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It could not specify how many were granted before the federal visa cap was reached in March or after the extra visas were made available nationally in July. “We are concerned about the number of workers. The number of jobs available now and the number of people don’t match up,” said Diane Johanson, director of government affairs at the Maine Tourism Association. One in six Maine jobs is in tourism, some 106,000 in 2016 alone. About 10 percent of the 77,000 employees in restaurant and lodging in the state are visa workers, according to the Maine Innkeepers and Restaurant Associations. Leisure and hospitality employment rose this year, with July and August each up 4 percent over the same months in 2016. Employment typically nudges down in the fall, with 7,000 fewer jobs in October compared with September. Still, Smith and others said the workforce remains tight. The Trump administration also has hinted that another program heavily used by Maine businesses, the J-1 visa for students, may be under scrutiny over concerns that people overstay their visas . Smith said he’s worried about potential changes to the H-2B and J-1 programs that might curb employee numbers going forward.
For the original version including any supplementary images or video, visit https://bangordailynews.com/2017/10/09/news/foreign-worker-shortage-still-hurting-tourism-industry-during-busy-fall-season/
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"It is a far cry from the norms we saw in foreign worker dormitories less than a decade ago," he told some 300 government officials, employers and workers at the event. He also highlighted how Aspri worked closely with companies in the process, construction and maintenance industry as well as government agencies and the dorm developers to meet industry needs through the dorm. "This model of collaboration...is the way we must keep tackling challenges faced by industry - speeding up innovations, transforming productivity, ensuring employees' interests are served and opening up new markets," he said. Aspri president, Mr Charles Quek, said the association has raised the number of training hours it delivers to 125,000 a year at the integrated training centre, up from 30,000 a year at its old facility. It hopes to ramp that up to 400,000 hours over the next three years. "We work closely with plant owners and the government to come up with training curriculum, and can develop new courses that suit industry needs," he said. Mr Tony Bin, executive director of accommodation at Centurion Corporation - which jointly developed the 1.5ha dorm site with Lian Beng Group for about $200 million - said he hopes it will show the many multinational companies on Jurong Island that Singapore has good quality migrant worker accommodation, and will "put Singapore on the map" in terms of caring for migrant workers. "Our hope is that our residents will leave Singapore with more than just their hard-earned money, but just as they have helped Singapore, so too we hope they have also tasted the goodness of our society towards their efforts and will have fond memories of Singapore and Singaporeans," he said. Employer Dan Chua, director of engineering and maintenance firm CYC International, said he moved 45 of his staff who work on Jurong Island to the dorm, from their previous accommodation in Woodlands, saving them two hours of travelling time each day. He said his workers also benefit fromthe subsidised courses and 48 hours of free training that residents receive each year. His workers have attended English and computer courses, among others.
For the original version including any supplementary images or video, visit http://www.straitstimes.com/singapore/dormitory-and-training-centre-for-jurong-island-foreign-workers-officially-opens
The BBC reported in October that its gender pay gap was 9.3%, but that may be because more men are in senior jobs than women. The chart above shows the number of cases about equal pay in employment tribunals that have reached conclusions. What it does not show is the outcome of those cases. The Ministry of Justice publishes figures for the outcomes, but they are not as much help as you might expect. Since 2011, so few cases were successful at a hearing they were recorded as 0%. But, on the flipside, the proportion of cases recorded as unsuccessful at a hearing was also 0%. A large proportion of cases are "dismissed upon withdrawal", in other words the employee and employer either came to a conclusion away from the tribunal or the employee withdrew, and in those circumstances the results are not made public. So we don't know how often genuine cases of unequal pay occur. No other area of complaint has this feature at tribunals - discrimination on the grounds of age or race or disability all have at least a small proportion of cases decided one way or the other by the tribunal. It turns out that demonstrating that jobs are equal is such a difficult and drawn-out process that very few cases are ever decided at tribunal level. "The procedures that have to be followed in equal pay cases are so complicated that people settle," said Caroline Underhill from Thompsons Solicitors.
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