Saturday, April 28, 2018

Protection from Killer Companies

April 28 (today) of each year is recognized as Workers' Memorial Day, a day that honors workers who have died on the job. The Occupational Safety and Health Administration (OSHA) was also established on this day in 1971. Notwithstanding, Workers' Memorial Day is in fact similar to Memorial Day, which honors Americans who have lost their lives in military combat...

The hostility to which some employees are subjected is no less daunting than a battle ground. While typically this day is imputed to employees who have died resultant of accidents, all employee deaths are not accidents. I informally interviewed a group of labor pool employees who acknowledged that they had been given clemency, or had negative incidences removed from their criminal records in exchange for murdering select individuals...

A killer company isn’t one necessarily that literally kills, however, although some companies literally do, a taboo subject that has been too long avoided. Some suspicious company deaths have made headlines only to be brushed under the carpet. It's something that people just don't talk about, though they typically know about it, have participated in murders or attempts, and/or live in perpetual fear of being murdered by their current and/or previous employers...

Technically speaking a company itself is a neutral entity that shouldn’t suffer necessarily because of the actions of its owner, managers, or employees. Companies are responsible, however, under the doctrine of respondeat superior, particularly where it can be demonstrated that a manager or owner was aware of abusive or malicious behavior towards employees or other individuals and took no corrective action...

A killer company is one that condones or endorses physical and/or emotional violence against employees or consumers and/or their family (minor children in certain instances) or friends. Killer companies have been responsible for the financial ruin, homelessness, and deaths of employees and/or consumers, etc. who have committed no wrongs...

The culprit(s) may have simply coveted the employee's intellectual properties and/or the employee was targeted because of a current or past romantic relationship, or over their physical appearance, or any of a number of reasons. In situations where employees have violated company policies in some manner or another, they should not be murdered. Their behavior should be appropriately addressed...

Managers or general employees of companies found guilty of conspiring to murder employees and/or members of their families or friends should be subject to appropriate judicial or legal punishment and removed from any positions where they are empowered to harm employees and/or consumers.

Employee Turnaround Day

Years ago when I was a student at the Atlanta Job Corps Center I was erroneously placed on a work-base learning assignment in the campus cafeteria though I was a Business Clerical major who'd definitively mastered the trade. After helping to chop hundreds of cabbages and helping in other capacities, I developed a great respect for those who routinely worked the job. I was eventually placed on the company switchboard at the AJCC for work-base learning, and my very first full-time job was as a receptionist/concierge at an Atlanta residential community where I worked for nearly a decade. I never forgot the mix-up, however. This experience inspired an idea that I contrived for an official employee turn-around day, a day on which employees would switch jobs within and/or between companies for the purpose of placing themselves in the shoes of and developing respect for and/or insight into others' work. For example, a company CEO could switch jobs with a production worker, that is if the CEO has never worked in production. An official employee turnaround day would give companies insight into how they can improve every element of their businesses. Of course not everyone's job is laborious or esoteric. There would be something to learn from each experience, however, if nothing more than the fact that every employee's contributed effort makes companies work, and advancement is practical for everyone.

Friday, November 17, 2017

Streamlining FedEx Hand...ling Processes, etc.

I have been working at FedEx Express for more than three months and counting now. This means that I've earned and received my complete set of FedEx uniforms, something that I've learned is a major accomplishment due to the laborious nature of work at the company. Plus, the "stretch and flex" warm-up before each shift closely resembles and feels like a mini work-out. Do not believe for one minute simply because of the vast number of FedEx employees you see wearing the traditional uniforms that the work is easy. These are some of the hardest working individuals on the planet, literally. I, like many others, wanted to leave my first day. I was in so much pain that I could hardly move anything but my eyelids the next day, and, for the first couple of months, I'm certain that I walked something like Mr. Macafee from the comedic television series "In Living Color." I definitively was not the only one. Working for FedEx should qualify as basic training for the military, an understatement, depending on where specifically you're working. Shout out to especially all of the FedEx amazons (strong women). Over time I've become stronger and stronger, like any employee who has worked for the company for any significant length of time. I've lost more than twenty pounds, not dieting. Many have left. I wanted and have been determined to stay a while to learn and experience more of the FedEx culture. I wanted to have an impact, that of articulating methods for improving the company and other similar companies and the working conditions for their employees.

FedEx, which is headquartered in my hometown of Memphis, Tennessee, is a humongous company. The fact that employees are driven around its campuses in shuttles and there is yet a substantial amount of walking involved in getting to and from the varied work sites attests to this. Needless to say, the considerable amount of walking in composite or steel-toed shoes that FedEx employees are distributed and required to wear takes a toll on employees’ feet, particularly when the noted shoes are new or when they are not broken into, and considering especially that FedEx employees must stand throughout the duration of their shifts. It is among the reasons, I’m certain, that FedEx’s turnover rate exceeds 90% (despite the company’s great benefits), which creates mega challenges for FedEx’s HR personnel, I'm certain. Mail and courier delivery is an essential service, however, and those who deliver should work smart and efficient with the least possible hardship. Changes to the FedEx campus would enable this, while improving processes and decreasing likelihood of employee injury and damage to freight and company costs for replacing damaged items and nursing injured employees.

Re-Designing the Matrix and other Elements of the FedEx Campus

Delivery of Freight Directly to Planes (and Freight Trucks) via Conveyor Belts

Freight should and can be sent directly to proper airplanes via conveyor belts* within enclosed bridges with proper central heat and air ventilation (*Portable conveyor belts should additionally be utilized in all freight trucks to facilitate the loading of freight). Loading and driving cans and other freight containers to and from planes is not only excessively laborious, it is a flawed and unnecessary system. Yep, FedEx could do away with all of their cans and all of the tugs that move them. They should preserve a few cargo vehicles, however, in the probably unlikely event that a conveyor belt extending to a plane completely malfunctions and could not be immediately restored. Employees who screen and/or sort packages coming into the planes via the noted conveyor belts would be stationed in vestibules near the planes' entrances.

The noted vestibules would be grounded and each would have an elevator for carrying employees to and from their work areas and for carrying packages erroneously sent to any plane down to an awaiting cargo vehicle for delivery to its proper locality or back to the matrix for re-loading. Employees who facilitate plane loading processes would be driven to and retrieved from the planes where they’ll work via company shuttles. FedEx employees would no longer be required to work in cold and inclement weather—Not even FedEx's quality winter apparel (insulated coats and snowsuits, hoodies, etc.) are enough to shield employees from extreme cold; and, because tugs are uncovered, tug drivers are drenched when it rains. Drenched in rain in frigid temperatures is worse, when none of this need be...

FedEx employees would neither have to lift and carry lofty packages several feet to a can, a repetitive motion that is likely the source of most employee injuries. The prescribed system would only require FedEx employees to load packages onto the conveyor belts, to double check packages coming down conveyor belts into the screening area of each plane to be certain that they have been sent to the proper plane, and to shift portable conveyor belts to which the packages would be routed that would gently drop and stack the packages into proper areas of each plane, in a manner similar to the conveyor belt in this video.

Smart  Scanners and/or Smart (Sorting) Conveyor Belts

Smart scanners and/or smart (sorting) conveyor belts that push packages with barcodes that are bound for like destinations down the same conveyor belts to the appropriate FedEx airplane would be the core of streamlining FedEx handling processes. A smart (sorting) FedEx conveyor belt would be similar to the one in the following video.

Perhaps in the near future FedEx and similar companies will utilize perfected/automatic plane and truck package loaders and/or stackers that are similar to the one in this video:


Another and Perhaps Better System

Another and perhaps better system of streamlining FedEx processes would be to transport filled freight cans from the matrix into airplanes via sturdy and movable side arms on conveyor belt tables. The noted side arms would initially deliver attached plane cans* to package hand...lers in their designated work areas, noting that the middle area of the conveyor belts would transport freight to be canned. *Once a plane can reaches the locality of its designated package hand...ler, it would lock into place. If it is a square can, it would be lowered to the floor for loading with the opening facing upward while yet attached to each side of the conveyor belt tables. If the can has a curvature, it would be lowered into a cradle of like shape and size with a stand that rests on the floor. Freight would be automatically pushed into its respective can via smart scanning technology. Larger cans should have a side or top door for hand...lers to enter the cans while they are on the floor in an upward-facing position and properly shift and align stacked packages.

The package hand...lers would only maneuver the freight until it is appropriately positioned in each can; they would no more have to lift and carry packages to the cans. Once a can is filled to capacity, the package hand...lers would press a button that would re-lift it onto the previously noted movable side areas on the table of each conveyor belt. The conveyor belts would deliver the filled cans in the order in which they should be loaded to the side door of each plane into which the cans are traditionally lifted. At this point the cans would clamp onto a rail that would move them to their respective slots on their designated planes. This system would additionally enable discontinuance of tug driving. This too would mean that employees would not be exposed to the elements—inclement or extreme cold or hot temperatures—because all FedEx processes would be indoor in a properly heated and air-conditioned environment.

The areas of the matrix that are traditionally opened to allow for the driving of tugs would be permanently closed because there would be no need for tugs, since the cans that are loaded into the planes would be delivered directly to them via conveyor belts.

How to Extend Conveyor Belts to Planes

Because FedEx airplanes are typically lined up in juxtaposition to one another, it would not be practical to build bridges that would house the conveyor belts on a straight path. It would be practical to extend a curvaceous conveyor belt within a curvaceous bridge to each plane. The exit base of the conveyor belts from the matrix would be situated in front of the planes, with each conveyor bridge/belt curving around to the side door of each plane...

All of the planes that are not aligned in rows or that are randomly situated on or near FedEx runways would be aligned in rows before a conveyor bridge base with an equal number of conveyor bridges that would extend to each plane.

Designated employees would drive golf carts up and down each side of the conveyor belt tables within each bridge to make certain that packages have not fallen or gotten stuck. The stated employees would retrieve any packages that have fallen or gotten stuck and place them back onto the conveyor belts.

The Prescribed and/or a Similar System is indeed Practical

Perhaps certain elements of either of the systems that I have prescribed for streamlining FedEx processes will be implemented; perhaps someone will come up with a better system. In any event, FedEx and similar companies should work to perfect the manner of technology that I've hear prescribed until it is perfected. I'm certain that this is practical.

A Few More Lavatories Please...

FedEx provides plenty of liquids to its employees to prevent dehydration during the routinely rigorous work days and nights; accordingly, lavatories should be readily available for these workers to utilize when they need to. They should not have to wait significant lengths of time to relieve themselves and/or walk significant distances to use the restroom, which is precisely what many FedEx employees must do... Every employee should have a restroom within a reasonable distance of their work area. This requires installation of additional traditional and/or portable toilets and stalls where essential. An ideal location for an additional restroom is near the East Exception Slide. This would enable employees who work in this and/or the downstairs West Non-con area and who enter the Hub Café via the nearby entrance an opportunity to utilize the lavatory and/or wash their hands... prior to purchasing and eating their meals.

Solidifying of Matrix Ceilings/Roofs...

On any random occasion, freight can be and is periodically ejected from conveyor belts during twists and turns; when this occurs, employees and others on lower level floors are at risk of being hit by the falling freight because a vast percentage of what should be a solidified floor/ceiling is a net-like material that is torn in various spots, and has been purposely torn in many instances to free trapped packages...

A solidified ceiling/roof would enable walking over these particular areas to retrieve any ejected packages. Heightening the sidewalls of conveyor belts would help to prevent freight ejection, though the solidifying of matrix ceilings/roofs would offer definitive protection.

Getting Employees to Work

Until and after FedEx and other companies have created a significantly robotic workforce, all employees will require sufficient means of getting to and from work. Rapid rail proliferation and employee ride sharing programs are ideal means for many employees and employment candidates to get to and from work.

A Federal Express Rapid Rail Stop

First and foremost, Memphis would need to acquire a rapid rail system, or incorporate a said system into MATA. A Federal Express rapid rail stop should be incorporated into the main screening area of the Fed Ex Express campus to facilitate employees' commute to and from work. Many employees walk a significant distance to Fed Ex. This trek is in the dark for those employees who work overnight, and in the cold for those who work during the cold or winter seasons...

Extending the Hours of Public Transportation to and From FedEx, etc.

MATA should work with FedEx and other synonymous companies to extend public transportation hours and/or to implement earlier start times for buses and rapid rail, futuristically, for the purpose of accommodating employees lacking transportation otherwise.

Employees who rely on public transportation should not be required to wait an hour or several hours for buses and/or trains to start running, and, again, no FedEx or other employees should be forced to walk significant distances, especially not in the dark, to avoid an hour or several hour wait until the city buses are up and running again.

Around-the-clock businesses could incur a conservative increase in their business taxes that would fund the synonymous buses and trains extending their service hours and/or running around-the-clock for the purpose of facilitating the employment of third shift employees.

A FedEx Ridesharing Program and App

FedEx could additionally implement its own ridesharing program and app via which FedEx employees could join or create car pools to and from FedEx campuses and share or decrease their costs of commuting to and from work.

Best Practices for Now

Installation of Industrial Plastic Strip Curtains

Industrial plastic strip curtains should be installed at every point where tugs and cans enter and exit the matrix and other work areas on the FedEx campus, noting that the curtains needn't be installed at internal entrances and exits. These curtains are drive-through and help to regulate temperatures and save energy costs. They must be routinely and properly cleaned to maintain visibility, however. For added security, cameras/big screen monitors juxtapose lights for use during night shifts could be placed above the subject entrances and exits to further magnify persons and/or objects to others on each side of the noted curtains. Additionally, arrows could be drawn on the floor or ground near the curtains reminding drivers to drive on the proper side of entrances and exits, and "No Pedestrian" signs and those advising drivers to proceed slowly and cautiously through the noted curtains should be mounted.

Utilization of Hydraulic Table Carts

Hydraulic table carts should be utilized by individual employees to manually remove significantly heavy packages from conveyor belts and transport them to cans. They should additionally be utilized when necessary to further move freight within an airplane or freight truck.

Safe and Effective Manual Moving and Lifting Techniques

Traditional safe lifting techniques should be revisited, particularly where routinely lifting multiple lofty packages is concerned. Team lifting every heavy package is not always practical in a high volume freight work environment where everyone has their own work to do. Routinely lifting with leg muscles or knees, other than in a manner that I'll here prescribe, can cause serious injury and/or exacerbate existent injuries...

Until the prescribed changes are implemented, if they ever are, there are varied techniques that I've discovered for easily and safely moving and lifting heavy packages. These include package walking, rolling, tilt and push-up methods, and knee lifting, etc...

Package Walking

Walking a package involves alternately moving each side of a package forward in alignment with one's foot steps. This technique allows for moving heavy packages that would ordinarily be very difficult to move.

Package Sliding and Rolling...

Package sliding is literally sliding a package and package rolling is literally rolling... a package to a can after removal from a conveyor belt (package rolling is, of course, only applicable to non-fragile packages).

Tilt and Push-up Methods

The best way to manually place heavy packages into cans is via a push-up method. This involves pushing a package into a can rather than wholly lifting and placing it there. The top half of the package is tilted over the top of the floor or bottom of the can and pushed into the can via lifting the package from its bottom.

It is practical to safely lift even extremely heavy packages via extensive tilting, or pulling a package as closely away from a can as possible and tilting and pushing it into the can. If a package is too short and too heavy to lift by traditional means, turning and tilting it on a corner could heighten it enough to push it up into its can; if not, it is simply imperative to ask for help.

Knee Lifting

Knee lifting involves partially lifting a package to the knees and using one's knees to push the package into its can.

Package Mounting

Package mounting is rolling and/or lifting a heavy package onto another to slide or place it into its appropriate can.

Addressing Employees' Feet and General Health

Rest Chairs For Package Handlers

Rest chairs could be provided for package handlers to rest during interval periods of package flow, considering especially that they are not provided breaks. Of course, a majority of the time the package handlers would be on their feet and should not miss a package that they should retrieve from the conveyor belts. There are varied intervals or spacing between some packages that would allow employees brief and sufficient time to rest their feet...

Benches for FedEx Shuttle Stops

FedEx workers should get as much feet rest as possible prior to and after their shifts. Accordingly, sheltered and unsheltered* shuttle stops should have benches for employees to sit while waiting for shuttles.

*Unsheltered shuttle stops should additionally have markers indicating to employees precisely where each is located. This would save time because it would encourage employees to walk to their nearest official stop in lieu of shuttle drivers retrieving employees wherever they happen to park.

Shuttle Drop-off and Retrieval of Employees Near their Specific Work Areas. 

For health and safety reasons, FedEx employees should be dropped off and picked up as close as possible to their work areas. Their walking from the hub administration area poses the same risks that are posed when walking to and from work areas outside of the bridge at the second shuttle stop.

Employees are readily exposed to often a vast number of roaming tugs that could hit and injure them. Employees with injuries or who are tired and/or aching from working a shift are forced to take the extensive trek through the bridge extending from the second shuttle stop, though, trust me, they do not feel like it.

Courtesy Work Spot Shuttles

Courtesy work spot shuttles, or smaller shuttles that are capable of carrying multiple employees, should be commissioned to carry employees in need of the service to and from their work spots to larger shuttles or to the main screening area to further alleviate excessive wear and tear on employees' legs and feet.

Formalizing and Sheltering the Employee Drop-off and Retrieval Area Near Visitors' Parking

FedEx's employee drop-off and retrieval area should be formalized or equipped with seating and courtesy phones—considering that non-managerial FedEx employees are not permitted to carry cell phones into the work areas and many do not utilize or are not familiar with the process for utilizing FedEx cell phone lockers, and no one I've asked knows anything about it at all. Though there are courtesy phones and seats near the screening area, they are too far from the employee retrieval area. Employees could not readily make or receive calls from their Uber, taxi, or other rides. The FedEx security officer in the visitor/employee drop-off and retrieval area does not typically allow employees to make or receive calls via the phone in their guard shack, though they should. FedEx's employee drop-off and retrieval area should too be indoor and/or sheltered to shield employees from cold and inclement weather while waiting to be picked up.

Residential Pick-up and Drop-off of Qualified FedEx Employees via FedEx Shuttles

FedEx should extend their shuttle services to pick up/drop off employees who reside within a certain distance of their facilities. Employees lacking transportation should not be forced to walk what would be a considerable distance on foot, particularly not in the dark and/or during inclement weather.

FedEx Apartments

Another way to secure coverage and particularly employees with transportation challenges is for FedEx to incorporate employee apartments onto its campuses. FedEx could offer the apartments for discounted rates and deduct rental costs from employees' pay. The noted apartments could be furnished and/or unfurnished and rentable by lease or by the day or month. The children of FedEx employees residing in FedEx apartments would be bussed to local schools, and/or FedEx could optionally create its own schools or childcare programs for its tenant and other synonymous employees.

FedEx Employee Weight Management Programs and other Health Initiatives

...Unnecessary laborious practices at any company should not exist for the exclusive purpose of providing exercise to employees. There are more intelligible methods of improving employee health, like implementing company weight management programs, i.e. campus gyms, healthy cooking classes, and/or creating and distributing a company newsletter with employees' paychecks at least once monthly that would discuss the importance of good health and methods of accomplishing it...

Leveled Parking

Incorporating leveled parking near primary entrances would allow most if not all employees to park closely to employee entrances, saving the time that it takes to wait for shuttles, which require significant use of fuel and upkeep.

Re-drawing Margins Near the Memphis FedEx Express Entrance Near the Visitor Parking Area

Parking margins near the Memphis FedEx Express entrance that is near the visitor parking area should be re-drawn to prevent the near-collision of vehicles that are already in the parking lot, or those traveling in the outer lane of parking slots on this side of the parking lot, with incoming traffic from Democrat Road...

Securing Security

FedEx employees should really be required to swipe their employee badges or, more preferably, to scan a finger to get into the employee parking lot. This would make it impossible for any unauthorized persons to enter the FedEx employee parking lot.

FedEx Staff Radio Earplugs

FedEx staff radio earplugs should not only be noise filters, they should be radios that staff could listen to during their shifts to make work more enjoyable. Shift management and employees could additionally utilize said radios to communicate with one another, i.e. to better hear what is being said during shift meetings, and to readily locate any employees wearing the plugs...

Code-Listing Digital Signage

In lieu of or in addition to code print-outs, digital signs listing all codes for specific areas should be mounted above hand...lers' sort areas for the purpose of readily notifying each hand...ler of any changes in code designation. Digital signs are additionally an excellent way to communicate other information to employees...

FedEx Employee Profile Pages

Incorporating an employee profile page into the FedEx website would help FedEx really familiarize itself with its employees, and it would help FedEx employees per se to familiarize themselves with and befriend one another based on expressed interests. FedEx employee profile pages would provide a platform for each employee to upload and/or share their photographs, job titles and descriptions, personal interests, and biographical information...

FedEx Undercover Boss

FedEx should have its own Undercover Boss initiative via which they'd surprise deserving employees with needed personal and other resources and incentives. FedEx could learn of employees' needs and wants via FedEx employee profile pages, etc.

How to Utilize Newly Created Space

Newly created space on the FedEx campus that would be resultant of eliminating tugs and cans other than those that are loaded onto FedEx planes could be utilized a number of ways. For one, it could be utilized to create or proliferate formal departmental meeting and break rooms for pre-shift meetings, stretch and flex, and qualified breaks. The noted meeting and break rooms should be equipped with tables and chairs, vending machines, lavatories, sinks (for the washing of hands... prior to meals) and lockers for storing employee belongings. Newly created space could additionally be utilized to create or build a FedEx campus arena for all-staff meetings and entertainment.

A FedEx Campus Arena

A FedEx campus arena would be utilized for interactive all-staff meetings* (not merely for departmental meetings), routine pep talks by varied motivational speakers, and entertainment, i.e. free or discounted concerts, et cetera. *Audience participation microphones could be installed in the arm rests of arena seats for the purpose of allowing FedEx employees to provide feedback during staff meetings. The audience participation microphones could be locked into the arm rests and/or silenced during events where they would not be utilized. Periodically having employees' favorite recording artists to perform and provide a word of encouragement in appreciation of the hard work that they routinely perform would be an awesome and welcomed treat. Employees could be distributed a certain number of complimentary or discounted tickets or purchase their desired number of tickets until they are sold out. The FedEx campus arena would too market concessions and synonymous promotional paraphernalia—FedEx and that of visiting speakers and entertainers; FedEx could additionally affiliate market the stated items via its website for specified or indefinite periods of time, and offer discounts on shipment of those items. The FedEx campus arena would be a small-scale version of Memphis's FedEx arena that would be exclusively for FedEx employees and their guests, for certain events...

A FedEx Innovation Committee

FedEx and every company should have an innovation committee via which it monetarily rewards employees for submitting plausible ideas for improving the company. I was employed for a company that has a monthly innovation contest and another with an any time "bright ideas" program. Feedback from employees who work or who have worked in the company can frequently be more valuable than that of professional consultants...


Streamlining FedEx hand...ling processes and those of other courier delivery services would accelerate and improve productivity while saving FedEx, etc. billions of dollars each year in costs for fuel and upkeep of tugs, in replacing damaged freight, and in nursing and/or replacing injured employees.  

Sunday, August 27, 2017

Doctors Should Work Normal Hours

My little girl has expressed interest in becoming a doctor and/or a Power Ranger. Prayerfully, she'll definitively decide to become a doctor. My disinterested* teen son, who was fairly recently invited to join a prestigious STEM program at East High School in Memphis, was placed in a health science vo tech program at his current school due to his strength in math and science...

*My son is not too thrilled with the idea of spending eight years in college. He is rather interested in a bachelors degree in Computer Science.

I have personally fiddled with the idea of becoming a doctor myself. I recalled, however, how I, for several years, worked as much as a doctor (for a four-year period, I actually worked two full-time jobs - second shift and overnight - and averaged about ten hours overtime at each job, which meant that I was working on average about 40 hours more per week than the average doctor juxtapose attending college)...

I essentially did not have a life, even when I'd gotten down to the one job where I was still working considerable overtime whenever co-workers called off and/or whenever I was required to stay over as an acting lead when employees from the shift succeeding my own decided to call off work, if I could not secure coverage.

The more I thought about how I'd lacked a quality of life spending most of my waking hours working so much, the more I steered away, though never completely discarding the idea of becoming a doctor or licensed holistic practitioner, and/or medical researcher/writer.

...When you think of it, there is no earthly reason why any doctor shouldn’t be able to work a normal 40 hours per week, like any other professional. Doctors enjoy comfortable salaries that actually avail them the privilege of not having to work extensive hours to make ends meet. Moreover, they have relief with whom they should equally divide a 24-hour day if they work in a hospital...

Those with private practices can too work normal hours and allow nurse practitioners who they might have on staff to resume the duties of medical provider once they have put in their daily time. If a doctor works overtime and/or on-call, it should be because they want to, not because it is required.

Doctors, like everyone else, should have a work-life balance. They, like everyone else, need proper rest for optimal health and professional performance. In acquiring it, they set the good examples that they preach.

Shiftgig, a Staffing Agency that is Similar to a Concept that I Contrived for a World-wide, All-Industry and All-Shift Extemporaneous Staffing Agency/Website

Shiftgig is similar to a concept that I contrived for a world-wide, all-industry substitute employment system. Shiftgig is limited in scope, however, considering that the system that I have in mind would be an agency that all or most companies in the world would subscribe to on a when-needed basis, and without said agency monopolizing the staffing industry. When I contrived the concept that I have in mind, I thought of the many times that I was required to serve as a 3rd shift acting lead Residential Advisor at the Atlanta Job Corps Center on my supervisor's off nights. Acting lead meant not only being the ultimate decision-maker on shift, it also meant providing coverage for the succeeding shift if there were any call-offs. There were frequent call-offs, and on any occasions that I could not secure coverage I'd have to stay over until one of my un-scheduled superiors arrived to relieve me. I also thought of the SmartFind Express system that I'd utilized to accept assignments as a substitute paraprofessional, and how a system of this sort could benefit around the clock establishments...

The world-wide, all-industry substitute employment system/agency and website that I have in mind would, preferably, be owned and managed by the Department of Labor, though, of course, other similar agencies, like Shiftgig, that specialize in providing instantaneous staffing for specific industries could certainly co-exist with the prescribed initiative.

The reason that the mega venture that I have in mind should be owned/managed by the Department of Labor is its potential to reel in mega revenues in terms of either fees that it could optionally* collect from the companies and authorized individuals (i.e. those seeking lawn services, painting, etc.) that it would provide workers to and/or it could make a fortune via the prescribed website itself via email marketing, Google Adsense, and/or other forms of monetization. The revenues that the Department of Labor would generate could be invested into unemployment payments to workers who are between jobs and on the likely very few occasions that it (DOL) would not be capable of matching them with employers through the prescribed system. They could also be utilized to purchase and provide resources like computers, etc. to individuals who would most benefit from outsourced or work-from-home opportunities. The revenues could also be utilized to create global employment opportunities, i.e. government-owned businesses that would generate a perpetual cycle of profit (under the banner of non-profit organizations), employment, and human resources.

Unemployment Taxes for Workers Would Guarantee/Increase Income during Periods of Unemployment

Many individuals who are unemployed do not qualify for unemployment payments, and if they do those payments are only a slim portion of the income that they earned from the paying companies. If both workers and companies paid unemployment taxes, however, all paying workers who become unemployed would be guaranteed unemployment payments, plus any qualifying UE payments from their previous employers…

This could be a federal and/or state requirement for all workers, or it could be optional, and unemployment taxes would be deducted from employees’ paychecks while employers continue to pay state unemployment taxes.

Claims for worker-paid unemployment would be filed via the Department of Labor in the same manner that traditional unemployment claims are filed; claimants would be required to select the worker-paid unemployment option and/or the traditional option.

Worker-paid unemployment taxes would provide relief for claimants who are unemployed or between jobs by providing the equivalent of the claimant’s whole or partial paycheck, depending upon the specific plan that the claimant chooses. Worker-paid unemployment claimants would too be required to evidence their job search to the Department of Labor until they have acquired sufficient employment...

Worker-paid unemployment taxes would allow claimants to continue paying most or all of their bills and to properly care for themselves and their families during those periods when they are not working, and while they search for employment.

Self-Serving Department of Labor, etc. Professional Photo and Video Labs

Self-serving professional photo and video labs that would allow job searchers to take professional photographs and videos for Linkedin and/or other professional networking platforms should be available at the Department of Labor and other career centers. Patrons should be capable of walking in and utilizing the labs and/or making reservations to utilize them for specified periods of time. Self-serving professional photo and video labs would consist of varied industry-specific or neutral professional backgrounds for patrons to choose from. Lab equipment would additionally enable emailing and uploading of photographs and videos to USB drives and/or specific websites. They would additionally consist of user-friendly tutorials that would facilitate their use. Self-serving Department of Labor, etc. professional photo and video labs would help to improve job seeker profiles and thus their chances of acquiring employment by enabling employment prospects to exhibit their professionalism in terms of wardrobe, speech, and persona. Professional photographs and videos should not be utilized for exploitative or discriminatory purposes...