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<ul class="summary-list"><li>Trump picked Elon Musk and Vivek Ramaswamy to co-lead DOGE, a new government efficiency commission.</li><li>Their aim is to cut government spending, and one idea they've floated is to ax federal agencies.</li></ul>Elon Musk's <a target="_blank" href="https://www.businessinsider.com/trump-elon-musk-vivek-ramaswamy-department-government-efficiency-doge-2024-11">government efficiency commission</a> could end up costing some federal workers their jobs.As he and former GOP presidential candidate Vivek Ramaswamy begin to outline their priorities as leaders of the Trump-created Department of Government Efficiency, one of them seems to be eliminating government agencies.Most recently, Ramaswamy <a target="_blank" href="https://www.businessinsider.com/vivek-ramaswamy-doge-wants-to-delete-entire-federal-agencies-2024-11">told</a> Fox News, "We expect certain agencies to be deleted outright."Over 2 million Americans collect their paychecks from <a target="_blank" class="" href="https://www.gao.gov/blog/combatting-discrimination-our-nations-largest-employer-federal-government">the federal government</a>, so Business Insider looked into which agencies employ the most people and what they pay on average.When asked about areas the commission would prioritize for spending cuts, Karoline Leavitt, a spokesperson for the Trump-Vance transition, previously told BI: "The American people re-elected President Trump by a resounding margin giving him a mandate to implement the promises he made on the campaign trail. He will deliver."<h2 id="e6f6b74e-0829-43a1-a382-8c22ea402f53">The US government is the largest employer in the country</h2>The <a target="_blank" class="" href="https://www.fedscope.opm.gov/ibmcognos/bi/?perspective=dashboard&amp;pathRef=.public_folders%2FFSe%2B-%2BEmployment%2BDashboards%2FEmployment%2B-%2BCurrent%2BMonth&amp;id=i7402E6149B934CAAA867A1B58E0B4ECE&amp;objRef=i7402E6149B934CAAA867A1B58E0B4ECE&amp;options%5Bcollections%5D%5BcanvasExtension%5D%5Bid%5D=com.ibm.bi.dashboard.canvasExtension&amp;options%5Bcollections%5D%5BfeatureExtension%5D%5Bid%5D=com.ibm.bi.dashboard.core-features&amp;options%5Bcollections%5D%5Bbuttons%5D%5Bid%5D=com.ibm.bi.dashboard.buttons&amp;options%5Bcollections%5D%5Bwidget%5D%5Bid%5D=com.ibm.bi.dashboard.widgets&amp;options%5Bcollections%5D%5BcontentFeatureExtension%5D%5Bid%5D=com.ibm.bi.dashboard.content-features&amp;options%5Bcollections%5D%5BboardModel%5D%5Bid%5D=com.ibm.bi.dashboard.boardModelExtension&amp;options%5Bcollections%5D%5BsaveServices%5D%5Bid%5D=com.ibm.bi.dashboard.saveServices&amp;options%5Bcollections%5D%5BserviceExtension%5D%5Bid%5D=com.ibm.bi.dashboard.serviceExtension&amp;options%5Bcollections%5D%5BlayoutExtension%5D%5Bid%5D=com.ibm.bi.dashboard.layoutExtension&amp;options%5Bcollections%5D%5BvisualizationExtension%5D%5Bid%5D=com.ibm.bi.dashboard.visualizationExtensionCA&amp;options%5Bcollections%5D%5BcolorSetExtensions%5D%5Bid%5D=com.ibm.bi.dashboard.colorSetExtensions&amp;options%5Bconfig%5D%5BsmartTitle%5D=false&amp;options%5Bconfig%5D%5BeditPropertiesLabel%5D=true&amp;options%5Bconfig%5D%5BnavigationGroupAction%5D=true&amp;options%5Bconfig%5D%5BenableDataQuality%5D=false&amp;options%5Bconfig%5D%5BmemberCalculation%5D=false&amp;options%5Bconfig%5D%5BassetTags%5D%5B%5D=dashboard&amp;options%5Bconfig%5D%5BfilterDock%5D=true&amp;options%5Bconfig%5D%5BshowMembers%5D=true&amp;options%5Bconfig%5D%5BassetType%5D=exploration&amp;options%5Bconfig%5D%5BgeoService%5D=CA&amp;subView=model00000185985349dc_00000000&amp;isAuthoringMode=false&amp;boardId=i7402E6149B934CAAA867A1B58E0B4ECE">US Office of Personnel Management</a> showed eight cabinet-level agencies, which are at the center of the executive branch and have heads that report directly to the president, had over 100,000 civilian employees as of March.Almost half a million people were employed in the Department of Veterans Affairs, while the Department of Education had just over 4,000. The Treasury Department had over 100,000 employees as of March. The overwhelming majority of those — about 94,000 — were employed in the Internal Revenue Service.Most departments had six-figure average salaries, with the Department of Education and the Department of Energy having the highest averages.During Ramaswamy's Sunday <a target="_blank" class="" href="https://www.businessinsider.com/vivek-ramaswamy-doge-wants-to-delete-entire-federal-agencies-2024-11">appearance</a> on Fox News, he said, "We expect mass reductions in force in areas of the federal government that are bloated."While neither Trump, Musk, nor Ramaswamy has made clear which departments could be on the chopping block, Trump has targeted the Department of Education in the past, <a target="_blank" class="" href="https://www.youtube.com/watch?v=tscgWCBbeao">saying in 2023</a>: "One other thing I'll be doing very early in the administration is closing up the Department of Education in Washington DC, and sending all education and education work and needs back to the states."Musk <a target="_blank" href="https://www.youtube.com/watch?v=GsYKhVtvm3k">said</a> during October remarks that while the commission's goal is to cut spending by reducing head count, he would consider giving impacted workers "very long severances" that could amount to two years' pay."The point is not to be cruel or to have people not be able to pay their mortgage or anything," Musk said during his October remarks. "We just have too many people in the government sector, and they could be more productive elsewhere."The US Office of Personnel Management <a target="_blank" href="https://www.opm.gov/policy-data-oversight/pay-leave/pay-administration/fact-sheets/severance-pay/">wrote on its website</a> that "severance pay is authorized for full-time and part-time employees who are involuntarily separated from Federal service and who meet other conditions of eligibility." A spokesperson for the office told BI that the severance policy is up to date, and it "cannot comment on the actions of future administrations."DOGE is not an official government agency. Past commissions on government spending, like the Grace Commission under former President Ronald Reagan, gave the president and Congress advice on areas to cut. The two leaders of the initiative have started to detail the areas of government spending they're looking to target.While DOGE can advise Trump on agencies to cut, the president-elect cannot act on it alone — making major changes to federal agencies would require congressional approval.Plus, DOGE's goals could still change. It's unclear how exactly the commission will function and whether Congress will approve Musk and Ramaswamy's spending cuts. BI <a target="_blank" href="https://www.businessinsider.com/elon-musk-vivek-ramaswamy-doge-government-efficiency-what-us-spends-2024-11">previously reported</a> that the US spent $6.75 trillion in fiscal year 2024. With Social Security, health programs, and Medicare topping the spending list, they could be on the commission's chopping block. However, Medicare and Social Security are forms of mandatory spending that would require legislation to change.Are you employed by the federal government and have a story to share? Reach out to these reporters at <a target="_blank" class="" href="mailto:asheffey@businessinsider.com">asheffey@businessinsider.com</a> and <a target="_blank" class="" href="mailto:mhoff@businessinsider.com">mhoff@businessinsider.com</a>.

Musk's DOGE wants to 'delete' entire government agencies. Here's where the most people are employed and what they make.

<ul class="summary-list"><li>The idiom goes, "If at first you don't succeed, try, try again."</li><li>But when it comes to <a target="_blank" class="" href="https://www.businessinsider.com/job-seeker-applied-more-than-2000-roles-2024-9">applying for jobs</a> at any one employer, how many tries are too many?</li></ul>You may have seen some version of this job success story plastered on <a target="_blank" class="" href="https://www.businessinsider.com/linkedin-open-to-work-banner-desperate-graphic-designer-courtney-myers-2024-9">LinkedIn</a> before: Someone landed a job on their umpteenth try with the particular company, unfazed by many prior rejections there.The rules of applying for a job somewhere are a little different during the second — third, or sixth — time around if the employer has previously rejected or not offered to interview (or, God forbid, <a target="_blank" href="https://www.businessinsider.com/why-companies-recruiters-ghost-job-applicants-candidates-2024-2">ghosted</a>) you.We asked career and recruiting experts for their advice on reapplying to a company. Here's what they said:<h2 id="cf6ee9af-7af2-4f21-ada0-e3b2a52f3556">Consider how much is too much</h2>In the success stories, a candidate's repeated applications someplace always reflect a <a target="_blank" class="" href="https://www.businessinsider.com/impress-boss-prioritize-impactful-work-2018-11">dedication to the organization's mission</a>. But they can also come across in a less desirable way depending on how or what you are applying for."When a recruiter or hiring manager sees you have applied to multiple roles for one company, especially roles that are all very different, it can raise concerns that you may lack a clear focus or are just looking for any job," says <a target="_blank" class="" href="https://www.indeed.com/">Indeed</a> career trends expert Gabby Davis. "Employers may wonder about your commitment or suitability for specific roles."Davis notes it's "generally not recommended to apply to the same employer more than twice for the same position if you've been rejected or received no response, especially if your qualifications have not changed."<h2 id="02539de7-d6e0-4054-b138-3dc5acccb496">Focus on new skills and experience</h2>You should consider reapplying somewhere, however, "if you've significantly improved your skills, expanded your portfolio, or built sufficient relationships within the company," says Cynthia Pong, an executive coach, speaker, and founder of career coaching and training firm <a target="_blank" class="" href="https://www.embracechange.nyc/">Embrace Change</a>.Some employers have guidelines around how soon you can reapply after being rejected, notes <a target="_blank" class="" href="https://www.farahsharghi.com/">Farah Sharghi</a>, a career coach and strategist and former tech recruiter. Sharghi advises waiting at least 3 to 6 months after being rejected to reapply unless the company explicitly invites you to apply for other roles.When you do reapply, make sure to <a target="_blank" class="" href="https://www.businessinsider.com/how-to-tailor-your-resume-for-job-applications-2021-10">tweak your application materials</a> from what you submitted before so they reflect how you've learned and grown."Be sure to emphasize new skills, experiences, or achievements since your last application," says Pong.<h2 id="952cbfe1-4774-401f-aa92-e376b746087c">Emphasize your interest in the employer</h2>If you're offered an interview, "be honest and frame it positively," says Sharghi.One script Sharghi suggests: "Yes, I've applied to a few positions here because I'm genuinely excited about the company's mission and culture. Each role I've applied for aligns with my skills and career goals in different ways. For this specific position, I'm particularly interested because [mention specific aspects of the job that appeal to you]."Besides focusing on what new skills you bring to the table now, and honing in on your interest in the company, much of the rest of <a target="_blank" class="" href="https://www.businessinsider.com/job-seekers-careers-interviews-assessments-hiring-2024-6">the application process</a> is what you're used to, whether it's your first time applying to the company or not.As always, Pong says, "The goal here is to showcase your adaptability, growth, and sincere interest in contributing to the organization."

How to apply for a job with an employer that has rejected you in the past

While it is commonly advised to avoid lingering connections with your exes, in the professional realm, maintaining ties with <keyword id="126540" type="General" weightage="20" keywordseo="former-employees" source="Orion">former employees</keyword> can lead to a goldmine of benefits. Yes, you read that right! Organisations actively cosying up to ex-staff members might just be onto something big, new research has found. Conducted by the <keyword id="21048102" type="General" weightage="20" keywordseo="UBC-Sauder-School-of-Business" source="Orion">UBC Sauder School of Business</keyword>, the study delved into various businesses to explore why organisations are increasingly investing resources in strengthening bonds with <keyword id="1129473" type="General" weightage="20" keywordseo="ex-employees" source="Orion">ex-employees</keyword>, also known as alumni. <cmsannotation type="cmsannotation" annotationid="Fostering alumni relationships" comment="subhead" text="Fostering alumni relationships">Fostering alumni relationships</cmsannotation> The researchers propose that <keyword id="21048100" type="General" weightage="100" keywordseo="alumni-organisation-relationships" source="Orion">alumni-organisation relationships</keyword> (AORs) can be significant for companies because alumni possess a unique blend of insider knowledge and external connections. This can prove invaluable if former employees return as contractors or engage with companies that have ties to their former employer. For some organisations, AORs often light the spark for new business opportunities as well. Maintaining these connections also enhances branding and reputation by demonstrating ongoing support for employees, even after they've moved on. Notably, companies like Starbucks leverage AORs to bolster their brand image in the community, fostering a sense of belonging and camaraderie among patrons. While AORs have traditionally been prevalent in professional service firms, the trend is expanding as job mobility increases among workers. Consequently, more organisations are prioritising relationships with alumni as part of their strategic initiatives. Programs aimed at supporting AORs offer a plethora of benefits to alumni as well, including newsletters, career resources, job boards, training opportunities, networking events and more. <cmsannotation type="cmsannotation" annotationid="Mending fences: How to cultivate alumni-organisation relationships" comment="subhead" text="Mending fences: How to cultivate alumni-organisation relationships">Mending fences: How to cultivate alumni-organisation relationships</cmsannotation> Establishing successful AORs poses challenges. While there are established norms related to hiring, compensation, etc., there’s no standardised playbook for managing post-employment relationships. To foster fruitful AORs, organisations must prioritise comprehensive outreach efforts, engaging a diverse array of alumni. Strategic targeting of alumni who can offer significant value to the company is essential. Additionally, encouraging current employees to maintain connections with alumni facilitates the exchange of knowledge and resources back into the organisation. Moreover, successful programs hinge on input from former employees. Organisations must solicit feedback from alumni to ensure their needs are met, rather than merely replicating initiatives because other companies are doing so. One common pitfall for employers is neglecting departing employees and then attempting to maintain contact post-departure. Therefore, positive exit experiences are crucial for fostering long-term relationships with alumni. Although the concept of nurturing relationships with former employees may seem counterintuitive, savvy organisations recognise the importance of keeping the flame alive with today's highly mobile workforce, even after they've moved on.

From breakups to breakthroughs: Fostering strong relationships with former employees can benefit organisations, says research

<ul class="summary-list"><li>Some employers are waiving degree requirements, yet it's not leading to widespread hiring.</li><li>Employers might not ask if you have a degree, but many still care, a labor market expert told BI.</li></ul>When a job posting states that the role <a target="_blank" class="" href="https://www.businessinsider.com/job-openings-bachelors-college-degree-no-education-requirements-2024-2">doesn't require a degree</a>, Ranji McMillan starts to worry.More than likely, she said, the job will be in sales or involve work that's not a good match for her experience."If someone says that they're not looking for a degree, you have to look at what they want you to do because it just seems like they're going to give you crap work," McMillan told Business Insider.McMillan is 42 and lives in the Northridge section of Los Angeles. She's been looking for work for more than a year and a half. McMillan has an associate degree but not a bachelor's. Yet, she has more than a decade of experience managing the merchandise used in photo shoots for big-name retailers.When she looks at job listings, she estimates that she runs into a formal degree requirement most of the time.McMillan is one of millions of US workers bumping up against what's sometimes called the paper ceiling. It's happening even as more employers are setting aside requirements that applicants for some jobs have bachelor's degrees. The goal is often framed around wanting to hire for skills, not pedigree, yet many bosses have been slow to take the next step: actually bringing on workers who don't hold four-year degrees.<div type="image" title="Ranji McMillan" height="989" width="1600" msid="114401257" hostid="261" sizebytes="127056"></div>David Deming, a professor of political economy at Harvard's Kennedy School, told BI that while some employers might no longer require a bachelor's degree for certain roles, those doing the hiring still might care whether an applicant has one."Firms are wanting credit for removing a requirement, but that doesn't necessarily mean they're changing their hiring at the end of the day," he said.Deming said many employers look upon a worker with a four-year degree as an investment — one that can be molded into what the firm wants.<h2 id="69b8e63e-70be-4448-99d6-752bcbe1d346">Hiring based on skills</h2>The Burning Glass Institute, a nonprofit that examines the future of work and learning, and Harvard Business School found in a <a target="_blank" href="https://www.hbs.edu/managing-the-future-of-work/Documents/research/Skills-Based%20Hiring.pdf">study</a> released in early 2024 that even when employers hire people without four-year degrees for roles that once required them, it doesn't occur in large numbers.Hiring for skills or experience rather than for formal education accounted for just one in 700 hires in 2023, the study found.The researchers examined more than 11,000 roles at large firms and compared hiring at least a year before and after the employer ditched a degree requirement. The study reviewed changes in roles from 2014 to 2023.Reluctance by some employers to bring on workers without four-year degrees matters because only about 36% of people 25 and older in the US had a bachelor's degree or higher in 2023, according to the Census Bureau.In part, that's because the <a target="_blank" href="https://www.businessinsider.com/gen-z-millennials-skipping-college-living-paycheck-to-paycheck-2024-5">high cost of tuition</a> can be a major barrier.<h2 id="448d7f69-1fca-482e-a27e-c42712ac78c2">A boost for employers</h2>Adding workers based on their abilities rather than what's on their résumé can be a win for business. The consulting firm McKinsey &amp; Company, citing research, notes that hiring for skills is "<a target="_blank" href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/taking-a-skills-based-approach-to-building-the-future-workforce">five times more predictive</a>" of how someone performs on a job than hiring based on educational attainment and more than twice as predictive than hiring based on a person's work history.Boston Consulting Group research found that those hired based on their skills tend to get promoted at about the same pace as traditional hires yet <a target="_blank" href="https://www.bcg.com/publications/2023/rise-of-skills-based-hiring">stay with an employer</a> for 9% longer.Still, Mona Mourshed, the founding CEO of Generation, a nonprofit network focused on economic mobility, told BI that while many notable and large organizations support skills-first hiring, "the vast majority of employers are not there yet in terms of their practice."She said Generation recently completed nearly 100 interviews with large and midsize employers around the world, including in the US, asking what goes into their hiring decisions. Much of it, she said, comes down to hiring managers wanting to limit risk. Often, it's easiest to go with a résumé that looks similar to what previous hires have had, Mourshed said."Employers will only hire a different profile when they are desperate for talent," she said.Mourshed said that even for organizations that might be open to looking first at skills, cuts to HR departments in recent years have stretched some recruiting teams. That means there could be fewer people to take a second look at someone who doesn't hold the typical academic qualifications, she said.<h2 id="3055d66a-7df6-45c2-8c68-1871f46e67be">The 'easiest and laziest filter'</h2>Chris Hyams, CEO of Indeed, told BI that for many jobs, employers simply default to the degree."What people are looking for, because it's the easiest and laziest filter, is a four-year degree from a 'good school,'" he said.But that's often short-sighted, Hyams said. He pointed to the plight of his brother-in-law, whom Hyams described as "a brilliant guy" who didn't finish college. Instead, he built and ran a music studio before becoming a Salesforce administrator, Hyams said. Yet, he has had a difficult time finding work after losing his job about a year and a half ago."He's been the finalist for five different positions where they said, 'You're actually the best candidate we interviewed, but we require a four-year degree,'" Hyams said. "It's the dumbest thing."According to BCG, there are 70 million workers in America who are so-called STARs — <a target="_blank" href="https://www.bcg.com/publications/2023/rise-of-skills-based-hiring">skilled through alternative routes</a>.<h2 id="38c1ee96-779b-4954-8bf5-e31158131cde">Workers will need more training</h2>In the coming years, many workers will need more, not less, learning to do their jobs. The US Department of Education forecasts that by 2027, <a target="_blank" href="https://www.ed.gov/about/ed-initiatives/raise-bar/raise-the-bar-postsecondary-and-career-pathways">70% of jobs</a> will require schooling or training beyond high school.Often, that might mean a four-year degree. Researchers at the Georgetown University Center on Education and the Workforce estimate that 42% of jobs in 2031 will require candidates to have at least <a target="_blank" href="https://cew.georgetown.edu/cew-reports/projections2031/#resources">a bachelor's degree</a>, while 28% of jobs will need someone to have a high school diploma or less.Bethlam Forsa, CEO of Savvas Learning Company, which produces instructional materials for kindergarten through high school students, told BI that there's often a gap between the "job-ready" skills students possess and what employers seek. She said research has shown that students who don't want to attend college are often not told about alternative paths like internships or career and technical education programs."We have a system that's primarily college-bound," Forsa said.She also said employers might need to adapt their evaluation methods to better assess what job seekers can do. Employers could, for example, look to any certifications an applicant might have earned as a way to hire for skills, not a college degree, Forsa said.The research firm Gartner reported in July that 74% of HR leaders it surveyed believe that most employers are shifting the <a target="_blank" href="https://www.gartner.com/en/documents/5618392">focus of how they manage talent</a> to skills. Yet only about four in 10 surveyed reported that their organizations had implemented processes that would enable this to play out.Focusing on skills can also be a way to keep people within an organization, not just hire them, according to Jon Lester, the vice president of HR technology, data, and AI at IBM.He told BI that nearly a decade ago, the average IBMer spent 31 hours a year learning new skills. By 2023, that was up to 87 hours. All of this learning, Lester said, assists with retention. It also sits at the heart of how IBM compensates its employees, he said."People get salary increases mostly because of the skills they've learned," Lester said.Research supports that thinking. According to McKinsey, skills learned at work contribute 46% of the <a target="_blank" href="https://www.mckinsey.com/~/media/mckinsey/business%20functions/people%20and%20organizational%20performance/our%20insights/the%20state%20of%20organizations%202023/the-state-of-organizations-2023.pdf">average person's lifetime earnings</a>.For her part, as McMillan continues to search for a job, she often breaks down in tears — sometimes several times a week.She said she's been filling out surveys and doing whatever else she can to earn a few extra dollars. Last month, a friend gave her a $50 grocery store gift card to help her get by.When McMillan looks at job listings and contemplates whether a degree is necessary, she said she thinks that even if she had a bachelor's, it would have "dust on it by now.""I definitely would have had to evolve by now if I did get that 20 years ago," she said.Do you have something to share about what you're seeing in the workplace or in your job search? Business Insider would like to hear from you. Email our workplace team from a nonwork device at <a target="_blank" href="mailto:thegrind@businessinsider.com">thegrind@businessinsider.com</a> with your story, or ask for one of our reporter's Signal numbers.

More employers say they don't care if you went to college. Most still seem to.

<ul class="summary-list"><li>The cost of childcare is weighing on American families.</li><li>Below are some of the policies Harris and Trump have proposed to address these worries.</li></ul>With the presidential election days away and early voting already underway in most states, America's parents are wondering how the next administration could affect the rising <a target="_blank" class="" href="https://www.businessinsider.com/how-much-kids-cost-raising-child-inflation-childcare-tax-exemptions-2024-1">cost of raising children</a>.In the last of Business Insider's five-part series in the final stretch before the election, we're looking at the ways each candidate and their proposed policies could influence the price of childcare. The series has already covered each how each candidate is expected to impact <a target="_blank" class="" href="https://www.businessinsider.com/market-impact-presidential-election-scenarios-trump-harris-stocks-bonds-crypto-2024-10">investments</a>, <a target="_blank" rel="" class="" href="https://www.businessinsider.com/cost-expensive-goods-price-impact-presidential-election-scenarios-trump-harris-2024-10">overall </a><a target="_blank" class="" href="https://www.businessinsider.com/cost-expensive-goods-price-impact-presidential-election-scenarios-trump-harris-2024-10">costs</a>, <a target="_blank" class="" href="https://www.businessinsider.com/housing-affordability-supply-impact-presidential-election-scenarios-homebuyers-harris-trump-2024-10">housing</a>, and <a target="_blank" class="" href="https://www.businessinsider.com/tax-cut-tariff-plan-outlook-presidential-election-scenarios-harris-trump-2024-10">taxes</a>.Former President Donald Trump and Vice President Kamala Harris have both talked about the importance of making childcare more affordable. Harris has put forth specific plans to help alleviate the high costs of raising children, while Trump's campaign has focused mainly on increasing the amount of the child tax credit.Below are three elements of the childcare equation and what the Harris and the Trump camps have either proposed or already done.<h2 id="fbba22c8-b4a8-4c15-9104-0610fb961271">Childcare-cost assistance</h2>Harris has <a target="_blank" class="" href="https://www.youtube.com/watch?v=VRJciXc4UcQ&amp;t=1206s">promised</a> to cap families' childcare costs at no more than 7% of their incomes, compared to the <a target="_blank" class="" href="https://blog.dol.gov/2023/01/24/new-childcare-data-shows-prices-are-untenable-for-families">between 8% and 19.3%</a> spent by the median American family in 2022. The policy was first proposed in President Joe Biden's <a target="_blank" class="" href="https://www.businessinsider.com/democrats-bench-build-back-better-face-obstacles-with-voting-rights-2022-1">2021 Build Back Better package</a> but was not passed by Congress.<a target="_blank" class="" href="https://www.whitehouse.gov/briefing-room/statements-releases/2024/02/29/fact-sheet-vice-president-harris-announces-action-to-lower-child-care-costs-for-more-than-100000-families/">As vice president</a>, Harris said she's working to encourage states to lower childcare costs by cutting copayments for the Child Care and Development Block Grant — a federal program that provides childcare subsidies for low-income families. Harris wants to make these subsidies more accessible for families of children who have disabilities, are experiencing homelessness, or are in foster care, and families living at or below 150% of the federal poverty line.Trump has not included a specific policy to mitigate childcare costs in his 2024 campaign. <a target="_blank" class="" href="https://www.edweek.org/policy-politics/new-plan-from-donald-trump-aims-to-address-costs-of-child-care/2016/09">While in office</a>, Trump expanded the child tax credit, but he made no other major policy changes.Neither Trump nor Harris have proposed plans to fund childcare facilities or boost <a target="_blank" class="" href="https://www.businessinsider.com/jd-vance-childcare-plan-providers-teachers-criticize-policy-2024-9">hiring</a>, though experts told BI that skyrocketing costs are in part because the industry is <a target="_blank" class="" href="https://www.businessinsider.com/providers-struggle-to-keep-funding-rising-childcare-costs-2023-9">underfunded.</a> The number of childcare workers is <a target="_blank" class="" href="https://www.chicagofed.org/publications/chicago-fed-insights/2024/childcare-labor-market">still below</a> pre-pandemic levels."What's partially driving that conundrum is that we put so much burden right now on parents — and parents alone — to foot the bill for childcare," said Anne Hedgepeth, the senior vice president of policy and research at the advocacy organization Child Care Aware of America.Cindy Lehnhoff, the director of the advocacy group National Child Care Association, said that previous federal funding pools, such as the <a target="_blank" class="" href="https://www.businessinsider.com/biden-to-sign-19-trillion-american-rescue-plan-on-thursday-2021-3">2021 American Rescue Plan Act,</a> helped to fund childcare facilities at the local and federal levels. She said more plans like it in the future could expand childcare options and make it more affordable for parents.<h2 id="e8cf6a27-c056-425e-a8d8-f31d090d9888">Child tax credits</h2>Trump and Harris have both proposed expanding the child tax credit, which currently provides <a target="_blank" class="" href="https://www.whitehouse.gov/child-tax-credit/">up to $2,000</a> per child.Harris' <a target="_blank" class="" href="https://www.businessinsider.com/harris-trump-proposals-boost-child-tax-credit-give-parents-money-2024-8">child tax credit</a> policy would restore the enhanced <a target="_blank" class="" href="https://www.businessinsider.com/child-poverty-rate-america-congress-cut-biden-expanded-tax-credit-2023-9">pandemic-era credit,</a> giving parents up to $3,600 annually per child, with the amount dependent on a child's age and family income. The plan also includes a $6,000 tax credit for middle- and low-income families for the <a target="_blank" class="" href="https://www.businessinsider.com/child-tax-credit-new-parents-cut-taxes-harris-economic-policy-2024-8">first year of their child's life</a>, which Harris said can be used to <a target="_blank" class="" href="https://kamalaharris.com/wp-content/uploads/2024/09/Policy_Book_Economic-Opportunity.pdf">offset expenses</a> like diapers, car seats, baby formula, and childcare. She has also proposed <a target="_blank" class="" href="https://www.businessinsider.com/what-you-need-to-know-about-kamala-harris-opportunity-economy-2024-9">other tax cuts</a> for middle- and low-income Americans, which would benefit some parents.In August, the vice presidential candidate JD Vance floated a child tax credit proposal that would include $5,000 per child for families of all income levels. Previously, Trump's 2017 Tax Cuts and Jobs Act provided about $2,000 of relief per eligible child, though the Center on Budget and Policy Priorities said the plan <a target="_blank" class="" href="https://www.cbpp.org/research/federal-tax/child-tax-credit-increases-in-gop-tax-plan-exclude-millions-of-children-in-low">excluded some</a> low-income families and single-parent households.The US's pandemic-era child tax credit <a target="_blank" class="" href="https://www.businessinsider.com/child-poverty-rate-america-congress-cut-biden-expanded-tax-credit-2023-9">expired</a> at the end of 2021 because Republicans in Congress opposed it. A renewed one — which would have boosted the amount of money families receive — was <a target="_blank" class="" href="https://www.businessinsider.com/child-tax-credit-boost-bipartisan-plan-lift-kids-from-poverty-2024-1">introduced to Congress</a> earlier this year, but it failed to pass the Senate.<h2 id="4d34e818-8e07-40ed-ba56-9b3d5c44fa5f">Paid leave</h2>During her <a target="_blank" class="" href="https://www.vox.com/identities/2019/10/7/20902697/paid-family-leave-kamala-harris">run for president in 2020</a>, Harris supported a six-month paid-leave policy for Americans with a new child or a sick relative. Protecting paid leave at the federal level has been one of her key 2024 talking points, and she's expected to build on Biden's agenda, which supported <a target="_blank" class="" href="https://www.whitehouse.gov/briefing-room/statements-releases/2023/02/02/fact-sheet-biden-harris-administration-announces-new-actions-to-support-and-advance-womens-economic-security/">12 weeks</a> of paid parental leave.While in office, Trump signed a bipartisan bill that provided federal employees with 12 weeks of paid <a target="_blank" href="https://www.npr.org/2019/12/13/787631029/paid-parental-leave-how-republicans-learned-to-love-a-democratic-priority">parental leave</a>. He hasn't emphasized the issue on the campaign trail.While parents are legally allowed to take 12 weeks of unpaid leave under the <a target="_blank" class="" href="https://www.businessinsider.com/why-pregnant-workers-parental-maternity-leave-can-be-laid-off-2023-3">Family and Medical Leave Act</a>, the US does not have a federal paid-leave policy. Some states have their own paid-leave requirements, and others leave policies up to individual employers.Without federal paid-leave protections, many <a target="_blank" class="" href="https://www.businessinsider.com/high-childcare-costs-in-us-women-workforce-cheapest-countries-kids-2024-2">families</a> would not have access to parental leave — which could lead to higher childcare costs and lower job security.

How the cost of childcare is expected to change under Trump or Harris

<ul class="summary-list"><li>Despite having an <keyword id="20005305" type="General" weightage="20" keywordseo="MBA" source="keywords">MBA</keyword>, Marcial Quinones has struggled to find stable work after 1,500 applications.</li><li>Quinones said his <keyword id="20221864" type="General" weightage="100" keywordseo="job-search" source="keywords">job search</keyword> may be hindered by AI, lack of recent experience, and <keyword id="23301318" type="General" weightage="20" keywordseo="overqualification" source="keywords">overqualification</keyword>.</li></ul>Marcial Quinones, 48, used to have few problems getting <a target="_blank" class="" href="https://www.businessinsider.com/job-seekers-careers-interviews-assessments-hiring-2024-6">jobs</a> in the 1990s without a high school diploma. Now, after what he estimates is over 1,500 applications since the early 2010s, he can't land any <a target="_blank" class="" href="https://www.businessinsider.com/millennial-cant-get-hired-bachelors-degree-men-cant-find-jobs-2024-5">stable job</a> in his field even with an MBA. Quinones, a father of four who lives in rural eastern Pennsylvania, said he's struggled to land a <a target="_blank" class="" href="https://www.businessinsider.com/cant-get-hired-laid-off-many-job-applications-few-interviews-2024-8">long-term job</a> in tech or counseling. He has held part-time positions and built his own inventory software to sell to companies, though he rarely gets interviews, even after redoing his <a target="_blank" class="" href="https://www.businessinsider.com/resume-tips-google-software-engineer-skills-experience-careers-software-tech-2024-3">résumé</a> two dozen times. "I wish there was an easier way, but traditional ways of looking for <a target="_blank" class="" href="https://www.businessinsider.com/new-grad-gave-up-six-figure-jpmorgan-finance-job-satisfaction-2024-8">employment</a> have been overshadowed by <keyword id="19904566" type="General" weightage="20" keywordseo="artificial-intelligence" source="keywords">artificial intelligence</keyword> and lack of human interaction," Quinones said, noting his applications are likely thrown out due to his recent lack of work experience. Quinones is one of many Americans with traditional work credentials who <a target="_blank" class="" href="https://www.businessinsider.com/white-collar-jobs-remote-office-workers-cant-get-hired-2024-9">can't land a decently paying, stable job</a>. This comes at a time when getting a college degree is much <a target="_blank" href="https://www.businessinsider.com/college-degree-good-job-market-skill-based-hiring-employers-2024-2">more necessary</a> to landing a well-paying job. Quinones shared his difficulties with securing work, as well as some reasons he may be falling through the cracks. <h2>A rocky but successful start</h2>Quinones said he had a difficult upbringing with an "abusive" stepfather. He lived in various youth shelters and dropped out of school in seventh grade, and he had his first child shortly after entering a transitional independent living facility at 18. "At that point in my life, I was trying to change everything and become better because I knew that I would be a father," Quinones said. "I started taking things more seriously and tried to figure out what to do with my life." He became interested in computers and found side jobs helping the Salvation Army and other businesses fix their technology. By 18, he applied for technical jobs, doing contract work in the 1990s when companies were rolling out computers at the office. Without a high school diploma, he <a target="_blank" class="" href="https://www.businessinsider.com/linkedin-open-to-work-banner-badge-job-pros-cons-2024-9">got a job</a> as head technician for a computer company in Arizona, then landed a role for Intel in 1999. He worked there as an IT manager for a year before getting laid off. Feeling behind his peers because he did not have a <a target="_blank" class="" href="https://www.businessinsider.com/personal-finance/student-loans/is-college-worth-it">college degree</a>, he enrolled at a community college in 2002, where he got his associate degree in computer programming. While there, he also worked part-time for the school's IT department. He moved with his wife and children to <a target="_blank" class="" href="https://www.businessinsider.com/california-move-arizona-conservative-3-months-politics-returned-2024-4">Arizona</a> to be closer to his wife's family. Given that a four-year degree was increasingly becoming a prerequisite for many positions, he received a bachelor's degree in computer programming. Still, he said the job market in Arizona was "extremely difficult." He wanted to progress his career, so he enrolled in an MBA program in technology management. He secured a job in <a target="_blank" class="" href="https://www.businessinsider.com/new-jersey-affordable-housing-lottery-how-single-mom-won-apartment-2024-8">New Jersey</a> as chief technology officer for an import and export company. However, two years into his job in 2010, he faced a difficult situation in his family that cost him his job, which he said was "extremely difficult to recover from." <h2>Can't find a job</h2>Since then, he said he's <a target="_blank" class="" href="https://www.businessinsider.com/millennial-looking-job-cant-get-hired-college-degress-entry-level-2024-7">struggled to find anything</a> relevant to his skill set. He couldn't land anything beyond a first-round interview for IT roles. He recalled making Facebook posts in the early 2010s searching for work, only to be met with negative comments. "I've walked into local businesses to start talking about working, and I'm told that I would not be happy working there because it is not part of my high-skilled profession," Quinones said. "This is even after not including my education not to become overqualified. However, when they reviewed my work history, it was clear I am." Quinones said he struggled with alcoholism, from which he recovered eight years ago. He began bodybuilding as his therapy, and he took part-time positions just to stay afloat. He created an inventory management software program, hoping to expand it to many clients. He secured some contracts for his software with businesses like a restaurant in Puerto Rico and a Christmas company, and he worked on inventory with small startups to help them grow. He was offered full employment at a company, given it would use his software, though the company wouldn't compensate him for his software outside his salary. Additionally, he <a target="_blank" class="" href="https://www.businessinsider.com/framing-prices-cost-expensive-posters-art-photos-business-money-2024-2">printed images</a> on stickers, shirts, and bottles for side income and drove for Uber, though he recalled often working 14 hours and only making $70 a day after expenses. He volunteered at a middle school implementing his software for improving students' math performances, selling some licensing agreements to parents. He said his wife works remotely as a sales supervisor for a company in Arizona, which has kept his family of six afloat. Over the last decade, he's found ways to cut costs for the family, such as doing car repairs or plumbing fixes without calling in experts. In 2015, desperate for job security, he enrolled in a <a target="_blank" class="" href="https://www.businessinsider.com/masters-degree-rely-parents-financial-support-nyc-2024-7">master's program</a> in family and marriage counseling as a backup plan, though he ran out of financial aid with four classes left and dropped out. A few years later, when he considered returning, he was told only half of his classes counted due to a curriculum change. He received advice from career counselors to "finish my master's degree in counseling, which is not easy because of the cost," Quinones said, noting he had to pause any further education while recovering from surgery. He added hiring managers "would not give me a chance even though I had three years of education." He's still in touch with career coaches from his previous universities, and they've offered workshops, résumé and cover letter reviews, and job recommendations to help him stand out. He began catering every application specifically for each role, sending personalized emails to hiring managers, but he only got two emails back from recruiters saying they would keep him in mind for positions. <h2>Why landing a job is so difficult</h2>In total, he said he's applied for about 1,500 jobs <a target="_blank" class="" href="https://www.businessinsider.com/laid-off-6-times-cant-find-job-50s-retirement-worry-2024-7">unsuccessfully</a>, getting five to 10 rejections daily this year, screenshots shared with BI show. He's redone his résumé over 25 times, spending $300 for a professionally created one that yielded zero interviews — which he got partially refunded. He's asked his friends in IT and project management to review his applications. He said he's in a middle ground: He's overqualified for many entry-level positions but underqualified for jobs in related industries. He acknowledged hiring expectations have skyrocketed over the past few years. He even tried removing some educational background on his applications to seem less qualified to no avail. He believes many of his rejections are for positions that companies legally have to post but give to internal candidates or recommendations. "I used to get interviews for jobs where I beat out 600 people," Quinones said. "Now, it's hard to get a job when you don't have a foot in the door to interview." He also suspects his race as a Latino American may have hindered his job search. Once, a company told him it wasn't accepting new applications, though they gave one to his wife, who is white. He also used a shortened version of his middle name, Tony, on an application instead of Marcial, which increased his interview rate. He added that because technology changes rapidly, he may be behind on what many jobs expect applicants to have, particularly with AI. Given his location about 30 miles from any cities, he's focused on finding a remote position, though these have been dwindling and getting more competitive. "If you haven't been employed in a while, I can't magically snap my fingers and make it happen," Quinones said, noting employers may be skeptical of gaps in his work history. Are you struggling to find a job? Reach out to this reporter at <a target="_blank" href="mailto:nsheidlower@businessinsider.com">nsheidlower@businessinsider.com</a>. Correction: September 24, 2024 — An earlier version of this article incorrectly stated that Quinones turned down job offers before and during his MBA.

A Gen Xer with an MBA can't get a job despite over 1,500 job applications. He said his degrees have been useless.

<ul class="summary-list"><li>A power pendulum of sorts is constantly swinging back and forth between employees and employers.</li><li>The businesses are back on top these days as employees lose much of the pandemic power they held.</li></ul>Gone are the days of a plethora of work-from-home jobs and <a target="_blank" class="" href="https://www.businessinsider.com/quiet-quitting-hustle-culture-coasting-viral-work-debate-2022-9">quiet quitting</a>. These days, most American workers may be more worried about being laid off than having to choose between <a target="_blank" class="" href="https://www.businessinsider.com/great-resignation-still-going-layoffs-low-job-openings-quits-high-2022-11">dueling job offers</a> — that is if they even have a job.The businesses are <a target="_blank" class="" href="https://www.businessinsider.com/employers-still-have-power-in-job-market-great-resignation-2022-6">back on top.</a>Amazon dealt a <a target="_blank" class="" href="https://www.businessinsider.com/amazon-ceo-return-to-office-mandate-5-days-week-2024-9">death knell to its hybrid work model</a> this week, eliminating one more mode of flexibility its workers gained amid a national reckoning over work in recent years.The force of the US economy has slowly <a target="_blank" class="" href="https://www.businessinsider.com/ravin-jesuthasan-why-companies-enforce-rto-mandates-future-of-work-2024-8">stripped employees of the power</a> they briefly amassed in the aftermath of the COVID-19 pandemic (or, depending on who you ask, continued to deprive them of a power they never truly had. More on that later).A power pendulum is constantly swinging back and forth between employers and employees, guided by market forces and an ever-changing economy. Sometimes, workers have an outsize influence over their employers, using their <a target="_blank" class="" href="https://www.businessinsider.com/salary-raise-controversial-tactic-job-interview-counteroffer-employer-2022-11">leverage to score better working conditions</a> and increased pay. Other times, employers have the power to set workplace norms, and workers are better off keeping their heads down."When one side — capital vs. labor, for example — gets too much power or becomes too dominant, there tends to be pressure to eliminate or equalize that power," said Arne Kalleberg, professor of sociology at the University of North Carolina at Chapel Hill and author of "Good jobs, Bad Jobs: The Rise of Polarized and Precarious Employment Systems in the United States."While individuals are powerless to control the whims of the market, there are steps employees can take to stay ahead of the swing and <a target="_blank" class="" href="https://www.businessinsider.com/tips-score-raise-even-in-economic-downturn-recession-ceo-2024-8">remain desirable</a> regardless of who holds the workplace power.<h2 id="e88933ec-7368-4791-9f6c-8386fb6e3537">The pendulum of power</h2>While an effective visual metaphor, the pendulum comparison is admittedly imperfect. The cyclical nature of shifting workplace power does swing back and forth between employers and employees, but not automatically. Historical, economic, and social factors all help determine who has control at any moment.Think of it as a supply-demand phenomenon: Whenever the labor market gets tight, and employer demand for workers exceeds the number of available workers, employees gain greater choice and, thus, power. Conversely, during a loose market, when the <a target="_blank" class="" href="https://www.businessinsider.com/us-job-market-unemployment-rising-federal-reserve-interest-rate-cut-2024-7">number of workers exceeds</a> the number of available positions, employers have the upper hand.The pattern dates back to at least the late 1800s, Kalleberg said, citing <a target="_blank" class="" href="https://www.businessinsider.com/gilded-age-mansions-photos-wealth-2024-9">The Gilded Age</a> as a pivotal turning point in American employment norms. From the late 1870s through the early 1900s, the country experienced a period of rampant markets and unprecedented employer power, leaving workers disadvantaged and exploited.<div type="image" title="Black and white photo of men standing outside an employment agency during the great depression" height="1875" width="2500" msid="113549863" hostid="261" sizebytes="278826"></div>A mere three decades later, however, the <a target="_blank" class="" href="https://www.businessinsider.com/personal-finance/investing/what-caused-the-great-depression">power pendulum swung back</a> toward workers with The New Deal, which included unemployment relief and minimum wage legislation, among other worker rights. The pendulum swung on and on through the neoliberal markets of the 1970s and the 1990s employment boom.Which more or less brings us to the post-pandemic <a target="_blank" class="" href="https://www.businessinsider.com/quitting-job-big-stay-great-resignation-labor-market-economic-outlook-2024-1">present</a>."COVID arrived like a meteor killing the dinosaurs," said Gerald Davis, a professor of business administration at the University of Michigan and author of "The Vanishing American Corporation: Navigating the Hazards of a New Economy." "It changed the way that companies think about the nature of the employment relationship."But while academics and experts agree that the pandemic was an <a target="_blank" class="" href="https://www.businessinsider.com/work-from-home-remote-work-changed-economy-pandemic-2023-4">inflection point for American employment</a>, there's much less concurrence about who actually got the power.<h2 id="b5427f5e-40de-4289-bc57-012bceeb8632">COVID changes</h2>The pandemic era gave us <a target="_blank" class="" href="https://www.businessinsider.com/great-resignation-what-to-know-who-is-quitting-2021-9">The Great Resignation</a> and <a target="_blank" class="" href="https://www.businessinsider.com/jobs-great-resignation-reshuffle-gen-z-millennials-quitting-switching-careers-2021-10">The Great Reshuffle</a>, workplace trends that saw a certain type of white-collar worker gain the freedom to quit their job and score higher-paying positions at other companies with relative ease. Millions of US workers quit their jobs during the pandemic market boom, leading to a two-decade-high resignation rate.Cat Ward, vice president of employer mobilization at employment nonprofit Jobs for the Future, attributed the reshuffling to employers being forced to reckon with a number of sudden changes, including COVID, shifting generational workplace demographics, the rise of artificial intelligence, and diversity, equity, and inclusion <a target="_blank" class="" href="https://www.businessinsider.com/dei-programs-america-diversity-equity-inclusion-pushback-how-to-fix-2024-2">(DEI) measures</a>."We've seen this moment over the last four years where there's been a pretty incredible <a target="_blank" class="" href="https://www.businessinsider.com/workforce-innovation-series-c-suite-worker-well-being-dei-2024-6">amount of innovation and change</a>," Ward said. "Employers have been on their heels to try and adapt to all this change, and that has put more power in the hands of workers."Kalleberg, however, suggested the narrative of a pandemic boom in employee power was largely overblown. Sure, some employees were able to work from home. Some employees transitioned into higher-paying roles. But much of the COVID-era shifts in workplace norms were <a target="_blank" class="" href="https://www.businessinsider.com/essential-workers-coronavirus-hazard-pay-layoff-protection-ppe-2020-5">unequally distributed</a>, he said."For a moment there, it looked like essential workers were going to get a better break, but that seems to have dissipated," Kalleberg said.<div type="image" title="People holding signs that say &quot;Make them pay!&quot; alongside other people" height="1333" width="1777" msid="113549865" hostid="261" sizebytes="139660"></div>While there have been some mini-wins for workers in recent years — Kalleberg pointed to the recent <a target="_blank" class="" href="https://www.businessinsider.com/2023-year-of-the-strike-unions-sag-aftra-uaw-2023-12">rejuvenation of union activity</a> as one example — the pandemic ultimately cemented an already-existing pattern of increasing employment polarization, he said. The country has steadily seen a rise in high-wage jobs and low-wage jobs, alongside the hollowing out of middle-tier, semi-skilled positions, Kalleberg said.And with <a target="_blank" class="" href="https://www.businessinsider.com/ai-will-change-most-jobs-employers-help-workers-keep-up-2024-8">generative AI already knocking at the door</a> of many industries, more workplace change is all but guaranteed, experts said. But whether the burgeoning technology will help put power in employer or employee hands remains to be seen.<h2 id="3de5911d-bafe-41ef-ad9c-b27ec471af8a">How to avoid the pendulum's swing</h2>As <a target="_blank" class="" href="https://www.businessinsider.com/layoffs-sweeping-us-these-are-companies-making-cuts-2024">layoffs mount</a> across sectors and qualified job seekers <a target="_blank" class="" href="https://www.businessinsider.com/applied-hundreds-jobs-struggling-get-hired-bridge-job-2024-6">rack up rejections</a>, employees are facing a dearth of workplace power.While workers can't avoid the power pendulum's effects entirely, there are steps they can take to prioritize resiliency and ensure they remain employable even during a downturn, experts said.One of the most important things workers can do during good times and bad is to build and maintain a flexible mindset, especially when it comes to where they're looking for jobs, according to Ward."Step No. 1 is to always look at where there are more <a target="_blank" class="" href="https://www.businessinsider.com/the-top-20-recession-proof-jobs-by-salary-growth-payscale-2022-12">recession-proof </a>career opportunities," she said.Healthcare, government, technology, nonprofits, education, and accounting are all areas that typically experience stability even during tough economic times, experts said. Meanwhile, industries like tech, media, real estate, and entertainment <a target="_blank" class="" href="https://www.businessinsider.com/recession-2023-safest-jobs-at-risks-economists-2022-11#:~:text=Professionals%20who%20have%20the%20most,disabled%2C%20Bartosz%20Sawicki%20told%20Insider.">tend to downsize during a recession.</a>Employees should invest in their <a target="_blank" class="" href="https://www.businessinsider.com/how-gen-z-can-build-social-capital-at-work-2021-9">professional social capital</a> as well, Ward said. She encouraged workers to seek out a mentor or get involved in community professional groups, many of which help people rebound after a layoff.Workers will be best-served during difficult times if they adopt a <a target="_blank" class="" href="https://www.businessinsider.com/a-learning-mindset-is-critical-for-success-says-haleons-us-cmo-katie-williams-2024-6">learning mindset</a> and invest in continual skills development regardless of what the markets are doing, experts said. Holding credentials with market value and relevance can pay off big-time when companies are looking to make cuts.<a target="_blank" class="" href="https://www.businessinsider.com/community-college-becoming-popular-for-gen-z-to-avoid-debt-2023-5">Community colleges</a> are a great place for people to start, Kalleberg said. The local institutions often offer an array of classes on various subject matters at an affordable price."We can't depend on employers to teach those skills because they won't," he added. "They stopped doing it because they feared they would lose workers."In addition to acquiring technical skills, employees should focus on developing durable human skills, like communication and leadership, Ward said, especially as <a target="_blank" class="" href="https://www.businessinsider.com/how-to-use-ai-in-business-industry-leaders-panel-2024-4">AI becomes more prevalent</a> in the workplace.<div type="image" title="ChatGPT" height="1667" width="2500" msid="113549861" hostid="261" sizebytes="155226"></div>"People should really be thinking about what it is that humans can uniquely do in the workplace," Ward said.But even as <a target="_blank" class="" href="https://www.businessinsider.com/ai-job-market-replacing-workers-competition-job-losses-artificial-intelligence-2024-7">machines become ubiquitous</a>, the professional outlook for humans isn't entirely doom and gloom."I'm very impressed by the potential of AI," Kalleberg said. "It's going to eliminate jobs, but it's also going to <a target="_blank" class="" href="https://www.businessinsider.com/new-jobs-al-will-create-no-collegee-degree-chatgpt-2023-11">create many more."</a>Artificial intelligence will offer workers endless information at their fingertips, which could eventually <a target="_blank" class="" href="https://www.businessinsider.com/how-use-ai-save-time-work-best-ways-use-chatgpt-2024-9">give them a leg up</a> in terms of skill-building, he said. Workers who have previously lacked solid skillsets will suddenly be able to use technology to enhance the skills they do have or acquire new ones, according to Kalleberg, who suggested the invention could even be one way of rebuilding the middle class.If that turns out to be true, it's only a matter of time before the pendulum swings yet again, and employees take back the power, experts said.And for <a target="_blank" class="" href="https://www.businessinsider.com/american-employees-disengaged-work-meaningless-fake-email-jobs-2024-6">America's millions of workers</a>, that day can't come soon enough."Employers have had their way for a long time," Kalleberg said.

The employment power pendulum is always swinging. Here's how workers can stay ahead.

<keyword id="22865833" type="General" weightage="20" keywordseo="online-vendors" source="keywords">Online vendors</keyword> have generated 15.8 million <keyword id="19914922" type="General" weightage="20" keywordseo="jobs" source="keywords">jobs</keyword> in <keyword id="19895063" type="General" weightage="20" keywordseo="India" source="keywords">India</keyword>, including 3.5 million for women, with about 1.76 million retail enterprises participating in <keyword id="19990771" type="General" weightage="20" keywordseo="e-commerce" source="keywords">e-commerce</keyword> activity, says a report released on Wednesday. The report 'Assessing the Net Impact of e-Commerce on <keyword id="19898684" type="General" weightage="20" keywordseo="employment" source="keywords">Employment</keyword> and Consumer Welfare in India' was launched by Commerce and Industry Minister Piyush Goyal. "Plugging in data from our survey, we estimate that online vendors generate 15.8 million jobs, including 3.5 million jobs for women," the report prepared by Pahle India Foundation (PIF), a Delhi-based policy research institute, said. E-commerce, according to the report, has been a key driver of employment generation In India. On an average, online vendors employ 54 per cent more people and almost twice the number of female employees, compared to offline vendors. The report noted that two of the most widely-recognised contributions of e-commerce penetration in the retail sector are --growth in employment and improvements in consumer welfare. It said rather than displacing physical markets, e-commerce is expanding into new territories like tier 3 cities. "Our data shows that a higher percentage of Tier 3 city consumers spend more than Rs 5,000 per month on online shopping as compared to consumers from bigger cities," it said, adding this is the India consumption story, which enables the co-existence of physical and digital retail. The study analysed the impact e-commerce has had on employment and consumer welfare through a pan-India survey of 2,062 online vendors, 2,031 offline vendors, and 8,209 consumers of products from e-commerce websites across 35 cities in 20 states and UTs. According to the report, each e-commerce vendor on an average employs about 9 people, of which 2 are female, while each offline vendor employs about 6 people, of which only 1 is female. It pointed out that there was increase in employment across skill levels, including high-skilled (management, marketing), medium-skilled (customer service, operations), and low-skilled (warehousing, logistics, delivery) functions. The report said that the growth of e-commerce and accompanying digitalisation have fundamentally changed the skill sets and roles required in the industry. "Vendors have experienced improved business performance parameters since listing online, including higher sales and profits," it said. According to the report, 60 per cent and 52 per cent of vendors, respectively, state that their sales and profits have increased since the time they have started selling online. "Overall, more than two thirds of the online vendors interviewed experienced an increase in online sales value and profits in the past year," the report said, adding that 58 per cent saw an increase in both. Barring costs, it said vendors have seen a positive shift in all other aspects of business performance since they started selling online. The report said there is a strong business case for offline vendors to list on e-commerce platforms or pursue an omni-channel strategy. "E-commerce integration has accrued significant benefits to vendors from smaller cities and micro-enterprises," it said. The study also delves into how e-commerce has reshaped consumer behaviour, noting that consumers have shifted to online shopping for reasons that include convenience, product variety, and access. "A highly engaged consumer base is indicated by the fact that more than 50 per cent of all respondents to the survey spent more than two hours on e-commerce platforms a week, and that 70 per cent made a purchase via e-commerce in the last month alone," it said. Speaking at the event, former NITI Aayog Vice Chairman Rajiv Kumar said, e-commerce has revolutionized India's retail landscape. Ministry of Statistics and Programme Implementation(MoSPI) secretary Saurabh Garg lauded the government's initiatives expanding digital public infrastructure that have enabled the smooth expansion of e-commerce. SEE ALSO: <a href="https://www.businessinsider.in/business/telecom/news/reliance-jio-and-airtel-gained-over-3-million-subscribers-in-june-vi-lost-nearly-a-million/articleshow/112670406.cms">Reliance Jio and Airtel gained over 3 million subscribers in June, Vi lost nearly a million</a> <a href="https://www.businessinsider.in/tech/mobile/news/the-iphone-pro-models-will-be-made-in-india-for-the-first-time-this-year/articleshow/112653019.cms">The iPhone Pro models will be made in India for the first time this year</a> <a href="https://www.businessinsider.in/stock-market/webstories/orient-technologies-ipo-price-band-to-risk-factors-all-you-need-to-know/slidelist/112646237.cms">Orient Technologies IPO – Price band to risk factors, all you need to know</a>

Online vendors generated 15.8 million jobs in India: e-commerce report

<ul class="summary-list"><li>Many companies are introducing return-to-office mandates, and not all employees are happy with them.</li><li>Companies requiring 5-day RTO will lose valuable employees, says Craig Levey, an employment lawyer.</li></ul>This as-told-to essay is based on a conversation with Craig Levey, an employment law attorney and partner at Bennett &amp; Belfort, P.C., a law firm based in Cambridge, Massachusetts. The following has been edited for length and clarity.Companies want their employees to be productive, and they generally have the right to introduce policies that <a target="_blank" class="" href="https://www.businessinsider.com/companies-requiring-return-to-office-rto-mandate">mandate returning to the office</a> five days per week.In some businesses, employees can be productive remotely, but I truly believe in others, they do need to be in the office. Personally, I think <a target="_blank" class="" href="https://www.businessinsider.com/pros-of-hybrid-work-why-it-could-be-best-scenario-2023-10">hybrid is the perfect balance</a>, with employees working in the office three to four days a week and being remote one to two days per week.I think every company that mandates five days per week in office is going to <a target="_blank" class="" href="https://www.businessinsider.com/ravin-jesuthasan-why-companies-enforce-rto-mandates-future-of-work-2024-8">lose some very valuable employees</a>, which will be a blow to them.Ultimately, an employee whose company implements a <a target="_blank" class="" href="https://www.businessinsider.com/amazon-ceo-return-to-office-mandate-5-days-week-2024-9">five-day RTO policy</a> will have to decide: Am I going to return to the office five days per week as required, or am I not?<h2 id="1e6a75e7-2928-421f-b032-7e66cdd4c43c">Here are the steps I'd take if a client came to me about their company switching to a five-day RTO policy:</h2><h3 id="55023514-e6e1-4d10-84ad-451fcd33d232">1. Look at your employment contract</h3>First, I would look at their employment agreement to see whether it was represented to them that they could work hybrid or remote. Although the company can change their policy, the employee could go back to their supervisor and say, "Hey, our agreement was that I'm going to be working remote or hybrid."Well-written employment agreements will include a clause providing the employer with the flexibility the amend any and all terms. But if you have some leverage, you can <a target="_blank" class="" href="https://www.businessinsider.com/how-i-negotiated-flexible-work-schedule-with-my-boss-2020-12">negotiate into your employment agreement</a> that you're going to be working remote or hybrid.The typical 9-to-5 hourly minimum wage employee doesn't have a ton of leverage, but the higher up you get, you can negotiate for that. We saw that recently with the new Starbucks CEO, who will be mainly <a target="_blank" class="" href="https://www.businessinsider.com/starbucks-ceo-wont-tell-employees-days-to-work-in-office-2024-9">working remotely from Newport Beach</a> rather than relocating to Seattle.<h3 id="e21df687-b0ea-41e1-a5cf-b63acd72da93">2. Consider your legal protections</h3>Next, I would help them assess if there are <a target="_blank" class="" href="https://www.businessinsider.com/employee-return-to-office-mandates-no-legal-recourse-employer-2024-9">any legitimate legal avenues</a> to take. Do you have a disability that requires an accommodation? Are there certain leave requirements under the Family and Medical Leave Act (FMLA) that you're entitled to?If employees meet the requirements of certain laws — whether it's parental leave laws, pregnancy laws, or other similar laws — then they can use those laws regardless of an RTO policy. But if they don't meet the requirements and are using that as a tool to try to defeat the RTO policy, that's a bad idea.When an employee has a <a target="_blank" class="" href="https://www.businessinsider.com/return-to-office-mandate-doctor-prescribed-accomodation-2024-9">documented disability</a> covered under the Americans with Disabilities Act (ADA), the company has to deal with that employee a little bit differently. They may have a policy that says employees have to be in the office five days a week, but when an employee with a disability contacts the company and <a target="_blank" class="" href="https://www.businessinsider.com/how-to-ask-for-health-accommodations-remote-work-flexible-hours-2022-8">requests an accommodation</a>, the employer can't simply just say no.The company needs to engage in an <a target="_blank" href="https://askjan.org/topics/interactive.cfm">interactive process</a> to assess whether it can grant the accommodation because it's reasonable, or if it'll deny it because it's an undue burden on the business.Lawsuits happen all the time involving employees who feel like their companies have violated the law by <a target="_blank" class="" href="https://www.businessinsider.com/twitter-worker-disability-sues-after-elon-musks-remote-work-change-2022-11">not granting a reasonable accommodation</a>. If you feel you've been discriminated against because of your disability, you can file a charge with the Equal Employment Opportunity Commission (EEOC) or with your state agency. You could also file a lawsuit in court.The plaintiff — usually the employee — would ultimately have the burden of proof, but if they can demonstrate that it's a reasonable accommodation, the company would need to set forth evidence as to why it was a burden. For example, let's say a person works in Amazon's customer service and they're on the phone the entire time. If they have a documented disability and ask to work remotely over the phone, it might be difficult for the company to prove that it's a true burden on the company to allow them to work from home doing the exact same things.Sometimes, employees' requests are unreasonable because they're going to cost a ton of money or they're just not something that a company is required to do. Ultimately, it comes down to the facts of the case.<h3 id="4789e1f1-22bc-4ed2-b3e6-8c009e611b10">3. Speak with your supervisor</h3>If you find yourself in a situation where you either have to return to the office or not — and in that case, effectively resign — and you're debating resigning, I think it makes sense to have a heart-to-heart conversation with your supervisor, explain you're fully capable of performing your duties remotely, and ask about a hybrid agreement.That may not get you very far, but if you're at that point of potentially leaving the company anyway, it doesn't hurt to try to work out some sort of agreement.<h3 id="3c876e4c-7440-4d3a-abfc-21f58c036893">4. Apply for unemployment</h3>In many instances, if the employee doesn't return to work, they'll be deemed to have abandoned their job, which can have implications for unemployment benefits: Is it a termination or is it a resignation? The company's going to say you're effectively resigning because returning to office is a duty of your job.Each state has different rules and laws around unemployment, and you can run the risk of potentially not getting unemployment benefits if you've resigned from the job because you haven't returned to the office.Still, I would recommend that you <a target="_blank" class="" href="https://www.businessinsider.com/how-to-file-for-unemployment-benefits-2020-3">apply for unemployment benefits</a> because other than your time, there isn't a lot to lose — you're either denied or approved. It really depends on the state you're in and who's assessing your claim, but I don't think it hurts to apply.<h2 id="cf51b9c0-dcd6-4910-bda5-dacd99bf110a">The shift back to in-office work may have an interesting outcome</h2>I wouldn't be surprised if, in one to two years, we see more in-office work. Companies that are mandating five days a week will inevitably result in <a target="_blank" class="" href="https://www.businessinsider.com/rto-amazon-relocate-remote-work2024-8">a lot of employees leaving</a> because they just don't want to do that.It'll be interesting to see what the outcome of this will be. There'll be a subsection of these employees that find remote work, but beyond that, I think it'll result in more entrepreneurs and people doing social media because if these employees can't find <a target="_blank" class="" href="https://www.businessinsider.com/return-to-office-hybrid-work-model-quit-jobs-2023-8">the remote lifestyle</a> that they want, they're going to just create their own business opportunities.If your company implemented a return-to-office policy and you'd like to share your experience, email Jane Zhang at <a target="_blank" href="mailto:janezhang@businessinsider.com">janezhang@businessinsider.com</a>.

4 steps workers should take when their companies announce 5-day RTO, according to an employment lawyer

New Delhi [India], August 9 (ANI): Union Minister of Commerce &amp; Industry <keyword id="19895367" type="General" weightage="100" keywordseo="Piyush-Goyal" source="keywords">Piyush Goyal</keyword> stated that the leather and <keyword id="21599313" type="General" weightage="20" keywordseo="Footwear-industry" source="keywords">footwear industry</keyword> of the country has the potential to raise employment in the sector from the current 40 lakh to 1 crore. The minister stated it while inaugurating the 8th <keyword id="22718849" type="General" weightage="20" keywordseo="India-International-Footwear-Fair" source="keywords" meta.keywordsubtype="org" meta.entityname="India International Footwear Fair" meta.hostid="261" meta.entityid="India International Footwear Fair">India International Footwear Fair</keyword> in Delhi on Thursday. He highlighted that the leather and footwear industry has the ability to expand its market domestically and abroad. "We have the world market to capture. We need self-confidence, open mind to accept change" said Goyal. The minister also added that the implementation of Quality Control Orders (QCOs) will help prevent substandard, low-cost leather product imports and help save the Indian Footwear industry from unfair competition. He stated QCOs will help inculcate a spirit of quality among the domestic manufacturers, enabling India to become a world-class manufacturer of quality footwear. On liberalising the QCO guidelines, Goyal said that the Centre will give retailers two years to dispose of the existing footwear stock post application of the order. He also noted that fashion footwear manufacturing up to 72,000 pairs will not have to go through QCOs. Minister Goyal asserted that India is poised to become the market leader in the world. He also expressed hope for the footwear industry to become the world's largest manufacturer. Currently, India is the 2nd largest manufacturer and 9th largest exporter of footwear. The Minister also said that a target of USD 50 billion in exports by 2030 is achievable. He pointed out that QCOs don't apply to exports but the exporters have to meet the quality requirements of their clients. The Minister urged the industry to leverage the Free Trade Agreements (FTAs), especially with ASEAN and European countries and work towards making Indian brands global. Earlier the minister also highlighted that micro and small units under <keyword id="19990810" type="General" weightage="20" keywordseo="MSME" source="keywords">MSME</keyword> would continue to be exempted from the purview of QCOs. (ANI)

Leather and footwear industry can create 1 crore jobs: Piyush Goyal

This article is part of "<a target="_blank" rel="noopener" href="https://www.businessinsider.com/category/workforce-innovation">Workforce Innovation</a>," a series exploring the forces shaping enterprise transformation.After a full day of seeing patients, Missy Scalise used to spend hours at home fleshing out the notes that go into medical records.Then, about a year ago, Scalise, an internal-medicine physician with Ascension Saint Thomas in Nashville, started using Suki, an artificial-intelligence tool that generates notes and other data based on her patient conversations."What used to take me two to four hours per full day of clinic now takes me about 30 minutes or so, at most," she told Business Insider.Having <a target="_blank" class="" href="https://www.businessinsider.com/doctor-burnout-ai-assistant-help-paperwork-administrative-tasks-2023-8">AI working in the background </a>to document what goes on in the exam room has given her more leeway to focus on patients, Scalise said. Several have told her that she seems more present, she added.Part of Scalise's role is chairing a committee on clinician well-being. A couple of years ago, AI wasn't on her radar. Now, she's pushing to get more colleagues to start using the technology to help boost their efficiency.That highlights an important reality: AI will likely change some aspects of nearly all jobs. To keep up, workers will have to <a target="_blank" class="" href="https://www.businessinsider.com/ai-older-workers-better-than-younger-could-help-hiring-2024-8">add skills and learn</a> as never before, and that will require employers' help.<div type="image" title="Missy Scalise sits with her sons" height="428" width="640" msid="112873678" hostid="261" sizebytes="25154"></div>The breadth of the change to come seems profound. In January, the International Monetary Fund predicted that AI could affect nearly four in 10 jobs globally. For advanced economies, the share of <a target="_blank" href="https://www.imf.org/en/Publications/Staff-Discussion-Notes/Issues/2024/01/14/Gen-AI-Artificial-Intelligence-and-the-Future-of-Work-542379?cid=bl-com-SDNEA2024001">jobs exposed to AI</a> rose to about six in 10 — about half of the latter in a negative way.In 2023, the World Economic Forum reported that employers expected <a target="_blank" href="https://www.weforum.org/publications/the-future-of-jobs-report-2023/digest/#:~:text=All%20but%20two%20technologies%20are,in%20the%20next%20five%20years.">44% of workers' skills</a> to be "disrupted" within five years.It all points to a workforce that will need <a target="_blank" class="" href="https://www.businessinsider.com/to-find-or-keep-a-job-become-a-specialist-2024-8">widespread retraining</a>.Ravin Jesuthasan, a coauthor of "The Skills-Powered Organization" and the global leader for transformation services at the consulting firm Mercer, told BI that chief human-resources officers and other leaders would need to think of training — particularly around AI — as something that's just as important as, for example, building a factory."Everyone needs to be really facile with AI," he said. "It's a nonnegotiable because every piece of work is going to be affected."Jesuthasan said that when he talks about AI's widespread reach, he often gets questions like, "Well, what about the plumber who came to my house?"Plumbers, he said, might spend 30 minutes of every few hours turning a wrench. Much of the remainder goes to things like scheduling appointments and understanding the setups of customers' fixtures and piping. AI can help with all that, Jesuthasan said.He said experimenting with AI was a good start but not a viable long-term strategy. More organizations are becoming deliberate in how they invest, he added. That might look like identifying well-defined areas where they will deploy AI so that everyone involved uses the technology.That's part of a mindset of continual learning and reinvention. Without that, he said, both the organization and its workers risk falling behind.Ultimately, Jesuthasan said, organizations should test and learn so that they can be judicious in how they deploy AI and see a return. This shift will require that leaders focus more on skills and less on the strictures of a particular job.It's a big shift."We're talking about the reversal of 140 years of learned behavior and organizational structure and processes to shift from jobs to skills as the currency for work," he said. "You can't eat the elephant in one bite."Jon Lester, the vice president of HR technology, data, and AI at IBM, told BI that business leaders should give experts in various parts of their organizations the time and space to learn what's possible — and to fail. He also said leaders should track the return on investment of their efforts and let their expert employees make decisions.Lester said it's insufficient to drop in the technology without giving other considerations."If we gave this technology without the learning, without the focus on process and experience, we just automated bad processes," he said.Another challenge with inserting AI into an organization is that it's often difficult to tell which skills workers possess and where they might need training.Asteri AI is a <a target="_blank" class="" href="https://www.businessinsider.com/healthcare-ai-startup-valuations-explode-after-downturn-2024-4">startup</a> that uses large language models to determine the skill levels of an employee base, identify gaps, and forecast what abilities might one day be needed.Julia Grace Samoylenko, Asteri's founder and CEO, told BI that skills are often hidden and difficult to capture and that they tend to change rapidly."We truly believe that AI is the key to solving this problem," she said.It's important for organizations to understand the <a target="_blank" href="https://www.businessinsider.com/ai-questions-consulting-firms-are-answering-for-clients-2024-6">capabilities of their workers</a>, in part, because it's not advisable — or even possible, in many cases — for <a target="_blank" class="" href=" https://www.businessinsider.com/ai-help-recruit-hire-employees-tech-women-bias-job-seeking-2024-1">employers to hire</a> their way out of a skills deficit, Samoylenko said. That can be especially the case with high-demand areas like AI."We strongly believe in the idea of investing in internal talent rather than bringing in external hires," she said.Aside from concerns about maintaining morale and institutional knowledge, training existing employees can also be easier on the budget. That's because the cost of <a target="_blank" class="" href="https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx">replacing an employee</a> is, conservatively, half to two times the worker's annual salary, Gallup found.Major employers like Johnson &amp; Johnson are also using what's sometimes called "<a target="_blank" href="https://mitsloan.mit.edu/ideas-made-to-matter/how-companies-can-use-ai-to-find-and-close-skills-gaps">skills inference</a>" to get a snapshot of workers' skills and how they might be improved.<div type="image" title="54% of HR and talent acquisition leaders say they are hopeful about the potential impact of AI at work." height="1000" width="2000" msid="112873681" hostid="261" sizebytes="40548"></div>For employers that want to <a target="_blank" class="" href="https://www.businessinsider.com/ai-tackling-jobs-humans-dont-have-time-for-or-want-2024-2">train their workers</a>, an obvious challenge is making sure it's effective.Elise Smith, a cofounder and the CEO of Praxis Labs, told BI that AI could make learning more personalized. The company uses the technology to simulate various work situations. That might involve giving difficult feedback or managing someone who's being disruptive to a team, she said.Praxis Labs is focused on middle managers and potential strong performers because, Smith said, training on these types of interpersonal skills is often concentrated among C-suite leaders."They often have executive coaches," she said. "They're doing role-plays. They're getting coaching on how to navigate these moments all the time." By using AI, Smith said, that type of training can be scaled to reach more workers.Managers can give oral or written feedback in simulations, and the AI can interject to point out slipups."Midconversation, if you haven't asked an open-ended question, we might nudge you to do that because you may not fully understand the situation," she said. "And asking questions is a powerful skill."Smith said the benefits of training could extend beyond the knowledge itself. She said clients had reported managers and employees feeling more engaged. And if the training is successful, it's more likely to stick, Smith added."You're more likely to change your behavior when you're confident about what you've just practiced and that skill you've just built," she said.Organizations are also looking to use <a target="_blank" class="" href="https://www.businessinsider.com/ai-career-advice-coach-gen-z-workers-get-ahead-2024-2">AI to empower workers</a> in other ways.Nathalie Scardino, Salesforce's chief people officer, told BI that the company's philosophy is that having AI tools at hand helps workers learn and improve their skills because the tech becomes incorporated into their daily workflow."You're bringing them along in the continued learning experience," she said.Salesforce has pumped out more than 50 AI applications to help its workers do their jobs in new ways, Scardino said. The goal is to make sure workers continue to learn and experiment."Everyone should be able to work with AI and understand the use cases behind the advantages of working with AI," she said.Charlotte Relyea, a senior partner at McKinsey &amp; Co., believes that leaders need to plan now so they can better forecast the abilities workers will need. Given the importance of this task, she said, the process will likely involve not only the head of HR but also the CEO."It's going to require real investment in upskilling and reskilling," she told BI. "So organizations need to be prepared for that."Relyea said leaders should prioritize where they focus most of their efforts on building skills. So it's probably more worth it to train a team with low turnover than one that's always seeing new faces.Leaders need to think about this as a transformation — what she described as "painting the picture of the future."In a recent <a target="_blank" href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/gen-ais-next-inflection-point-from-employee-experimentation-to-organizational-transformation">McKinsey survey</a>, nine in 10 workers said AI tools could improve their work experience. And, often, workers reported incorporating AI into their work faster than their employers."How do you actually harness some of the energy that employees are putting into using gen AI?" Relyea said.She said employers should consider how they could create ways for workers to share ideas and make testing and learning part of the culture.Scalise, the doctor in Nashville, believes that AI tools like the one she's using will be the future of medicine. She's pushing to give the internal-medicine residents she oversees access to the technology as well so that they don't get burned out by administrative tasks and can better focus on patients' needs. She said in the 18 years she's been a doctor, no other tool has changed her practice to this degree."I didn't know it would be this groundbreaking," Scalise said. "I'm ecstatic that it's been so effective."

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Online vendors generated 15.8 million jobs in India: e-commerce report

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