and reveal your deepest insecurities. Whatever you do, don’t say you procrastinate, have trouble meeting deadlines, arrive late or that you don’t get along well with others. You have two good choices here. You can either choose a weakness that is really a strength to an employer (you become so engrossed in your work that you find it hard to take a break until the project is completed), or choose something that you had to master at the beginning of your career that would be an expected learning curve for any entry-level recent college grad (you didn’t really grasp project management in your first job and you had to make a deliberate effort to learn about time lines and time management.). If you choose the second example, make sure that you stress how your performance increased once you mastered the missing skill.

5. “What would your past employer tell me about you?” Again, tread carefully. Do not, under any circumstances, say anything negative about any past employer. Settle on a few of your strongest qualities and concentrate on those that reflect your strong work ethic and professionalism. Here is another perfect opportunity to sell yourself, but once again, be careful not to ramble.

6. “Why did you leave your last position?” If you left because you relocated or were offered a better position, you can breathe a sigh of relief. But what if you were terminated by the company? It’s not the end of the world; it happens to everyone at some point in their career. Again, do not say anything bad about your last employer. If your position was eliminated due to budget cuts, say so and make it clear that you have nothing but fond memories and good feelings about the company. If you were let go because of something you did, try to take responsibility while making it clear that you would handle things differently today and that you learned a valuable lesson. Keep it short and sweet and don’t be tempted to go into long, complicated explanations.

7. “What kind of salary are you looking for?” You can be assured that the interviewer knows what they are willing to pay. Again, there is no substitute for doing your homework. You should research what similar positions are worth in your area. Be careful to compare apples to apples on this one. A copywriter in New York can expect a higher salary than one in Detroit. Also look closely at the amount of experience and the skills required. A recent college graduate will not command the same salary as someone with five to 10 years of experience. You might say something like, “My research tells me that graphic designers in this area are generally earning (average salary range). How does that fit with what your company is offering?” And make sure that you can justify why you should command that salary range you are expecting.

Once you’ve done your research, practiced answers to commonly asked questions and become comfortable with the idea of selling yourself, remember to smile. In most interview situations, the candidate who appears to be relaxed, confident (not arrogant) and enthusiastic, usually has the best chance of being hired.

To learn more about The Art Institutes schools, visit www.artinstitutes.edu/nz.

Courtesy of ARAcontent

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(NewsUSA) – The Apple iPhone, one of the hottest smartphones on the market, has become an important tool for keeping mobile workers productive while providing freedom and flexibility away from the office.

Many mobile workers are leaving their laptops behind and conducting business right from the palm of their hand.

Here are some tips that can help you get the job done with an iPhone:

* Sync regularly. Think about every time you add a contact or an appointment to your iPhone. What if you lost that information? Syncing to your computer regularly can ensure that your information, including e-mails, is backed up and safeguarded should something happen. And while it only takes a few seconds to sync, replacing data could take hours.

* Stay productive. Need to view and edit a presentation or locate a document on another computer? Business applications such as LogMeIn Ignition for iPhone (www.LogMeIn.com/iPhone) enable iPhone users to access and work on their remote computers as if they were sitting right in front of them.

* Check the Apple Web site. There is an entire section on the Apple Web site dedicated to iPhone business use at www.apple.com/iphone/business/. It includes apps like currency converters, expense trackers, file management and organizational tools that can help you work efficiently while away from your desk.

* Extend your battery power. If you are gearing up for a long trip or meeting, preserve your battery life by shutting off your Wi-Fi, lowering your screen brightness and turning off your keyboard sounds. Switch your iPhone setting to auto-lock when you aren’t working.

* Stay secure. Basic security measures like enabling your four-digit iPhone password can help protect sensitive data while minimizing the risk of high bills if it becomes lost or stolen. Always make sure to lock your device when it isn’t in your hand.

For more tips on using your iPhone for business, check out “iPhone for Work” by freelance technology journalist and network consultant Ryan Faas, or “The iPhone Book: How to Do the Most Important, Useful & Fun Stuff with Your iPhone” by technology authors Scott Kelby and Terry White

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Emerging careers in science and health care

(ARA) – Growth in technology is contributing to career options at an increasing rate. Many industries, from information technology to environmental science to health care, benefit from new and enriching career opportunities afforded by rapid advancements.

Ten of the 20 fastest-growing careers are health care-related, with 26 percent of all new jobs created falling into this category, according to the U.S. Department of Labor’s “Career Guide to Industries, 2010-11 Edition.” New career possibilities are opening for individuals with vocational training, college diplomas and advanced degrees.

Growing demand for health care professionals

“In terms of health care, the speed of change is anywhere from two days to six weeks. Knowledge is doubling faster than in the 1990s when IT was producing software on average every few days,” says Micki Holliday, director of career services at Brown Mackie College – Kansas City, located in Lenexa, Kan. “In addition to knowledge expansion, research indicates that the aging population is pushing science and health care to the forefront in needs. New people, new habits and skills and new orientation to the world are bringing in new opportunities.”

The unique baby boomer population represents a large demographic that, despite growing older, is staying active longer. “It isn’t just young people jogging and exercising today. It permeates all generations. Technological advances in medicine are helping people stay active longer. We’re building bodies better,” she says, referring to the ability to replace hips, knees, and organs with more advanced technology. “The demand for a higher quality of life through technology drives innovation. Most things involving health care are considered a boom industry.”

While scientists and doctors are in demand, it is critical that health care facilities hire correctly trained support staff so that others can do what they do best. Doctors need others to provide care. Entry-level employment opportunities arise at hospitals, doctor and dentist offices, rehabilitation facilities, nursing homes and home health care companies, says Holliday. “Industry can’t move forward without trained professionals. They want to hire workers with education, knowledge and certifications.” Health care positions in growing demand include all types of medical and lab technicians, as well as insurance, financial and administrative professionals.

Advancements in science spawn new opportunities

Growth in the science and engineering sectors feed the health care boom. The biotech industry is huge and growing in every area, from operations and manufacturing to clinical research and quality control. This opens the door for a myriad of trained professionals to find employment. To learn more about health care career opportunities, visit www.brownmackie.edu.

“What type of people are needed to support biotech companies? Everyone from lab technicians and research associates to cabinet-makers who build lab-safety storage,” Holliday says. “One scientist I know of was about to culminate a two-year research project when a lab tech walked by with a test tube in hand and scratched his head. That single act negated the whole project. It is of the utmost importance for companies to hire people who are trained and certified in lab protocol.”

Biotech companies also need trained, entry-level people to fill positions in administration, billing and research. “You can contribute to this growing industry without becoming an engineer,” Holliday says. “The title isn’t new, but the work is new due to advances in technology.”

In all disciplines, health care and science industry employers need workers who are educated and are skilled in protocol. Schools provide the foundation for working in a specific environment. Companies and device manufacturers then provide additional training on the job. “That’s another career opportunity,” adds Holliday. “There is a growing need for trainers, too.”

Holliday’s father was a research assistant in the late 1940s. “Can you imagine what he’d think of today’s equipment? Tests taking minutes instead of weeks. Noninvasive surgery that enables patients to go home a few hours later,” she says. “Our students are contributing to these miracles of time and science by providing businesses with the manpower needed to run the experiments, provide the treatments and create the tools and remedies.”

Courtesy of ARAcontent

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Small businesses get credit boost from new fund

(ARA) – Despite signs of economic recovery, many small business owners continue to struggle to borrow money to sustain or grow their companies. This can have a big impact on local communities, which rely on small businesses to create much-needed jobs and provide critical services. With many traditional credit sources continuing to keep a tight rein on lending, many small business owners simply do not have access to conventional means of credit.  The good news is that small business owners are increasingly able to access alternative and innovative sources  of financing, including Community Development Financial Institutions (CDFIs).  

CDFIs, which were created more than 30 years ago, provide affordable loans and banking services in communities that are underserved by traditional banks. These institutions have developed valuable community and business expertise, designed specialized loan products and they have a remarkable track record of success. CDFIs loaned and invested more than $2.2 billion in fiscal year 2008. Since their inception, CDFIs have provided more than $22 billion in financing, supported more than 51,000 small businesses and helped create thousands of new jobs.  CDFI loans to small business typically range from $15,000 to $300,000.

In addition, CDFIs often offer non-financial services, such as entrepreneurial education, savings programs and financial literacy training, which can help small business owners develop and grow their operations and prepare the next generation of entrepreneurs for success.

“CDFIs are a critical economic lifeline to small business owners, especially during periods of prolonged economic weakness,” says Bob Annibale, global director of Citi Microfinance and Community Development. “In many cases, they can make the difference between whether or not a small business struggles to survive or expands and creates new jobs, supporting  local economic growth and the community.”

While small business owners who work with CDFIs hail from a wide range of industries and geographies, they all share one thing in common: a need for quick financing that is not fully being  met by traditional banks.  For example, entrepreneurs in the heart of Big Sky country in Montana received two CDFI loans totaling more than $100,000 that enabled them to get their new lumber operation up and running, while the owner of a preschool in New Orleans borrowed money from a local CDFI to fund vital repairs to her building in the wake of Hurricane Katrina.

In coastal Maine, the owner of a specialty seafood company was able to access significant venture capital to expand the company’s distribution nationwide, while continuing to create jobs. In Austin, Texas, the owner of a small construction company received a $40,000 loan to pay for materials and other up-front costs associated with the industry.  In all these instances, the need for affordable loans was met with speed and flexibility and was often accompanied by invaluable entrepreneurial education and low-cost training as well as technical assistance in branding and marketing.

Citi recently launched the Communities at Work Fund, a new $200 million fund that will provide financing to CDFIs in urban and rural areas in all 50 states.  The fund was created in partnership with the Calvert Foundation and the Opportunity Finance Network (OFN), two organizations expert in CDFIs. To learn more about the Communities at Work fund or to find out if your small business can benefit from the program and how to apply, visit www.communitiesatworkfund.com.

To find out a local CDFI and enquire about a loan, visit www.communityinvestingcenterdb.org.

The current economic climate may be challenging to entrepreneurs, but alternative financing sources like CDFIs can help small businesses keep their doors open – and keep thousands of Americans on the job.

Courtesy of ARAcontent

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It’s lonely at the top for small- to mid-sized business CEOs

(ARA) – It is no secret the economy took its toll on the nation’s businesses in 2009. Some businesses shut their doors, others made major sacrifices to stay afloat, while some lucky ones thrived through the turmoil. So what’s the secret to sustaining healthy revenue and profits?

Executive peer issue processing.

According to ChiefExecutive.net, “In the past few years, the failure rate of CEOs has increased significantly even as average tenure has dropped sharply . . . The resulting turnover has placed CEOs in difficult environments without much support.”

This was true for Vistage member Gus Cicala, president and CEO of Project Assistants, Inc., a project management consulting company based in Delaware. After losing clients, such as Freddie Mac, at the end of 2007, other clients began cutting their consulting budgets and Project Assistants saw their revenues drop more than 50 percent in just a year and a half. Facing a cruel reality, Cicala knew he needed to make some cuts, and struggled to make the hard, emotional decisions on his own. He turned to his executive coaching group for help.

Last March, revenues continued to fall, so Cicala’s executive coaching group helped him make one last cut. “It was that last Wednesday in March when things had gotten really rough and I knew I might have to do something drastic,” says Cicala. “When I walked into my Vistage meeting and informed my group I might have to shut down, one member said ‘not on my watch.’”

Sixteen heads are better than one

* Making cuts without cutting too deep. Cicala’s executive coaching group helped him reduce head count and cut salaries, and coached him on how to do this without damaging the morale and work ethic of those he kept. Project Assistants went from 30 to 15 employees and everyone, including Cicala, took a 25 to 35 percent pay cut. With strategized cutbacks, he didn’t have to shut his doors.

* Create variable costs. His executive coaching group helped him see and create variable costs and now Project Assistants is making more profit than when they were double the size. Losing five percent in the first quarter, Cicala made some adjustments with the advice from his Vistage colleagues. While revenue continued to drop throughout 2009, they were able to make a two to four percent net margin for Q2 and Q3 and a seven percent margin for Q4, ending the year with increased profit.

“We survived because my Vistage colleagues insisted I keep trying,” says Cicala. “It was painful advice, but I did it. We are a stronger company because of the employees who stayed with us, and I am a stronger CEO because my executive coaching group taught me how to run a more profitable company.”

Executive coaching groups not only provide the support CEOs need make emotional decisions, but they also help companies remain proactive and ahead of competition.

CEO Dave Dastur, of Chicago’s oldest architectural firm, Jensen & Halstead Ltd., says his company never felt the recession like most of his industry did. According to the American Institute of Architects, January of 2009 was the worst month ever recorded in the 15 plus years they’ve been tracking the industry revenue, jobs, and leads … and they have yet to see an upturn.

“One hundred percent of our work is repeat and referral,” says Dastur. “So, for me, it was about hiring the A players and focusing more on keeping the current clients happier by being engaged.”

While Dastur’s executive coaching group is extremely helpful, Dastur says the monthly speakers were a big help early on.

Expert speakers

* Brian Beaulieu, on macro economics. In the fall of 2007, Dastur thought seriously about a macroeconomics speaker who predicted the downturn. Following the speech, Dastur decided to be proactive in protecting his 141-year-old company, in case the predictions were true by making sure he had cash in hand.

* Jeff Vogelsang, “Lessons Learned on the Turn-Around Trail.” Jeff talks about the things to do to help a failing company. After Jeff’s speech, Dastur took a hard look at his gains and losses and cut a lot of non-essential items that wouldn’t affect the business. This not only helped Dastur cut expenses but helped build cash in case business slowed down enough to need it.

* Kraig Kramers on “CEO Tools.” Kraig has turned around a number of companies and several of his management techniques, as well as ways of tracking numbers and “what gets done,” are helpful in tracking the trends of Dastur’s business and making sure they are moving in the right direction.

Dastur’s Vistage group helped him realize that it was OK to let some clients go. He started off with 20 percent of clients producing 80 percent of the revenue. Now, they have 45 percent of clients producing 80 percent of their revenue.Through December of 2009, 23 percent of architectural jobs have been lost through the recession, according to the American Institute of Architects. While most of the industry had to lay off large numbers of employees, Jensen & Halstead was able to maintain stability.

Executive coaching groups make the top less lonely, and provide sounding boards for companies without a board of directors.

Vistage International is one example of a handful of CEO executive coaching organizations. The organization is represented in 15 countries with nearly 14,500 members. Collectively, members run companies with an estimated $300 billion in revenues and employ two million people. In addition to their executive coaching groups, CEO members have access to expert resources speakers and receive monthly one-to-one coaching from a mentor called a Vistage Chair. The sharing of information in a group is completely confidential, allowing for the open exchange of issues, ideas and solutions. For more information go to www.vistage.com.

Courtesy of ARAcontent

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Degrees that will make you indispensable in the workplace

(ARA) – From digitizing and analyzing America’s health records to developing the next big video game or hardware program, careers in the science, technology, engineering and mathematics (STEM) fields continue to gain prominence in the work force. In fact, the U.S. Department of Labor predicts a growing demand for technological advances will result in a job growth of 22 percent for STEM occupations between 2004 and 2014.

As employment opportunities within these new and emerging industries continue to expand, educational institutions are taking a look at refining curriculums to provide career-focused higher education, and better prepare students for careers in specific fields.

To do this, universities are working directly with high-caliber employers to ensure their future employee needs will be met. DeVry University, for example, works directly with companies including IBM and Cisco to create these student programs. DeVry University graduates from the last five years have worked at 96 of the Fortune 100 companies.

“Students are looking to obtain the education and knowledge needed to succeed in the high-growth industries that continue to thrive,” says Donna Loraine, vice president, academic affairs for DeVry Inc., and dean, DeVry University’s Keller Graduate School of Management. “Our academic structure is one that allows for swift implementation of new programs and curriculum once we notice a specific need, allowing us to better prepare students for these in-demand 21st century careers.”

According to the Center for Education Policy Analysis, technology is pervasive in almost every aspect of daily life, and as the workplace changes, STEM knowledge, skills and the ways in which problems are approached and solved in these subjects are important for a variety of workers.

DeVry worked closely with Cisco using the Cisco Networking Academy program to deliver curriculums that teach students how to design, build, troubleshoot and secure computer networks.

“Working with DeVry University to equip students with technical knowledge and hands-on experiences will help meet growing demand for skilled workers in a variety of industries ranging from broadband and wireless to healthcare and green technologies,” says Amy Christen, vice president of corporate affairs at Cisco and general manager of the Cisco Networking Academy. “Individuals that are trained in the latest technology careers today will be well-prepared for a variety of exciting career opportunities tomorrow.”

In fact, the Bureau of Labor Statistics is anticipating an approximate 45 percent growth in the computer software engineer and application occupations. Anticipating this demand, these student/employer partnerships aim to prepare soon-to-be graduates for these technology careers, while helping to fill a growing need for professionals in the emerging industries around the world.

Courtesy of ARAcontent

Small-business owners see silver lining in the recession

(ARA) – The current gloomy economic conditions contain some good news for the small-business sector.

According to a recent survey conducted by Citibank, some small-business owners and managers are finding a silver lining in the current recession, seeing more high-quality candidates available for hire, rising employee retention rates and gains in market share.

As a business owner, how can you take advantage of these small-business opportunities and make them work for your business? Small-business expert Dan Goodgame recently moderated a robust roundtable of small-business owners, who offer these three tips:

1. Take advantage of the talent pool
As a result of the recession, there is larger pool of highly qualified and highly skilled employees available for hire. Many who may not have considered working for a small firm are now more open to the idea. Take time to interview a variety of job candidates on a regular basis, even if you don’t have a current opening at the company. This technique can help you fill an opening as soon as it is created with the best possible talent, and avoid some of the costs – typically 50 to 200 percent of the employee’s annual salary – normally associated with staff turnover.

2. Retain your best employees
Holding on to your best employees is of course crucial to building your business, and it’s going to get harder as the economy starts growing again. First, create a two-way communication system that allows employees, on a regular basis, to give and receive feedback on their performance and the performance of their peers and managers. Second, create an employee recognition and rewards program that extends beyond compensation and bonus. Be creative with the rewards program; provide employees with paid time off to volunteer at their organization of choice. Provide recognition with “surprise” thank you gift certificates to a local cafe or restaurant. The “thank you” does not have to be a big dollar amount – just the recognition can go a long way.

3. Seek feedback from customers as you seek referrals
With marketing budgets pinched, many business owners are taking a fresh look at ways to gain new sales by winning referrals from existing customers. One of the most effective methods is to seek feedback from existing customers on the quality of your products and services, and on your pricing. Tell customers directly that you want to do whatever is necessary so that they will be so pleased that they will recommend your company to their friends and colleagues. Listen to their suggestions on how you can improve. And when you’ve followed through on their advice, check back with them. If you know of a good prospect, ask your existing customers if they know her, and can introduce you to her and recommend you. One advantage of this approach is that it helps you get the feedback that you need to improve your service, even as it brings in new business.

The small-business sector typically leads the U.S. economy out of recession, and that pattern seems to be holding up in the current downturn. Leveraging tips such as these will be key to surviving the toughest business conditions in more than half a century.

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America’s Retirees Working to Protect Health Care Benefits They Earned

(ARA) – Retirees and baby boomers throughout the nation are wondering with great trepidation, what would happen to them if their health care coverage were simply taken away?

Many fear that the current economic crisis in America will speed up that process. It has already occurred with retirees of some of America’s largest corporations, and municipalities are threatening to follow suit. According to Paul Miller, executive director of the national retiree advocacy group, ProtectSeniors.Org, the situation is as dire as the bailout was for the auto industry, Wall Street and America’s major banks.

“There are currently an estimated 18.5 million American retirees and baby boomers in the United States with health benefits being significantly threatened,” Miller says. “If cancelled by the corporations they once worked for, most would be dumped into the federal and state healthcare systems. In effect, this means their former employers would be getting an additional back-door federal bailout at the expense of the taxpayer.”

The health care coverage Miller is referring to is earned retiree benefits that tens of millions of Americans earned and paid for during their working years. He says that for whatever reason, many corporations never actually set that money aside and are using the current financial turmoil to threaten the cancellation and further reduction of these benefits.

Much of his organization’s hope is placed on a bipartisan legislative proposal– titled the Emergency Retiree Health Benefits Protection Act in the 110th Congress — which gained the support of 88 bipartisan co-sponsors. The bill would prohibit employers from making post-retirement cancellations or reductions of health benefits that retirees had earned.

“Companies would be made to live up to the financial commitments made to their employees and retirees, and most importantly, would do so without placing mandates on the employers as to what health plans they provide or monetary ceilings on the amount of health benefits”, Miller says.

Behind its efforts, ProtectSeniors.org has harnessed the support of retirees from 285 companies, 36 unions, 76 municipal, state and federal retiree groups, in addition to 14 retiree associations.

“Lately, economists, talk show hosts, journalists and even politicians have been blaming America’s retirees and union workers for the economic downturn, calling our earned retirement health coverage legacy costs and burdensome,” says C. William Jones, a retiree from Verizon Communications and president of the 100,000-member Association of BellTel Retirees. “I, and tens of millions of retirees like me, worked decades to earn those benefits, taking less pay and forgoing days off to fund them. For companies to now imply that retirees are a liability to them and America is morally offensive and absolutely inaccurate.”

Advocates of the legislation argue that over many years, companies used the promise of post-employment health care coverage to induce employees to stay with that employer or, in some cases, to take early retirement. Companies did not agree to pay retiree benefits out of the goodness of their hearts or social well-being; there were significant financial benefits and tax breaks for them. They further explain that employers benefited financially by not having to pay Social Security and payroll taxes on these benefits.

“Funding these benefits could be deferred by companies in years when earnings were low, unlike payroll that must be paid on time,” Jones says. “Since pensions are based on a percentage of wages, companies also saved on long-term pension costs.”

University Of Alabama School Of Law Professor Dr. Norman Stein, an expert on the nation’s Employee Retirement Income Security Act (ERISA) pension law testified in favor of the proposal at a congressional hearing in the fall, saying Congress should pass legislation “that would make it difficult or perhaps impossible for an employer to terminate retiree health benefits after an employee has retired.” The long time advisor to AARP and the Pension Rights Center argued, “Congress could try to level the playing field for employees with clear, reasonable and consistent rules.”

Just last year the U.S. Supreme Court and ‘Equal Employment Opportunity Commission ruled that it is legal for companies to reduce or eliminate earned health benefits for retirees ages 65 and over, due to a loophole in the ERISA pension laws.

Acting to close that loophole with legislation to protect America’s retirees, Rep. John Tierney (D-Mass.) says, “Unlike pension plans, ERISA does not impose mandatory ‘vesting’ requirements with respect to health benefits. Consequently, many courts have upheld that there is no legal protection for employees. (The Emergency Retiree Health Benefits Protection Act) remedies this and ensures that the reasonable health benefit expectations of retirees from ERISA-sponsored regulated group health plans are fulfilled.”

“America’s retirees are not here asking for a handout or a bailout,” Miller says. “We merely want companies to live up to the promises they made. Give us the health benefits we earned and paid for over decades of loyal service.”

To find out more about ProtectSeniors.Org advocacy call (202) 434-8193 or visit www.ProtectSeniors.Org.

Courtesy of ARAcontent