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I would like to thank everyone who has shared my new book. It’s times like now where economic growth has been reshaped to modernize in ways where at times things do not appear as they may seem.
Clearly statistics show unemployment rates have fallen but in this book one will discover as to why more people don’t qualify for unemployment, how being employed by recruitment agencies factors into these problematic flaws.
In this book you’ll find various chapters with insight inserted within a collection of stories of individuals and their experiences working with recruitment agencies.
You’ll find written content regarding people with disabilities whom are losing their SSDI due to being employed by recruitment agencies without understanding certain criteria and/or facts on how “Ticket Back to Work Program” works for those on disability; a flawed system that leaves many prone to potential loss and vulnerabilities.
As ironic as it may seem many are referred to recruitment agencies by government unemployment agencies and/or vocational rehabilitation representation with little or no information on their “Ticket Back to Work Program” status and how it works. The downfall of basic knowledge within recruitment agencies leaves many with disabilities blindsided when referred to recruitment agencies. After all there are no guarantees for permanent job placements as many are told employment opportunities are possible temp to hire with merely the most plausible explanations of potential hire along with a collection of disclaimers and contracts to sign.
Sustainability; attainable stability and financial security must be achieved for one to be successful on “Ticket Back to Work Program” and this is seldom found through recruitment agencies.
Written by Marsha Beede
All Rights Reserved
The following promotional offer goes from February 4th and 5th 2018. Get yours free on Amazon Kindle ebooks!
How Far Will You Go?: Economic Structures Where Recruitment Agencies Lead and Clientele Intentions Become Misleading https://www.amazon.com/dp/B074SB76PC/ref=cm_sw_r_cp_apa_iDFDAbFWMD1E9
Today’s topic on #Bluecollarworkers on LinkedIn and Twitter is notable and a worthy topic, but also a smokescreen.
Recruitment Agencies are a prime example of problems with solid, sustainability, accountability and taking advantage of American workers.
All this talk about needing blue-collar workers for relief efforts for hurricane reconstruction and restoration work isn’t difficult to achieve. This is not about lack of blue-collar jobs that are undesirable to American workers. What blue-collar workers want is fair wages and gainful employment.
This graph shows one of the biggest factors that hinder gainful employment abilities for Americans in blue-collar jobs. Recruitment for blue-collar is on a slithering troll of deceit and employers (clientele) are just as responsible for this devastation in deficit in employed blue-collar workers.
It is an unfortunate example of temporary job placements that simply will not suffice. We’re talking about a multibillion dollar industry on the rise that lacks initiative; responsibility for gainful and permanent employment for Americans.
If employers want to hire more employees than they need to cut out the bullish recruitment that leads many Americans with a false sense of hope. The lack of help is a smokescreen used to place blame on millennium and generations to come. I’ve seen this happen too many times to fellow Americans. This not something new as recruitment has been around since the 80’s or perhaps longer.
What this blue-collar smokescreen is really about is how to pocket more financial gain for investors; reduce liabilities and benefits for employees that employers do don’t want to pay. Signing on with a recruitment agency minimizes these responsibility to employers (clientele).
At a drop of a coin employer (clientele) can dismiss contract employees without merit and without reason. It is not unusual for clientele to drop contract workers by the mass during times quarterly, monetary gains that aren’t sufficient. They will drop and pick up contract workers during times quarterly revenue change. At times employers know in advance when these changes will accrue.
It’s common for school districts or government to do the same to reduce cost in benefits. However the irony is clientele most often pay recruitment agencies more in monetary to avoid paying out benefits to an employee. But it is just as easy to drop a contract worker without explanation when they’ve fulfilled their contract without an explanation.