Bill Overview
Title: Expanding Labor Representation in the Workforce System Act
Description: This bill increases from 20% to 30% the workforce representation on state and local workforce development boards.
Sponsors: Rep. Sherrill, Mikie [D-NJ-11]
Target Audience
Population: Workers and individuals associated with or represented by workforce development boards
Estimated Size: 206000000
- The bill affects workforce development boards which exist in many countries but specifically in the United States, they are established under the Workforce Innovation and Opportunity Act (WIOA).
- Workforce development boards have members from various sectors, including business, labor, and educational institutions, and are responsible for setting policies for workforce development within their regions.
- Increasing labor representation on these boards aims to ensure that the interests of workers are better represented in training and employment policies.
- The primary global target population consists of workers and members of labor unions who would gain greater influence in the policies that affect their employment and skill development.
Reasoning
- The policy targets workforce development boards which impact the decisions made about training and employment opportunities.
- Increasing labor representation aims to give workers more influence, which may lead to improved job conditions, skill development opportunities, or advocacy for worker-friendly policies.
- The cost and program size limits should ensure that the direct impact is manageable and sustainable within the budget provided.
- While a large number of working-age Americans could be indirectly affected, only a subset actively engaged with or represented by workforce boards will feel the direct impacts.
Simulated Interviews
Automobile Factory Worker (Detroit, MI)
Age: 45 | Gender: male
Wellbeing Before Policy: 4
Duration of Impact: 10.0 years
Commonness: 5/20
Statement of Opinion:
- I hope this change could mean better working conditions and more say in what job programs are available locally.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 4 |
| Year 2 | 6 | 4 |
| Year 3 | 6 | 4 |
| Year 5 | 7 | 4 |
| Year 10 | 7 | 4 |
| Year 20 | 6 | 3 |
Freelance Graphic Designer (Los Angeles, CA)
Age: 34 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 0.0 years
Commonness: 10/20
Statement of Opinion:
- I don't think this will directly affect me since I'm not a part of any workforce boards or unions.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 7 | 7 |
| Year 20 | 7 | 7 |
Community College Instructor (Chicago, IL)
Age: 52 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 15.0 years
Commonness: 7/20
Statement of Opinion:
- Greater labor representation may lead to more educational initiatives that align with workforce needs.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 7 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 7 | 5 |
Tech Startup Employee (Seattle, WA)
Age: 28 | Gender: male
Wellbeing Before Policy: 8
Duration of Impact: 0.0 years
Commonness: 12/20
Statement of Opinion:
- I don't expect this change to impact my work environment much.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 8 |
| Year 2 | 8 | 8 |
| Year 3 | 8 | 8 |
| Year 5 | 8 | 8 |
| Year 10 | 8 | 8 |
| Year 20 | 8 | 8 |
Oil Industry Worker (Houston, TX)
Age: 60 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 8.0 years
Commonness: 8/20
Statement of Opinion:
- We're always trying to ensure safer jobs and better pay, so this might help.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 8 | 5 |
| Year 10 | 8 | 5 |
| Year 20 | 7 | 4 |
Hospital Nurse (New York, NY)
Age: 39 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 6/20
Statement of Opinion:
- More representation could mean better working hours and conditions for us.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 7 | 6 |
| Year 10 | 7 | 6 |
| Year 20 | 6 | 5 |
Retail Manager (Phoenix, AZ)
Age: 50 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 0.0 years
Commonness: 14/20
Statement of Opinion:
- I'm not involved with those kinds of boards, so nothing will change for me.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 5 |
| Year 2 | 5 | 5 |
| Year 3 | 5 | 5 |
| Year 5 | 5 | 5 |
| Year 10 | 5 | 5 |
| Year 20 | 5 | 5 |
Construction Worker (Raleigh, NC)
Age: 42 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 7/20
Statement of Opinion:
- Having more say could lead to more job security and negotiation power.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 7 | 5 |
Tech Support Specialist (San Francisco, CA)
Age: 29 | Gender: other
Wellbeing Before Policy: 7
Duration of Impact: 2.0 years
Commonness: 9/20
Statement of Opinion:
- It's good for my friends in unions, but it won't reach into my tech job space.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 7 | 7 |
| Year 20 | 7 | 6 |
Public School Teacher (Denver, CO)
Age: 47 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 12.0 years
Commonness: 8/20
Statement of Opinion:
- More influence on training programs could greatly benefit educational staff too.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 6 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 7 | 5 |
| Year 20 | 6 | 4 |
Cost Estimates
Year 1: $5000000 (Low: $3000000, High: $7000000)
Year 2: $5000000 (Low: $3000000, High: $7000000)
Year 3: $5000000 (Low: $3000000, High: $7000000)
Year 5: $5000000 (Low: $3000000, High: $7000000)
Year 10: $5000000 (Low: $3000000, High: $7000000)
Year 100: $5000000 (Low: $3000000, High: $7000000)
Key Considerations
- The degree to which increased labor representation will change board policies and their effectiveness will influence the long-term impact.
- The costs associated with implementing these board changes will directly relate to the existing administrative efficiency of the state and local boards.
- Impacts may also vary significantly across states due to differences in existing workforce development needs and structures.