According to California Chamber of Commerce President and
CEO Allan Zaremberg and executives from nearly 40 local chambers of commerce around the state,
immigration reform is critical to California’s economic certainty and
Zaremberg calls for leadership from California’s
Congressional delegation on immigration reform in the latest edition of
CalChamber News, a video series that focuses on critical issues for job
creators. The latest installment, “Immigration Reform,” was released Friday.
A skilled talent shortage continues in the United States,
and immigration reform is an essential component of solving this problem. As
almost 40 percent of U.S. employers continue to have difficulty finding skilled
talent and filling vacancies, according to the eighth annual Talent Shortage Survey from ManpowerGroup. The
skilled employment gap, whether high- or low-skilled jobs, is projected to
continue as many baby boomers retire and additional jobs are added in certain
For instance, the U.S. Bureau of Labor Statistics projects
3.6 million low-skill jobs will be added in the health care and food service
industries between 2010 and 2020. But the Census Bureau estimates that only 1.7
million Americans age 25 to 54 will enter the workforce during that period;
leaving a 1.9 million-person gap.
The CalChamber and a growing coalition of 40 local chambers
of commerce support comprehensive reform principles, including a temporary
worker program that meets the needs of employers for both high- and low-skilled
jobs that cannot be filled by U.S. workers.
On June 27, California’s two U.S. senators — Dianne
Feinstein and Barbara Boxer — joined with more than two-thirds of the U.S
Senate to pass comprehensive immigration reform.
“While I am heartened that the Senate has taken action, we
must continue the fight to get immigration reform done this year,” Zaremberg
said following the vote. “This is one of the most compelling challenges of our
time. America — and particularly California — cannot compete and win in a
global economy without attracting and retaining a talented workforce of big
Other comprehensive reform principles supported by the
Strong border security without jeopardizing
trade with Mexico (California’s largest trading partner)
An Oscar-winning movie was the backdrop for a recent federal
court decision that serves as a strong caution for employers. A federal court ruled that two
unpaid production interns on the set of the movie “Black Swan” actually “worked
as paid employees” and were misclassified as unpaid interns.
The complaint was filed by Eric Glatt and Alex Footman, and alleged
violations of federal and New York wage and hour laws. “Fox Searchlight’s
unpaid interns are a crucial labor force on its productions, functioning as
production assistants and bookkeepers and performing secretarial and janitorial
work,” the interns stated in their complaint. Fox Searchlight “has been able to
reduce its film production costs by employing a steady stream of unpaid
The court ruled that the workers were not bona fide interns, but actually
employees performing the same types of tasks that paid production assistants
performed. The court looked at a variety of factors to find that the workers
were not interns:
There was no internship experience structured to
benefit them. Although the two production workers received some benefits, such
as resume listings, job references and an understanding of how a production
office works, these benefits were the same as any other employee would obtain
and were not the result of an internship intentionally structured for their
The workers did not receive any formal training
or education during the internship
The workers performed basic administrative tasks
that would have been performed by regular employees, such as filing, taking
lunch orders, removing garbage and running errands
Do you have unpaid “interns” working for you this summer? HRCalifornia subscribers can turn to the HR Library’s Interns page and this easy to follow Q&A for guidance. Not a subscriber? Start a Free Trial now.
Almost 40 percent of U.S. employers continue to have difficulty finding skilled talent and filling vacancies, according to the eighth
annual Talent Shortage
Survey from ManpowerGroup.
ManpowerGroup is one of the world’s largest recruiting companies and released the Talent Shortage Survey earlier this year.
ManpowerGroup surveyed nearly 40,000 employers in 42 countries, including more
than 1,000 U.S employers.
In some good news, the percentage of U.S. employers
reporting difficulty finding people with the right skills did decrease
significantly from last year:
2013: 39 percent
2012: 49 percent
U.S. employers still report more difficulty finding skilled talent than their global counterparts, 35 percent of which report difficulty
Employers in the U.S. report that skilled trades are still the most difficult to fill, and results from the survey show the following as the top 10 hardest jobs to fill:
Accounting and finance staff
Finally, U.S. employers reported several reasons for having trouble filling open positions:
48 percent said candidates lack
technical competencies/hard skills
33 percent said candidates lack workplace
32 percent said the problem is a lack of or no
Employers said they used a variety of approaches to dealing with difficulties in finding talent and filling key positions:
Expanding training and development for existing
staff (23 percent)
Recruiting more from untapped talent pools (20
Appointing people who may lack skills but have growth
U.S. Citizenship and Immigration Services (USCIS) announced Friday,
April 5, that it received a sufficient number of H-1B petitions to reach the
statutory cap for fiscal year (FY) 2014.
USCIS said it also received more than
20,000 H-1B petitions filed on behalf of persons exempt from the cap under the
advanced degree exemption.
USCIS announced that it will no longer accept H-1B petitions
subject to the FY 2014 cap or the advanced degree exemption, and that more
detailed information about the H-1B cap will be provided this week.
While we may provide information about laws and regulations, the information should not be construed as legal advice. Because CalChamber does not provide legal advice, we cannot discuss the application of law to your specific circumstances.