Staffing Recruiting ↔ relates to ↔ Employment Workforce

a principal agency of the U.S. federal statistical system. The BLS collects, processes, analyzes, and disseminates essential statistical data to the American public, the U.S. Congress, other Federal agencies, state and local governments, businesses, and labor representatives. The BLS also serves as a statistical resource to the United States Department of Labor, and conducts research measuring the income levels families need to maintain a satisfactory quality of life. BLS data must satisfy a number of criteria, including relevance to current social and economic issues, timeliness in reflecting today's rapidly changing economic conditions, accuracy and consistently high statistical quality, impartiality in both subject matter and presentation, and accessibility to all.

Current Employment Statistics (CES) This program produces detailed industry estimates of nonfarm employment, hours, and earnings of workers on payrolls. CES National Estimates (CES-N) produces data for the nation, and CES State and Metro Area (CES-SA) produces estimates for all 50 States, the District of Columbia, Puerto Rico, the Virgin Islands, and about 450 metropolitan areas and divisions. Each month, CES surveys approximately 121,000 businesses and government agencies, representing approximately 631,000 individual worksites, drawn from a sampling frame of unemployment insurance tax accounts. Both programs use the same sample and collection methods. Participation in the survey is voluntary under federal law, but it is mandatory in California, New Mexico, Ohio, Oregon, South Carolina, and Puerto Rico. The South Carolina requirement applies to firms with more than 20 employees. The businesses report data on employment, hours, and earnings for all paid workers from their payroll records. The data is collected for the pay period that includes the 12th of the month (regardless of its length), via a form sent to workplaces, by telephone, and online (but not by email, for security reasons). For its monthly estimation, the CES-N program uses a matched sample concept and weighted sample data to produce employment, hours, and earnings estimates. Regarding its reliability, the CES survey, like other sample surveys, is subject to two types of error: sampling and nonsampling error. The magnitude of sampling error, or variance, is directly related to the size of the sample and the percentage of universe coverage achieved by the sample. The CES sample covers over one-third of total universe employment, yielding a very small variance for the total nonfarm estimates.

The Bureau of Labor Statistics (BLS) is a unit of the United States Department of Labor. It is the principal fact-finding agency for the U.S. government in the broad field of labor economics and statistics and serves as a principal agency of the U.S. federal statistical system. The BLS collects, processes, analyzes, and disseminates essential statistical data to the American public, the U.S. Congress, other Federal agencies, state and local governments, businesses, and labor representatives. The BLS also serves as a statistical resource to the United States Department of Labor, and conducts research measuring the income levels families need to maintain a satisfactory quality of life. BLS data must satisfy a number of criteria, including relevance to current social and economic issues, timeliness in reflecting today's rapidly changing economic conditions, accuracy and consistently high statistical quality, impartiality in both subject matter and presentation, and accessibility to all.

The Idaho Industrial Commission is a state agency in Idaho responsible for managing the state's workers' compensation system. The agency also acts as an administrative court for unemployment insurance decisions issued by the Idaho Department of Labor or Idaho Department of Commerce. The agency was established in 1918 by the Idaho Legislature.

The Idaho Department of Labor is a state agency in Idaho. The agency is responsible for economic development, labor relations, workforce, technology, volunteerism, and workforce development. It also processes requests for unemployment benefits and unemployment insurance.

Construction is the process involved in delivering buildings, infrastructure, industrial facilities, and associated activities through to the end of their life. It typically starts with planning, financing, and design that continues until the asset is built and ready for use. Construction also covers repairs and maintenance work, any work to expand, extend, and improve the asset, and its eventual demolition, dismantling, or decommissioning. The construction industry contributes significantly to many countries' gross domestic products (GDP). Global expenditure on construction activities was about $4 trillion in 2012. In 2022, expenditure on the construction industry exceeded $11 trillion a year, equivalent to about 13 percent of global GDP. This spending was forecasted to rise to around $14.8 trillion in 2030. The construction industry promotes economic development and brings many non-monetary benefits to many countries, but it is one of the most hazardous industries.

uivalent to about 13 percent of global GDP. This spending was forecasted to rise to around $14.8 trillion in 2030. The construction industry promotes economic development and brings many non-monetary benefits to many countries, but it is one of the most hazardous industries. For example, about 20% (1,061) of US industry fatalities in 2019 happened in construction. Etymology "Construction" stems from the Latin word constructio (which comes from com- "together" and struere "to pile up") as well as Old French construction. "To construct" is a verb: the act of building.

. Etymology "Construction" stems from the Latin word constructio (which comes from com- "together" and struere "to pile up") as well as Old French construction. "To construct" is a verb: the act of building. The noun is "construction": how something is built or the nature of its structure. History The first huts and shelters were constructed by hand or with simple tools. As cities grew during the Bronze Age, a class of professional craftsmen, like bricklayers and carpenters, appeared. Occasionally, slaves were used for construction work. In the Middle Ages, the artisan craftsmen were organized into craft guilds. In the 19th century, steam-powered machinery appeared, and later, diesel- and electric-powered vehicles such as cranes, excavators and bulldozers. Fast-track construction has been increasingly popular in the 21st century.

astern Washington, with which it shares the Pacific Time Zone—the rest of the state uses the Mountain Time Zone. The state's south includes the Snake River Plain (which has most of the population and agricultural land), and the southeast incorporates part of the Great Basin. Idaho is quite mountainous and contains several stretches of the Rocky Mountains. The United States Forest Service holds about 38% of Idaho's land, the highest proportion of any state. Industries significant for the state economy include manufacturing, agriculture, mining, forestry, science and technology, and tourism. Idaho has been a predominantly Republican state since statehood, with the Republican Party dominating in both state and national elections; abortion is severely restricted and the state retains the death penalty, including methods like the firing squad. The state contains the Idaho National Laboratory. Idaho's agricultural sector supplies many products, but the state is best known for its potato crop, which comprises around one-third of the nationwide yield.

ate and national elections; abortion is severely restricted and the state retains the death penalty, including methods like the firing squad. The state contains the Idaho National Laboratory. Idaho's agricultural sector supplies many products, but the state is best known for its potato crop, which comprises around one-third of the nationwide yield. Its official state nickname is the "Gem State". Etymology In the early 1860s, when the U.S. Congress was considering organizing a new territory around Pikes Peak in the Rocky Mountains, the name "Idaho" was popular among the Congressional committee, as they believed it to be derived from a Shoshone term meaning "gem of the mountains." Realizing in January 1861 the name was quite possibly a fabrication and not Native American at all, the U.S. Congress ultimately decided to name the area Colorado Territory when it was created. But, by the time this decision was made in February 1861, the town of Idaho Springs, Colorado had already been named after their early frontrunner for a name, Idaho. In 1863, the Territory of Idaho was formed, though “Montana” was nearly its name. More than a decade after the name Idaho was first discussed for the eventual Colorado Territory, George M. Willing, a politician, claimed that he had been inspired by a little girl named Ida and that he coined the name in Washington at the time of the Congressional committee when he had been posing as an elected delegate to Congress. The same year Congress created Colorado Territory, a county called Idaho County was created in eastern Washington Territory. The county was named after a steamship named Idaho, which was launched on the Columbia River in 1860. It is unclear whether the steamship was named before or after the legitimacy of the Native American origins of “Idaho” came into question. Regardless, part of Washington Territory, including Idaho County, was used to create Idaho Territory in 1863. Idaho Territory would later change its boundaries to the area that became the U.S.

ches of the Rocky Mountains. The United States Forest Service holds about 38% of Idaho's land, the highest proportion of any state. Industries significant for the state economy include manufacturing, agriculture, mining, forestry, science and technology, and tourism. Idaho has been a predominantly Republican state since statehood, with the Republican Party dominating in both state and national elections; abortion is severely restricted and the state retains the death penalty, including methods like the firing squad. The state contains the Idaho National Laboratory. Idaho's agricultural sector supplies many products, but the state is best known for its potato crop, which comprises around one-third of the nationwide yield.

e shortened to "temps". In some instances, temporary, highly skilled professionals (particularly in the white-collar worker fields, such as human resources, research and development, engineering, and accounting) refer to themselves as consultants. Increasingly, executive-level positions (e.g., CEO, CIO, CFO, CMO, CSO) are also filled with interim executives or fractional executives. Temporary work is different from secondment, which involves temporarily assigning a member of one organization to another. In this case, the employee typically retains their salary and other employment rights from their primary organization. Still, they work closely with other organizations to provide training and share experiences. Temporary workers may work full-time or part-time depending on the individual situation. In some instances, temporary workers receive benefits (such as health insurance), but usually benefits are only given to permanent employees as a cost-cutting measure by the employer to save money. Not all temporary employees find jobs through a temporary employment agency. With the rise of the Internet and gig economy (a labor market characterized by the prevalence of short-term contracts or freelance work as opposed to permanent jobs), many workers are now finding short-term jobs through freelance marketplaces: a situation that brings into being a global market for work. A temporary work agency, temp agency or temporary staffing firm finds and retains workers. Other companies in need of short-term workers contract with the temporary work agency to send temporary workers, or temps, on assignments to work at the other companies.

th insurance), but usually benefits are only given to permanent employees as a cost-cutting measure by the employer to save money. Not all temporary employees find jobs through a temporary employment agency. With the rise of the Internet and gig economy (a labor market characterized by the prevalence of short-term contracts or freelance work as opposed to permanent jobs), many workers are now finding short-term jobs through freelance marketplaces: a situation that brings into being a global market for work. A temporary work agency, temp agency or temporary staffing firm finds and retains workers. Other companies in need of short-term workers contract with the temporary work agency to send temporary workers, or temps, on assignments to work at the other companies.

reelance work as opposed to permanent jobs), many workers are now finding short-term jobs through freelance marketplaces: a situation that brings into being a global market for work. A temporary work agency, temp agency or temporary staffing firm finds and retains workers. Other companies in need of short-term workers contract with the temporary work agency to send temporary workers, or temps, on assignments to work at the other companies.

yers looking for qualified workers. Employers, employer associations, and joint labor-management organizations, known collectively as "sponsors", provide apprentices with paid on-the-job learning and academic instruction that reflects industry needs. The goal of such instruction is to provide workers with advanced skillsets that meet the specific needs of their employers. History Following the creation of the first Registered Apprenticeship system in Wisconsin in 1911, the United States Congress passed the National Apprenticeship Act (known as the "Fitzgerald Act") in 1937, establishing federal Registered Apprenticeship. Initially, Registered Apprenticeship programs consisted mainly of the manufacturing, construction and utilities industries. After World War II, Registered Apprenticeship began to expand into training of health and safety workers, including firefighters, police, and emergency medical technicians. Recently, the program guidelines were revised in late 2008 to allow for greater flexibility in serving apprentices and program sponsors in prevailing economic conditions.

ons, known collectively as "sponsors", provide apprentices with paid on-the-job learning and academic instruction that reflects industry needs. The goal of such instruction is to provide workers with advanced skillsets that meet the specific needs of their employers. History Following the creation of the first Registered Apprenticeship system in Wisconsin in 1911, the United States Congress passed the National Apprenticeship Act (known as the "Fitzgerald Act") in 1937, establishing federal Registered Apprenticeship. Initially, Registered Apprenticeship programs consisted mainly of the manufacturing, construction and utilities industries. After World War II, Registered Apprenticeship began to expand into training of health and safety workers, including firefighters, police, and emergency medical technicians. Recently, the program guidelines were revised in late 2008 to allow for greater flexibility in serving apprentices and program sponsors in prevailing economic conditions.

s that meet the specific needs of their employers. History Following the creation of the first Registered Apprenticeship system in Wisconsin in 1911, the United States Congress passed the National Apprenticeship Act (known as the "Fitzgerald Act") in 1937, establishing federal Registered Apprenticeship. Initially, Registered Apprenticeship programs consisted mainly of the manufacturing, construction and utilities industries. After World War II, Registered Apprenticeship began to expand into training of health and safety workers, including firefighters, police, and emergency medical technicians. Recently, the program guidelines were revised in late 2008 to allow for greater flexibility in serving apprentices and program sponsors in prevailing economic conditions.

The Boise, Idaho Metropolitan Statistical Area (MSA) (commonly known as the Boise Metropolitan Area or the Treasure Valley) is an area that encompasses Ada, Boise, Canyon, Gem, and Owyhee counties in southwestern Idaho, anchored by the cities of Boise and Nampa. It is the main component of the wider Boise–Mountain Home–Ontario, ID–OR Combined Statistical Area, which adds Elmore and Payette counties in Idaho and Malheur County, Oregon. It is the state's largest officially designated metropolitan area and includes Idaho's three largest cities: Boise, Nampa, and Meridian.

Four-year colleges and universities Northwest Nazarene University (NNU), Nampa, Idaho The College of Idaho (C of I), Caldwell, Idaho University of Idaho (U of I), Boise; Extension Campus Idaho State University (ISU), Meridian, Idaho; Extension Campus Community colleges and trade schools College of Western Idaho, Nampa, Idaho (CWI) Nampa; Main Campus, Aspen Classroom Bldg., Canyon County Extension Boise; Ada County Campus Treasure Valley Community College, Caldwell, Idaho (TVCC) Ontario, Oregon; Main Campus Caldwell, Idaho; Caldwell Campus Northwest Lineman College (NLC), Kuna, Idaho Heavy Equipment Operator School of Idaho, Boise Carrington College, Boise Broadview University, Meridian, Idaho University of Phoenix Meridian; Main Campus Boise Bible College, Boise

tistical Area, which adds Elmore and Payette counties in Idaho and Malheur County, Oregon. It is the state's largest officially designated metropolitan area and includes Idaho's three largest cities: Boise, Nampa, and Meridian. Nearly 40 percent of Idaho's total population lives in the area. As of the 2021 estimate, the Boise–Nampa, Idaho Metropolitan Statistical Area (MSA) had a population of 795,268, while the larger Boise City–Mountain Home–Ontario, ID–OR Combined Statistical Area (CSA) had a population of 850,341. The metro area is currently the third largest in the U.S.

of how that distinction is realized remain drastically different between societies, with Eurasian "suburbs" often being more densely populated than North American "urban cores". Commuters often cross administrative boundaries, be they municipal, county, state/province or even national. In fact in countries like Germany the legal definition of "commuter" requires them to cross at least one municipal boundary on their way to work. The European Union's freedom of movement combined with good cross-border infrastructure (e.g.

arts of North America and Australasia, commuting by personal automobile is more common. A small number of very wealthy people, and those working in remote locations around the world, also commute by air travel, often for a week or more at a time rather than the more typical daily commute. High-speed rail has enabled both daily and weekly commuting across larger distances, giving rise to super commuters. Transportation links that enable commuting also impact the physical layout of cities and regions, allowing a distinction to arise between mostly-residential suburbs and the more economically focused urban core of a city (process known as suburban sprawl), but the specifics of how that distinction is realized remain drastically different between societies, with Eurasian "suburbs" often being more densely populated than North American "urban cores". Commuters often cross administrative boundaries, be they municipal, county, state/province or even national. In fact in countries like Germany the legal definition of "commuter" requires them to cross at least one municipal boundary on their way to work. The European Union's freedom of movement combined with good cross-border infrastructure (e.g.

History The first separation between workplace and place of residence occurred as a result of the invention of the steam railway. The word commuter derives from the early days of rail travel in US cities, such as New York, Philadelphia, Boston and Chicago, where, in the 1840s, the railways engendered suburbs from which travelers paid a reduced or 'commuted' fare into the city. Later, the back formations "commute" and "commuter" were coined therefrom. Commuted tickets would usually allow the traveler to repeat the same journey as often as they liked during the period of validity: normally, the longer the period the cheaper the cost per day. Before the 19th century, most workers lived less than an hour's walk from their work. The Industrial Revolution brought specialization of work and workplaces, and relocated most paid work from households and rural areas to factories in urban areas. Today, many people travel daily to work a long way from their own towns, cities, and villages, especially in industrialised societies. Depending on factors such as the high cost of housing in city centres, lack of public transit, and traffic congestion, modes of travel may include automobiles, motorcycles, trains, aircraft, buses, and bicycles. Where Los Angeles is infamous for its automobile gridlock, commuting in New York is closely associated with the subway. In London and Tokyo and several European cities, "commuter" is automatically associated with rail passengers. According to journey-to-work studies, high wage workers, as well as men working in managerial employment, have longer journey-times than other workers.

Adult education is when adults gain new attitudes, knowledge, skills, or values through systematic educating activities. It includes any form of learning adults engage in beyond traditional schooling, from basic literacy to developing self-actualization as a lifelong learner.

Availability In countries with advanced systems of adult education, professional development is available through post-secondary institutions and provide professional development through their ministry of education or school boards and through nongovernmental organizations. In addition, there are programs about adult education for existing and aspiring practitioners offered, at various academic levels, by universities, colleges, and professional organizations. Adult educators have long maintained commitments to racial justice and other forms of social justice struggle which included extensive work at Freedom Schools during the Civil Rights Movement. Contemporary commitments to racial justice in adult education include initiatives in the workplace and beyond. Advantages Educating adults differs from educating children in several ways given that adults have accumulated knowledge and work experience which can add to the learning experience. Cognitive differences In a study, Greenberg compared the orthographic and phonological skills of functionally illiterate adults and children. The study found that although functionally illiterate adults performed similarly in reading tasks, children were more successful in vocabulary and spelling tests.

Benefits Adult education can have many benefits ranging from better health and personal well-being to greater social inclusion. It can also support the function of democratic systems and provide greater opportunities for finding new or better employment. Adult education has been shown to have a positive impact on the economy. Adult education provides opportunities for personal growth, goal fulfillment & socialization. Chris McAllister's research of semi-structured interviews with older adult learners shows a motivation to communicate with people and to get out of the house to keep mentally active. Researchers have documented the social aspects of older adult education. Friendship was described as an important aspect of adult learning. The classroom is seen as a part of their social network. In recent studies, the friendships that are made between adults seem to have an increasing effect on their social structure as a whole. The development of social networks and support was found to be a key motivation of adult learners. As editor of a book entitled Adult Education and Health, Leona English claims that including health education as part of adult education makes for a healthier community. When surveying adult education programs in Japan, Nojima found that classes focusing on hobbies and very specific recreational activities were by far the most popular. The author noted that more time, money and resources needed to be in place so participants would be able to take advantage of these types of activities. Withnall explored the influences on later life learning in various parts in the U.K. Results were similar in that later in life education afforded these older adults opportunities to socialize. Some experts claim that adult education has a long-term impact on the economy and that there is a correlation between innovation and learning at the workplace. Recently, adult education has gained recognition and importance in broader educational policies which emphasise inclusive and equitable education for all. However, there has been a shift towards a narrow focus on vocational skills, undermining the transformative potential of adult education. Looking to the future, adult learning needs to extend beyond labor market needs, connecting career change and reskilling to broader educational reforms. Lifelong learning should be reconceptualized as transformative and responsive to societal changes. It is crucial to address the participation and inclusion of vulnerable groups, appreciate informal learning, embrace digital means of participation, and promote scientific literacy while combating misinformation. Adult education plays a vital role in enhancing competencies, fostering responsibility, understanding changing paradigms, and shaping a just and sustainable world, emphasizing intergenerational solidarity.

, coined the name "Treasure Valley" in 1959 to reflect the treasure chest of resources and opportunities that the region offered. The valley has a very diverse terrain, from sage flatlands, to mesas, agricultural areas, and urbanized areas. As the Boise Metropolitan Area grows, more and more undeveloped and agricultural land is being urbanized. History Settling the region The tribes that roamed the area, specifically, were the Northern Paiute and Shoshone. In 1834, Thomas McKay built the original Fort Boise, in the area near present-day Parma, which was run for a time by Francois Payette. It later was moved because of flooding troubles and was abandoned in 1854. The Oregon Trail runs through the Treasure Valley. The valley was settled for the most part by ranchers and farmers, initially to supply the gold and silver mining communities in the higher elevations nearby: Idaho City in the Boise Basin and Silver City in the Owyhees. A new Fort Boise was constructed by the U.S. Army in 1863 in present-day Boise, from which the city grew.

The Treasure Valley is a valley in the western United States, primarily in southwestern Idaho, where the Payette, Boise, Weiser, Malheur, and Owyhee rivers drain into the Snake River. It includes all the lowland areas from Vale in rural eastern Oregon to Boise, and is the most populated area in Idaho. Historically, the valley had been known as the Lower Snake River Valley or the Boise River Valley. Pete Olesen, president of the valley's association of local Chambers of Commerce, coined the name "Treasure Valley" in 1959 to reflect the treasure chest of resources and opportunities that the region offered. The valley has a very diverse terrain, from sage flatlands, to mesas, agricultural areas, and urbanized areas.

icultural land is being urbanized. History Settling the region The tribes that roamed the area, specifically, were the Northern Paiute and Shoshone. In 1834, Thomas McKay built the original Fort Boise, in the area near present-day Parma, which was run for a time by Francois Payette. It later was moved because of flooding troubles and was abandoned in 1854. The Oregon Trail runs through the Treasure Valley. The valley was settled for the most part by ranchers and farmers, initially to supply the gold and silver mining communities in the higher elevations nearby: Idaho City in the Boise Basin and Silver City in the Owyhees. A new Fort Boise was constructed by the U.S. Army in 1863 in present-day Boise, from which the city grew.

nues in the United States were estimated to be over US$174 billion annually. In 2017, there were 907 PEOs operating in the United States alone, servicing 3.7 million workers, which were spread across approximately 175,000 clients. Business model In co-employment, the PEO becomes the employer of record for tax purposes, filing paperwork under its own tax identification numbers. The client company continues to direct the employees' day-to-day activities. PEOs charge a service fee for taking over the human resources and payroll functions of the client company: typically, this is from 3 to 15% of total gross payroll. This fee is in addition to the normal employee overhead costs, such as the employer's share of FICA, Medicare, and unemployment insurance withholding. This service fee is most commonly referred to as an "administration fee." One service provided by a PEO is to secure workers' compensation insurance coverage at a lower cost than client companies can obtain on an individual basis. Essentially, a PEO obtains workers' compensation coverage for its clients by negotiating insurance coverage that covers not just the PEO, but also the client companies. This is allowed because, legally, the PEO is the employer of the workers at the client companies. PEOs can also offer basic levels of background & drug screening. A PEO is not a staffing agency or human resources outsourcing company. A PEO works on behalf of small and mid-sized businesses to manage HR management, employee benefits, compliance, payroll, retirement planning, and more. The client company may also be able to offer a better overall package of benefits, and thus attract more skilled employees.

Early history Employee leasing in the United States began in the late 1960s by three businessmen, Eugene Boffa, Louis Calmare, and Joseph Martinez. The concept was popularized by Marvin R. Selter, who leased the employees of a doctor's office in Southern California. The Employee Retirement Income Security Act of 1974 (ERISA) contained an exemption for multiple employer welfare arrangements (MEWA), which provided a loophole for employers with leased employees to claim they were exempt from the ERISA requirements. Passage of the Tax Equity and Fiscal Responsibility Act of 1982 (TEFRA) further encouraged employee leasing by providing a tax shelter for employers who contributed a minimum amount to employee plans. More stringent guidelines in the Tax Reform Act of 1986 later eliminated most of the TEFRA incentive, however. By 1985, there were approximately 275 staff leasing companies in the United States. Abuses State Unemployment Tax (SUTA) arbitrage, commonly referred to as "SUTA dumping," occurs when an employer with a high unemployment insurance rate transfers or "dumps" employees to purchased subsidiaries with lower unemployment insurance rates. In a PEO relationship, the client company takes the PEO's SUTA rate, which often lowers their SUTA through SUTA Arbitrage. The only time this would not apply is in client reporting states. Like any employer, PEOs are in a position to commit fraud by keeping the funds deducted from employee paychecks instead of paying the insurance and government entities for whom the deductions were made.

Regulation Each state in the U.S. has differing regulations for workers' compensation insurance and state unemployment insurance, so PEOs are typically regulated at the state level. In 2004, President George W. Bush signed into law the SUTA Dumping Prevention Act of 2004, which requires that all 50 states enact anti-SUTA-dumping legislation by 2007. Most states have now done so; however, federal law does not prohibit companies from using a PEO to obtain more favorable SUTA rates. The staff leasing industry itself has also taken steps to address abuses. It formed its first trade association, the National Staff Leasing Association, in 1985. The association changed its name to the National Association of Professional Employer Organizations in 1994 to reflect the term in current usage. As part of the industry's self-regulation efforts, an independent accreditation body, the Employer Services Assurance Corporation (ESAC), was formed in 1995. ESAC verifies accredited PEOs' compliance with important ethical, financial, and operational standards and provides financial assurance of the performance of key employer obligations by these PEOs. This financial assurance is backed by over $15 million in surety bonds and assures PEO clients, employees, insurers and government authorities that accredited PEOs are meeting their contractual and fiduciary responsibilities. PEOs may also undergo a certification process conducted by the independent Certification Institute (CI) formed in 2002. This certification verifies that a PEO's workers' compensation (WC) program is meeting proven insurance industry risk management best practices to reduce work-related accidents and health exposures and control WC insurance losses. Updated changes In 1985, there were approximately 275 staff leasing companies in operation. In 2012, according to National Association of Professional Employer Organizations (NAPEO), there are now approximately 700 PEOs operating in all 50 states.

the term is commonly used to refer to computers and computer networks, it also encompasses other information distribution technologies such as television and telephones. Information technology is an application of computer science and computer engineering. An information technology system (IT system) is generally an information system, a communications system, or, more specifically speaking, a computer system — including all hardware, software, and peripheral equipment — operated by a limited group of IT users, and an IT project usually refers to the commissioning and implementation of an IT system. IT systems play a vital role in facilitating efficient data management, enhancing communication networks , and supporting organizational processes across various industries. Successful IT projects require meticulous planning and ongoing maintenance to ensure optimal functionality and alignment with organizational objectives. Although humans have been storing, retrieving, manipulating, analysing and communicating information since the earliest writing systems were developed, the term information technology in its modern sense first appeared in a 1958 article published in the Harvard Business Review; authors Harold J. Leavitt and Thomas L. Whisler commented that "the new technology does not yet have a single established name.

nted that "the new technology does not yet have a single established name. We shall call it information technology (IT)." Their definition consists of three categories: techniques for processing, the application of statistical and mathematical methods to decision-making, and the simulation of higher-order thinking through computer programs. History Based on the storage and processing technologies employed, it is possible to distinguish four distinct phases of IT development: pre-mechanical (3000 BC – 1450 AD), mechanical (1450 – 1840), electromechanical (1840 – 1940), and electronic (1940 to present). Ideas of computer science were first mentioned before the 1950s under the Massachusetts Institute of Technology (MIT) and Harvard University, where they had discussed and began thinking of computer circuits and numerical calculations. As time went on, the field of information technology and computer science became more complex and was able to handle the processing of more data. Scholarly articles began to be published from different organizations. During the mid-1900s, Alan Turing, J. Presper Eckert, and John Mauchly were some of the pioneers of early computer technology. While their main efforts focused on designing the first digital computer, Turing also began to raise questions about artificial intelligence. Devices have been used to aid computation for thousands of years, probably initially in the form of a tally stick. The Antikythera mechanism, dating from about the beginning of the first century BC, is generally considered the earliest known mechanical analog computer, and the earliest known geared mechanism.

Early electronic computers such as Colossus made use of punched tape, a long strip of paper on which data was represented by a series of holes, a technology now obsolete. Electronic data storage, which is used in modern computers, dates from World War II, when a form of delay-line memory was developed to remove the clutter from radar signals, the first practical application of which was the mercury delay line. The first random-access digital storage device was the Williams tube, which was based on a standard cathode ray tube. However, the information stored in it and the delay-line memory was volatile in the fact that it had to be continuously refreshed, and thus was lost once power was removed.

forts view work-force development in a more positive light. Economic developers use work-force development as a way to increase equity among inhabitants of a region. Inner-city residents may not have access to equal education opportunities, and work-force development programs can increase their skill levels so they can compete with suburbanites for high-paying jobs. Workforce development as of 2016 often takes a more holistic approach, addressing issues such as spatial mismatch or poor transportation to jobs.

Description Place-based approaches, which consider the supply side of the workplace (workers), are primarily focused on the characteristics of people in the region or community where the training program will be located. Place-based strategies often help participants gain initial access to the labor market while addressing other essential concerns to the region, such as housing development or English skills.

Integration The highest level of collaboration is integration. This stage requires further involvement than the transactional stage and is characterized by "imprinting" on each other's organizational culture. City Year's commitment to community service has been engrained in Timberland, now that their employees get 40 hours of paid time off each year for service activities. The company has helped City Year in expanding its operations nationally. The jump from transactional to integrative may be hard to measure, but Chief Operating officer of Timberland Jeff Schwartz clarifies the difference. Under the transactional stage, a board member's work on City Year's financial plans and business policies could count as paid-time community service. Under the integrative stage, these actions would be considered "no different than being out assisting one of the company's manufacturing plants". Though the two organizations are still identified as separate entities, there exists a "merged identity" when the two work together. Schwartz claim the company is "much more linked" and "not simply personal, [but] collective" with City Year in this relationship. Government policy Policies such as the Workforce Innovation and Opportunity Act are designed to support job seekers by improving access to employment, education, training, and support services. These laws also help connect employers with a skilled workforce, ensuring they can compete effectively in the global economy. Workforce Innovation and Opportunity Act The Workforce Innovation and Opportunity Act (WIOA) was enacted in 2014 to help Americans with significant barriers to employment attain high-quality jobs. The WIOA eas designed to address gaps in employment sectors and create programs dedicated to filling those gaps. This is a landmark legislation for those who are unable or choose to not participate in higher education. The WIOA grants funding for the unemployed to access vocational training, apprenticeships, and adult education. It allows workforce development programs to create specialized pathways, rather than programs with no guidance or relevant education. Especially salient for the impoverished, previously incarcerated, or disabled, the WIOA boasts an employment rate of 73.4% for individuals who have completed their respective programs. The WIOA aids system impacted youth because of the allocation of funding to workforce development programs designed for youth. 16% of those participating in programs funded by the WIOA are youth. Some complications with the WIOA include lack of adequate funding and extenuating circumstances that prevent people from seeking programs funded by the WIOA.

Apprenticeship is a system for training potential new practitioners of a trade or profession with on-the-job training and often some accompanying study. Apprenticeships may also enable practitioners to gain a license to practice in a regulated occupation. Most of their training is done while working for an experienced employer who helps the apprentices learn their trade or profession, in exchange for their continued labor for an agreed period after they have achieved measurable competencies. Apprenticeship lengths vary significantly across sectors, professions, roles and cultures. In some cases, people who successfully complete an apprenticeship can reach the "journeyman" or professional certification level of competence. In other cases, they can be offered a permanent job at the company that provided the placement.

ing for an experienced employer who helps the apprentices learn their trade or profession, in exchange for their continued labor for an agreed period after they have achieved measurable competencies. Apprenticeship lengths vary significantly across sectors, professions, roles and cultures. In some cases, people who successfully complete an apprenticeship can reach the "journeyman" or professional certification level of competence. In other cases, they can be offered a permanent job at the company that provided the placement.

period after they have achieved measurable competencies. Apprenticeship lengths vary significantly across sectors, professions, roles and cultures. In some cases, people who successfully complete an apprenticeship can reach the "journeyman" or professional certification level of competence. In other cases, they can be offered a permanent job at the company that provided the placement.

The Occupational Safety and Health Act of 1970 is a US labor law governing the federal law of occupational health and safety in the private sector and federal government in the United States. It was enacted by Congress in 1970 and was signed by President Richard Nixon on December 29, 1970. Its main goal is to ensure that employers provide employees with an environment free from recognized hazards, such as exposure to toxic chemicals, excessive noise levels, mechanical dangers, heat or cold stress, or unsanitary conditions.

provide employees with an environment free from recognized hazards, such as exposure to toxic chemicals, excessive noise levels, mechanical dangers, heat or cold stress, or unsanitary conditions.

ers, heat or cold stress, or unsanitary conditions. The Act created the Occupational Safety and Health Administration (OSHA) and the National Institute for Occupational Safety and Health (NIOSH). The Act can be found in the United States Code at title 29, chapter 15. History of federal workplace safety legislation Few workplace health and safety protections were available through the federal government before the passage of OSHA. The American system of mass production encouraged the use of machinery, while the statutory regime did nothing to protect workplace safety. For most employers, it was cheaper to replace a dead or injured worker than it was to introduce safety measures. Tort law provided little recourse for relief for the survivors of dead workers or for injured employees. After the Civil War, some improvements were made through the establishment of state railroad and factory commissions, the adoption of new technology (such as the railway air brake), and more widespread availability of life insurance. But the overall impact of these improvements was minimal. The first federal safety legislation was enacted in the Progressive period. In 1893, Congress passed the Safety Appliance Act, the first federal statute to require safety equipment in the workplace (the law applied only to railroad equipment, however). In 1910, in response to a series of highly publicized and deadly mine explosions and collapses, Congress established the United States Bureau of Mines to conduct research into mine safety (although the Bureau had no authority to regulate mine safety). Backed by trade unions, many states also enacted workers' compensation laws which discouraged employers from permitting unsafe workplaces. These laws, as well as the growing power of labor unions and public anger toward poor workplace safety, led to significant reductions in worker accidents for a time. Industrial production increased significantly in the United States during World War II, and industrial accidents soared. Winning the war took precedence over safety, and most labor unions were more concerned with maintaining wages in the face of severe inflation than with workplace health and safety. After the war ended, however, workplace accident rates remained high and began to rise. In the two years preceding OSHA's enactment, 14,000 workers died each year from workplace hazards, and another 2 million were disabled or harmed. Additionally, the "chemical revolution" introduced a vast array of new chemical compounds to the manufacturing environment. The health effects of these chemicals were poorly understood, and workers received few protections against prolonged or high levels of exposure.

t programs as it relates to strengthening partnerships with corporations and government agencies, helping to inform and shape the curriculum for degree programs, and generating revenue to support the academic enterprise. Comparable terminology and initiatives Outside the United States and Canada, comparable forms of post-initial education may be described using terms such as adult education, further education, lifelong learning, continuing professional development, upskilling or reskilling. In Ireland, comparable continuing-education and reskilling initiatives include Springboard+, which provides free or subsidised higher-education courses for upskilling and reskilling, and the Human Capital Initiative, a €300 million programme that commenced in 2020 to expand skills-focused higher-education provision in priority areas.

History In the United Kingdom, Oxford University's Department for Continuing Education was founded in 1878, and the Institute of Continuing Education of Cambridge University dates back to 1873. In the United States, the Chautauqua Institution, originally the Chautauqua Lake Sunday School Assembly, was founded in 1874 "as an educational experiment in out-of-school, vacation learning. It was successful and broadened almost immediately beyond courses for Sunday school teachers to include academic subjects, music, art and physical education." Harvard University traces its origins in continuing education to 1835 when John Lowell Jr. established the Lowell Institute with a mission to provide free public lectures in Boston. In 1909, then-Harvard President A. Lawrence Lowell, who was also a trustee of the Lowell Institute, expanded plans to offer Lowell Institute public courses directly with Harvard. In 1910, Lowell formally established the Havard Extension School, then referred to as the Commission on Extension Courses. The Harvard Extension School now operates under the Faculty of Arts and Sciences and is one of the 13 degree-granting schools that make up Harvard University. The School has remained in continuous operation since 1910. Cornell University was among higher education institutions that began offering university-based continuing education, primarily to teachers, through extension courses in the 1870s. As noted in the Cornell Era of February 16, 1877, the university offered a "Tour of the Great Lakes" program for "teachers and others" under the direction of Professor Theodore B. Comstock, head of Cornell's department of geology. The University of Wisconsin–Madison began its continuing education program in 1907. The New School for Social Research, founded in 1919, was initially devoted to adult education. In 1969, Empire State College, a unit of the State University of New York, was the first institution in the US to exclusively focus on providing higher education to adult learners. In 1976 the University of Florida created its own Division of Continuing Education and most courses were offered on evenings or weekends to accommodate the schedules of working students. The method of delivery of continuing education can include traditional types of classroom lectures and laboratories.

-campus and online). General continuing education is similar to adult education, at least in being intended for adult learners, especially those beyond traditional undergraduate college or university age. Frequently, in the United States and Canada continuing education courses are delivered through a division or school of continuing education of a college or university known sometimes as the university extension or extension school.

ogistics is the part of supply chain management that deals with the efficient forward and reverse flow of goods, services, and related information from the point of origin to the point of consumption according to the needs of customers, and a logistician is a professional working in the field of logistics management. Logistics management is a component that holds the supply chain together. The resources managed in logistics include physical goods such as materials, equipment, and foodstuffs, and also intangible items such as time and information. Military logistics is concerned with maintaining army supply lines with food, armaments, ammunition, and spare parts, apart from the transportation of troops themselves. Civil logistics deals with acquiring, moving, and storing raw materials, semi-finished goods, and finished goods. For organisations that provide garbage collection, mail deliveries, public utilities, and after-sales services, logistical problems must be addressed. Logistics deals with the movement of materials or products from one facility to another; it does not include material flow within production or assembly plants, such as production planning or single-machine scheduling. Logistics accounts for a significant amount of the operational costs of an organisation or country. Dedicated simulation software can model, analyse, visualise, and optimize logistic complexities.

The Oxford English Dictionary defines logistics as "the branch of military science relating to procuring, maintaining and transporting material, personnel and facilities". However, the New Oxford American Dictionary defines logistics as "the detailed coordination of a complex operation involving many people, facilities, or supplies", and the Oxford Dictionary on-line defines it as "the detailed organization and implementation of a complex operation". As such, logistics is commonly seen as a branch of engineering that creates "people systems" rather than "machine systems". According to the Council of Supply Chain Management Professionals (previously the Council of Logistics Management), logistics is the process of planning, implementing and controlling procedures for the efficient and effective transportation and storage of goods including services and related information from the point of origin to the point of consumption for the purpose of conforming to customer requirements and includes inbound, outbound, internal and external movements. Academics and practitioners traditionally refer to the terms operations or production management when referring to physical transformations taking place in a single business location (factory, restaurant or even bank clerking) and reserve the term logistics for activities related to distribution, that is, moving products on the territory. Managing a distribution center is seen, therefore, as pertaining to the realm of logistics since, while in theory, the products made by a factory are ready for consumption they still need to be moved along the distribution network according to some logic, and the distribution center aggregates and processes orders coming from different areas of the territory. That being said, from a modeling perspective, there are similarities between operations management and logistics, and companies sometimes use hybrid professionals, with for example a "Director of Operations" or a "Logistics Officer" working on similar problems.

Procurement logistics, which consists of market research, requirements planning, make-or-buy decisions, supplier management, ordering, and order control. The targets in procurement logistics might be contradictory: maximizing efficiency by concentrating on core competencies, outsourcing while maintaining the company's autonomy, or minimizing procurement costs while maximizing security within the supply process. Advance logistics involves the activities required to set up or establish a supply base in advance of other resources arriving. The term is used, for example, in military logistics for the assembly of resources ahead of troop arrival or the delivery of infrastructure components. Global logistics is technically the process of managing the "flow" of goods through a supply chain from its place of production to other parts of the world. This often requires an intermodal transport system via ocean, air, rail, and truck. The effectiveness of global logistics is measured in the Logistics Performance Index. Distribution logistics has, as its main task, the delivery of the finished products to the customer. It consists of order processing, warehousing, and transportation. Modern distribution often includes the use of a vehicle tracking system to monitor shipments by collecting real-time vehicle location data. Distribution logistics is necessary because production time, place, and quantity differ with the time, place, and quantity of consumption. Disposal logistics has the function of reducing logistics cost(s) and enhancing service(s) related to the disposal of waste produced during a business's operation. Reverse logistics denotes all operations related to the reuse of products and materials. The reverse logistics process includes the management and the sale of surpluses, as well as products being returned to vendors from buyers. It is "the process of planning, implementing, and controlling the efficient, cost-effective flow of raw materials, in-process inventory, finished goods, and related information from the point of consumption to the point of origin to recapture value or proper disposal". More precisely, reverse logistics is the process of moving goods from their typical final destination for the purpose of capturing value, or proper disposal. The opposite of reverse logistics is forward logistics. Green logistics describes all attempts to measure and minimize the ecological impact of logistics activities, including all activities of the forward and reverse flows. This can be supported by fleet digitalization initiatives aimed at optimizing routes and reducing fuel consumption. RAM logistics (see also Logistic engineering) combines both business logistics and military logistics since it concerns highly complicated technological systems for which reliability, availability and maintainability are essential, e.g., weapon system and military supercomputers. Asset control logistics: companies in the retail channels, both organized retailers and suppliers, often deploy assets required for the display, preservation, and promotion of their products. This can involve using a tracking system to monitor the location and status of these assets. Humanitarian logistics or emergency logistics: these terms are used by the logistics, supply chain, and manufacturing industries to denote specific time-critical modes of transport used to move goods rapidly in the event of an emergency. The reason for enlisting emergency logistics services could be a production delay or anticipated production delay, or an urgent need for specialized equipment to prevent events such as aircraft being grounded (also known as "aircraft on ground"—AOG), ships being delayed, or telecommunications failure. Humanitarian logistics involves governments, the military, aid agencies, donors, non-governmental organizations, and emergency logistics services are typically sourced from a specialist provider. In addition, the term production logistics describes logistic processes within a value-adding system (e.g., a factory or a mine). Production logistics aims to ensure that each machine and workstation receives the right product in the correct quantity and quality at the right time. The concern is with production, testing, transportation, storage, and supply. Production logistics can operate in existing as well as new plants. Since manufacturing in an existing plant is a constantly changing process, machines are exchanged and new ones added, which allows for improving the production logistics system accordingly. Production logistics provides the means to achieve customer response and capital efficiency. Track and trace solutions, which provide visibility of products through the production line, are an important part of modern production logistics, especially in the automotive and medical industries. The term construction logistics has also been employed by civilizations for thousands of years. Now, construction logistics is an important part of the sector. In recent years, it has emerged as a distinct field of study within supply chain management and logistics.

portant roles in reducing food waste and improving food preservation, thus reducing the total environmental impact of agriculture and improving food security. Food Processing Levels (FPL) are defined according to physical and chemical changes occurring during food treatments. FPL are required in processed food classifications, such as the Nova classification, to categorise processed foods according to their FPL for different purposes. Primary food processing is necessary to make most foods edible while secondary food processing turns ingredients into familiar foods, such as bread.

defined according to physical and chemical changes occurring during food treatments. FPL are required in processed food classifications, such as the Nova classification, to categorise processed foods according to their FPL for different purposes. Primary food processing is necessary to make most foods edible while secondary food processing turns ingredients into familiar foods, such as bread.

Tertiary food processing Tertiary food processing is the commercial production of what is commonly called processed food. It covers further processing of multiple ingredients in the manufacturing of fabricated foods, such as the ultra-processed foods category of the Nova classification. Many of these are ready-to-eat or heat-and-serve foods, such as frozen meals and re-heated airline meals. Food processing level Food processing level (FPL) is a parameter used for grouping of food processing according to physical and (bio)chemical changes taking place in food materials during processing. Definition of the extent of processing benefits from the use of an ordinal level of measurement. Arbitrary grouping of processed food using nominal scales, such as extent of change, nature of change, raw material sources, ingredients used, place of processing, purpose of processing, traditional, novel and other type of treatments is often criticised. Ranking of food processing at an ordinal scale at any stage from food production in agriculture to eating by consumer describes the extent of food processing using the order of the different levels of processing. Processed food classifications often identify processing as a criterion for the grouping of processed foods. Some processed food classifications, such as the Nova classification, emphasise the role of processing in the development of obesity and noncommunicable diseases.

ment website for job listings launched in November 2004. It is an independent subsidiary of Japan-based company Recruit Holdings. It is headquartered in Austin, Texas, and Stamford, Connecticut, with additional offices around the world. Indeed is currently available in over 60 countries and 28 languages. In October 2010, Indeed.com surpassed Monster.com to become the highest-traffic job website in the United States. The site aggregates job listings from thousands of websites, including job boards, others like staffing firms, associations, and company career pages. It generates revenue by selling premium job posting and resume features to employers and companies hiring. As a single topic search engine, its central functionality is an example of vertical search.

world. Indeed is currently available in over 60 countries and 28 languages. In October 2010, Indeed.com surpassed Monster.com to become the highest-traffic job website in the United States. The site aggregates job listings from thousands of websites, including job boards, others like staffing firms, associations, and company career pages. It generates revenue by selling premium job posting and resume features to employers and companies hiring. As a single topic search engine, its central functionality is an example of vertical search.

y selling premium job posting and resume features to employers and companies hiring. As a single topic search engine, its central functionality is an example of vertical search. In 2011, Indeed began allowing job seekers to apply directly to jobs on Indeed's site and offering resume posting and storage. History Indeed was cofounded by Paul Forster and Rony Kahan in 2004 in both Austin, Texas, and Stamford, Connecticut. The Stamford offices house the company's sales, client services, finance, and human resources teams, while the product development staff is based in Austin. In 2005, Indeed launched the beta version of their "pay-per-click job advertising network". In addition to searching job postings, it allows the frequency of specific words within these postings to be tracked over time, serving as a potential indicator of trends in the job markets. The company took an investment round of $5 million in funding from Union Square Ventures, The New York Times Company and Allen & Company. Indeed operates in the UK via Indeed UK Operations Ltd, which is a subsidiary of Indeed Operations Ireland Ltd, whose ultimate holding company is Recruit Holding Co Ltd. Turnover in the UK for the year ending December 31, 2019, was £41.2m. On October 1, 2012, Indeed was acquired by Japan-based Recruit Co. Ltd., becoming an independent operating unit. On July 1, 2016, Recruit Holdings Co., Ltd. announced that it had acquired the assets of Indeed's competitor Simply Hired, which would become a publishing partner of Indeed. On June 21, 2018, Recruit Holdings Co., Ltd. announced that it had acquired the assets of Glassdoor, which will operate as a distinct and separate part of its growing HR Technology business segment, aligning Glassdoor and Indeed as sister companies. On May 30, 2019, Indeed announced that it had signed an agreement to acquire Syft, a leading recruiting platform for the hospitality, event, and light industrial sectors in the UK. On July 12, 2019, Indeed announced that it had signed an agreement to acquire ClickIQ, an automated job advertising technology platform based in the UK. On March 22, 2023, Indeed announced that they would be laying off 2,200 employees, stated to be 15% of their workforce. On May 13, 2024, Indeed laid off approximately 1,000 employees, or about 8% of the company. Indeed CEO Chris Hyams announced on May 13 in a letter to employees, a move driven in part by "a global slow-down in hiring," the message said. The vast majority of the layoffs were in the US, Hyams said, largely within R&D and the go-to-market teams. "While the global economy has improved in several areas over the past year, we are not yet set up for sustainable growth," Hyams said. “Despite our efforts so far, our organization is still too complex,” he continued, indicating that the company is aiming to "simplify" areas of the business to make decision-making faster. On July 10, 2025, the HR Technology segment of Recruit Holdings Co., Ltd., which operates Indeed and Glassdoor, announced a reduction of approximately 1,300 employees, representing about 6% of the segment's total workforce as of April 1, 2025.

le for unpaid roles. Managers, human resource generalists, and recruitment specialists may be tasked with carrying out recruitment, but in some cases, public-sector employment, commercial recruitment agencies, or specialist search consultancies such as executive search in the case of more senior roles, are used to undertake parts of the process.

Sourcing Sourcing is the use of one or more strategies to attract and identify candidates to fill job vacancies. It may involve internal and/or external recruitment advertising, using appropriate media such as job portals, local or national newspapers, social media, business media, specialist recruitment media, professional publications, window advertisements, yard signs, job centers, career fairs, or in a variety of ways via the internet. Alternatively, employers may use recruitment consultancies or agencies to find otherwise scarce candidates—who, in many cases, may be content in their current positions and are not actively looking to move. This initial research for candidates—also called name generation—produces contact information for potential candidates, whom the recruiter can then discreetly contact and screen. In recent years, recruitment practices have evolved to include more direct engagement between job seekers and hiring managers. Instead of applying only through automated applicant tracking systems, many professionals now use networking tools, career platforms, and industry databases to reach decision-makers more efficiently.

Improved candidate quality ('fit'). Employee referrals allow existing employees to screen, select and recommend candidates, lowering staff attrition rate; candidates hired through referrals tend to stay up to 3 times longer than candidates hired through job boards and other sources. The one-to-one direct relationship between the candidate and the referring employee and the exchange of knowledge that takes place allows the candidate to develop a strong understanding of the company, its business and the application and recruitment process. The candidate is thereby enabled to assess their own suitability and likelihood of success, including "fitting in". Reduces the considerable cost of third-party recruitment service providers who would have previously conducted the screening and selection process. An op-ed in Crain's in April 2013 recommended that companies look to employee referral to speed the recruitment process for purple squirrels, which are rare candidates considered to be "perfect" fits for open positions. The referring employee typically receives a referral bonus, either at the time of the referral (smaller amount) or at the time of placement (larger amount) and is widely acknowledged as being cost-effective. The Global Employee Referral Index 2013 Survey found that 92% of participants reported employee referrals as one of the top recruiting sources. As candidate quality improves and interview-to-job-offer conversion rates increase, the amount of time spent interviewing decreases, which means the company's employee headcount can be streamlined and be used more efficiently. Marketing and advertising expenditures decrease as existing employees source potential candidates from existing personal networks of friends, family, colleagues and professional associates.

on-market rental (also known as social or subsidized housing), to formal and informal rental, indigenous housing, and ending with affordable home ownership. Demand for affordable housing is generally associated with a decrease in housing affordability, such as rent increases, in addition to increased homelessness. Housing choice is a response to a complex set of economic, social, and psychological impulses.

Lack of affordable housing can make low-cost labor more scarce, and increase demands on transportation systems (as workers travel longer distances between jobs and affordable housing). "Faced with few affordable options, many people attempt to find less expensive housing by buying or renting farther out from their place of employment, but long commutes often result in higher transportation costs that erase any savings on shelter." This has been called the "drive 'til you qualify" approach, which causes far-flung development and forces people to drive longer distances to get to work, to get groceries, to take children to school, or to engage in other activities. A well located dwelling might save significant household travel costs and therefore improve overall family economics, even if the rent is higher than a dwelling in a poorer location. A 2012 study led by Pembina Institute affirmed that the additional expenses of long-distance commuting often negated the savings associated with lower housing costs. In both large metropolitan areas and regional towns where housing prices are high, a lack of affordable housing places local firms at a competitive disadvantage. They are placed under wage pressures as they attempt to decrease the income/housing price gap. Key workers have fewer housing choices if prices rise to non-affordable levels. Variations in affordability of housing between areas may create labour market impediments. Potential workers are discouraged from moving to employment in areas of less affordability. They are also discouraged from migrating to areas of high affordability as the low house prices and rents indicate low capital gain potential and poor employment prospects.

Assessment and outcomes The evaluation of sustainable affordable housing generally involves several factors, such as environmental performance, economic feasibility, and social outcomes. The sustainability of these developments is often assessed with metrics such as energy efficiency, long term cost savings, resident well-being, and environmental impact reduction. One key factor for evaluation is upfront cost. Although sustainable building features often increase initial construction costs, this additional cost is frequently diminished over time through lower utility bills and operational costs. There are some downsides, however, including the fact that high upfront costs are often a barrier to widespread usage and the extent of savings depends on location, climate, and the specific strategies implemented. Social outcomes are also a key component of the assessment of sustainable affordable housing. Improved insulation, ventilation, and access to green spaces have been associated with better physical and mental health outcomes. Finally, environmental impact, including policy and certification systems, such as green building standards, are often used to evaluate and guide sustainable affordable housing projects. As the primary driving factor in sustainable movements, the impact on the environment is one of the most important measurements in the success of sustainable affordable housing projects.

the prosperous growth of the organization. On-the-job training is a form of training provided at the workplace. During the training, employees are familiarized with the working environment they will become part of. Employees also get a hands-on experience using machinery, equipment, tools, materials, etc. Part of on-the-job training is to face the challenges that occur during the performance of the job. An experienced employee or a manager are executing the role of the mentor who through written, or verbal instructions and demonstrations are passing on his/her knowledge and company-specific skills to the new employee. Executing the training on at the job location, rather than the classroom, creates a stress-free environment for the employees. On-the-job training is the most popular method of training not only in the United States but in most of the developed countries, such as the United Kingdom, Canada, Australia, etc. Its effectiveness is based on the use of existing workplace tools, machines, documents and equipment, and the knowledge of specialists who are working in this field. On-the-job training is easy to arrange and manage and it simplifies the process of adapting to the new workplace. On-the-job training is highly used for practical tasks. It is inexpensive, and it doesn't require special equipment that is normally used for a specific job.

History On-the-job training is one of the earliest forms of training in the world, with masters taking on young apprentices and introducing them to their work, educating them on the techniques necessary for them to become masters themselves. The on-the-job training method dates from times as early as 2400 B.C when masons would instruct their apprentices on construction methods since not everyone was literate and it was the most convenient way to understand the requirements needed for the new job, on a one-to-one basis. In antiquity, the work performed by most people did not rely on abstract thinking or academic education. Parents or community members, who knew the skills necessary for survival, passed their knowledge on to the children through direct instruction. This method is still widely used today. It is a frequently used because it requires only a person who knows how to do the task and use the tools to complete the task. Over the years, as society grew, on-the-job training has become less popular. Many companies have switched to doing simulation training and using training guides. Businesses now prefer to hire employees who are already experienced and have a required skill set. However, there are still many companies who feel that on-the-job training is best for their employees. While some companies do not see on-the-job training as an essential aspect of the workforce, Gary Becker, an economic scientist during 1962, referred to on-the-job training as an investment similar to conventional schooling (Becker, 1962). On-the-job training was deemed an investment like school because while they differ in effects on earnings, both improve people's physical and mental abilities and raise real income prospects. Whether that is the ability to gain a job or improve one's skills to become a more vital part of the workforce. Additionally, one of the earlier forms of on-the-job training can be traced back to the middle ages dating as early as the 5th to 15th century. During this time, apprenticeship was a system by which "men and women in pre-industrialized societies acquired skills necessary to become a specialized artisan" (Goddard, 2002). Apprenticeship contracts usually lasted six years.

ugh written, or verbal instructions and demonstrations are passing on his/her knowledge and company-specific skills to the new employee. Executing the training on at the job location, rather than the classroom, creates a stress-free environment for the employees. On-the-job training is the most popular method of training not only in the United States but in most of the developed countries, such as the United Kingdom, Canada, Australia, etc. Its effectiveness is based on the use of existing workplace tools, machines, documents and equipment, and the knowledge of specialists who are working in this field. On-the-job training is easy to arrange and manage and it simplifies the process of adapting to the new workplace. On-the-job training is highly used for practical tasks. It is inexpensive, and it doesn't require special equipment that is normally used for a specific job.

States Department of Labor that originally had federal visitorial powers to inspect and examine workplaces. The United States Congress established the agency under the Occupational Safety and Health Act (OSH Act), which President Richard M. Nixon signed into law on December 29, 1970. OSHA's mission is to "assure safe and healthy working conditions for working men and women by setting and enforcing standards and by providing training, outreach, education, and assistance". The agency is also charged with enforcing a variety of whistleblower statutes and regulations.

History From its creation in 1934, the Bureau of Labor Standards of the Department of Labor addressed some work safety issues. The economic boom and associated labor turnover during World War II worsened work safety in nearly all areas of the United States economy, but after 1945 accidents again declined as long-term forces reasserted themselves. Additionally, new and powerful labor unions played an increasingly important role in worker safety post-World War II. In the 1960s, increasing economic expansion again led to rising injury rates, and the resulting political pressures led Congress to establish the Occupational Safety and Health Administration (OSHA) on April 28, 1971, the date that the Occupational Health and Safety Act became effective. The new agency incorporated much of what had been the original Bureau of Labor Standards. George Guenther was appointed by Labor Secretary James D. Hodgson as the agency's first director. OSHA has run a number of training, compliance assistance, and health and safety recognition programs throughout its history. The OSHA Training Institute, which trains government and private sector health and safety personnel, began in 1972. In 1978, the agency began a grant-making program, now called the Susan Harwood Training Grant Program, to train workers and employers in reducing workplace hazards.

OSH Act coverage The OSH Act covers most private-sector employers and their workers, in addition to some public-sector employers and workers in the 50 states and certain territories and jurisdictions under federal authority. Those jurisdictions include the District of Columbia, Puerto Rico, the Virgin Islands, American Samoa, Guam, Northern Mariana Islands, Wake Island, Johnston Island, and the Outer Continental Shelf Lands as defined in the Outer Continental Shelf Lands Act. Private sector employers The OSH Act covers most private sector employers in all 50 states, the District of Columbia, and other U.S. jurisdictions—either directly through federal OSHA or through an OSHA-approved state plan. State plans are OSHA-approved job safety and health programs operated by individual states instead of federal OSHA. Federal OSHA approves and monitors all state plans and provides as much as fifty percent of the funding for each program.

tection, promotion, and optimization of health and human functioning; prevention of illness and injury; facilitation of healing; and alleviation of suffering through compassionate presence". Nurses practice in many specialties with varying levels of certification and responsibility. Nurses comprise the largest component of most healthcare environments. There are imbalances between the supply and demand for qualified nurses in many countries. Nurses develop a plan of care, working collaboratively with physicians and physician assistants, therapists, patients, families of patients, and other team members that focuses on treating illness to improve quality of life. In the United Kingdom and the United States, clinical nurse specialists and nurse practitioners diagnose health problems and prescribe medications and other therapies, depending on regulations that vary by state. Nurses may help coordinate care performed by other providers or act independently as nursing professionals.

patients, families of patients, and other team members that focuses on treating illness to improve quality of life. In the United Kingdom and the United States, clinical nurse specialists and nurse practitioners diagnose health problems and prescribe medications and other therapies, depending on regulations that vary by state. Nurses may help coordinate care performed by other providers or act independently as nursing professionals.

urse practitioners diagnose health problems and prescribe medications and other therapies, depending on regulations that vary by state. Nurses may help coordinate care performed by other providers or act independently as nursing professionals. In addition to providing care and support, nurses educate the public and promote health and wellness. In the U.S., nurse practitioners are nurses with a graduate degree in advanced practice nursing, and are permitted to prescribe medications. They practice independently in a variety of settings in more than half of the United States.

franchisee. In return, the franchisee pays certain fees and agrees to comply with certain obligations, typically set out in a franchise agreement. For the franchisor, use of a franchise system is an alternative business growth strategy, compared to expansion through corporate owned outlets or "chain stores". Adopting a franchise system is a business growth strategy that minimizes the franchisor's capital investment and liability risk. Franchising is rarely an equal partnership, especially in the typical arrangement where the franchisee is an individual, unincorporated partnership or small privately-held corporation, as this ensures the franchisor has substantial legal and/or economic advantages over the franchisee. The usual exception to this rule is when the prospective franchisee is also a powerful corporate entity controlling a highly lucrative location, and/or captive market. For example, a large sports stadium for which prospective franchisors must compete to exclude one another.

Franchising is a business practice where a company licenses its business model to another company. It can involve the franchisor licensing some or part of its knowhow, procedures, intellectual property and other rights to sell its branded products and services to a franchisee. In return, the franchisee pays certain fees and agrees to comply with certain obligations, typically set out in a franchise agreement. For the franchisor, use of a franchise system is an alternative business growth strategy, compared to expansion through corporate owned outlets or "chain stores". Adopting a franchise system is a business growth strategy that minimizes the franchisor's capital investment and liability risk. Franchising is rarely an equal partnership, especially in the typical arrangement where the franchisee is an individual, unincorporated partnership or small privately-held corporation, as this ensures the franchisor has substantial legal and/or economic advantages over the franchisee. The usual exception to this rule is when the prospective franchisee is also a powerful corporate entity controlling a highly lucrative location, and/or captive market. For example, a large sports stadium for which prospective franchisors must compete to exclude one another.

e is also a powerful corporate entity controlling a highly lucrative location, and/or captive market. For example, a large sports stadium for which prospective franchisors must compete to exclude one another.

Southern Idaho and North Idaho College, in Idaho and is governed by a five-member board of trustees elected at large by voters in Ada and Canyon counties. CWI offers over 120 programs in the areas of Academic Transfer, Dual Credit, Career and Technical Education, Workforce Development, and Adult Education. In fall of 2023, CWI served 21,359 credit students and 14,951 noncredit students. CWI reported the gender of their students to be 55% female and 45% male.

History Prior to the creation of CWI, Boise was one of the largest metropolitan statistical areas in the United States without a community college. CWI was created on May 22, 2007, when voters of Canyon and Ada counties passed a measure to allow the formation of the new community college district. In June 2007, the Albertson Foundation announced it was donating $10 million to help found the college. In July 2007, the Idaho State Board of Education selected an initial five-member board of trustees. The following month Boise State University faculty member Dennis Griffin was named to a two-year term as the college's first president and CWI began offering academic classes on January 20, 2009, with an enrollment of over 1,100 students. In the summer of 2009 the professional-technical programs from Boise State University's Selland College of Applied Technology transitioned to CWI. By the fall 2009 semester, CWI enrollment had expanded to over 3,600 students. In January 2010, CWI applied for accreditation from the Northwest Commission on Colleges and Universities (NWCCU). NWCCU granted candidacy status at the associate degree level in 2012 and initial accreditation in 2016. President Griffin retired in August 2009 and was succeeded by Bert Glandon. After serving as president for 12 years, Glandon retired from CWI on May 15, 2021. The college's board of trustees named Denise Aberle-Cannata the interim president. CWI Board of Trustees extended an offer to Gordon Jones on Dec. 9, 2021 to be the next president at College of Western Idaho. Gordon Jones accepted the position of President at CWI and began his tenure as the third president in CWI's history on Jan.

Catchment area The college's catchment area includes all of the following counties: Ada, Adams, Boise, Canyon, Gem, Payette, Valley, and Washington. It also includes portions of Elmore and Owyhee counties. Ada and Canyon counties are the taxation zone for the college. Student life CWI has over 30 student clubs and organizations. Student clubs have been created with academic focus as well as special interests. Student groups range from art to physics, horticulture, psychology, Glee, Birdies and Bogies, a Veterans Association, and more. The Associated Students of the College of Western Idaho (ASCWI) serve as the voice of the student body. ASCWI is governed by five officers and eight senators elected by the student body each spring. CWI students participate in competitive, skills-based organizations like Business Professionals of America, SkillsUSA, and Speech and Debate. CWI students have found success at state, regional, and national levels in all three organizations. CWI Speech and Debate captured seven Pi Kappa Delta Community College National Championships in 2011, 2012, 2013, 2015, 2016, 2017, and 2018. Students have earned individual medals at national skills competitions as well. Students have the opportunity to engage on campus through the CWI Presidential Ambassador Program, which promotes leadership and connects students to campus and community events.

Those neither working in the marketplace nor looking for work are out of the labour force. The sum of the labour force and out of the labour force results in the noninstitutional civilian population, that is, the number of people who (1) work (i.e., the employed), (2) can work but do not, although they are looking for a job (i.e., the unemployed), or (3) can work but do not, and are not looking for a job (i.e., out of the labour force). Stated otherwise, the noninstitutional civilian population is the total population minus people who cannot or choose not to work (children, retirees, soldiers, and incarcerated people).

Noninstitutional civilian population = Labour force + Out of the labour force = Employed + Unemployed + Out of the labour force = Total Population − People who cannot work {\displaystyle {\begin{aligned}{\text{Noninstitutional civilian population}}&={\text{Labour force}}+{\text{Out of the labour force}}\\&={\text{Employed}}+{\text{Unemployed}}+{\text{Out of the labour force}}\\&={\text{Total Population}}-{\text{People who cannot work}}\end{aligned}}}

In macroeconomics, the workforce or labour force is the sum of people either working (i.e., the employed) or looking for work (i.e., the unemployed): Labour force = Employed + Unemployed {\displaystyle {\text{Labour force}}={\text{Employed}}+{\text{Unemployed}}}

Human resources (HR) is the set of people who make up the workforce of an organization, business sector, industry, or economy. A narrower concept is human capital, the knowledge and skills which the individuals command. Distinction to human resource management In vernacular usage, "human resources" or "human resource" can refer to the human resources department (HR department) of an organization, which performs human resource management, overseeing various aspects of employment, such as compliance with labor law and employment standards, interviewing and selection, performance management, administration of employee benefits, organizing of employee files with the required documents for future reference, and some aspects of recruitment (also known as talent acquisition), talent management, staff wellbeing, and employee offboarding. They serve as the link between an organization's management and its employees. The duties include planning, recruitment and selection process, posting job ads, evaluating the performance of employees, organizing resumes and job applications, scheduling interviews and assisting in the process and ensuring background checks. Another duty is payroll and benefits administration, which deals with ensuring vacation and sick time are accounted for, reviewing payroll, and participating in benefits tasks, such as claim resolutions, reconciling benefits statements, and approving invoices for payment. Human resources also coordinates employee relations activities and programs, including employee counseling. Human resource management plays an important part in building a company or organization and contributing to its success. Human resources are intended to show how to have better employment relations in the workforce. Also, to bring out the best work ethic of the employees and therefore making a move to a better working environment. Moreover, green human resource development is suggested as a paradigm shift from traditional approaches of human resource companies to bring awareness of ways that expertise can be applied to green practices. By integrating the expertise, knowledge, and competencies of human resource development practitioners with industry practitioners, most industries have the potential to be transformed into a sector with ecofriendly and pro-environmental culture. Human resources also deals with essential motivators in the workplace such as payroll, benefits, team morale and workplace harassment. Administration and operations used to be the two role areas of HR. The strategic planning component came into play as a result of companies recognizing the need to consider HR needs in goals and strategies. HR directors commonly sit on company executive teams because of the HR planning function. Numbers and types of employees and the evolution of compensation systems are among elements in the planning role.

In vernacular usage, "human resources" or "human resource" can refer to the human resources department (HR department) of an organization, which performs human resource management, overseeing various aspects of employment, such as compliance with labor law and employment standards, interviewing and selection, performance management, administration of employee benefits, organizing of employee files with the required documents for future reference, and some aspects of recruitment (also known as talent acquisition), talent management, staff wellbeing, and employee offboarding. They serve as the link between an organization's management and its employees. The duties include planning, recruitment and selection process, posting job ads, evaluating the performance of employees, organizing resumes and job applications, scheduling interviews and assisting in the process and ensuring background checks. Another duty is payroll and benefits administration, which deals with ensuring vacation and sick time are accounted for, reviewing payroll, and participating in benefits tasks, such as claim resolutions, reconciling benefits statements, and approving invoices for payment. Human resources also coordinates employee relations activities and programs, including employee counseling. Human resource management plays an important part in building a company or organization and contributing to its success. Human resources are intended to show how to have better employment relations in the workforce. Also, to bring out the best work ethic of the employees and therefore making a move to a better working environment. Moreover, green human resource development is suggested as a paradigm shift from traditional approaches of human resource companies to bring awareness of ways that expertise can be applied to green practices. By integrating the expertise, knowledge, and competencies of human resource development practitioners with industry practitioners, most industries have the potential to be transformed into a sector with ecofriendly and pro-environmental culture. Human resources also deals with essential motivators in the workplace such as payroll, benefits, team morale and workplace harassment. Administration and operations used to be the two role areas of HR. The strategic planning component came into play as a result of companies recognizing the need to consider HR needs in goals and strategies. HR directors commonly sit on company executive teams because of the HR planning function. Numbers and types of employees and the evolution of compensation systems are among elements in the planning role.

History Human resource management used to be referred to as "personnel administration". In the 1920s, personnel administration focused mostly on the aspects of hiring, evaluating, and compensating employees. However, they did not focus on any employment relationships at an organizational performance level or on the systematic relationships in any parties. This led to a lacked unifying paradigm in the field during this period. According to an HR Magazine article, the first personnel management department started at the National Cash Register Co. in 1900. The owner, John Henry Patterson, organized a personnel department to deal with grievances, discharges and safety, and information for supervisors on new laws and practices after several strikes and employee lockouts. This action was followed by other companies; for example, Ford had high turnover ratios of 380 percent in 1913, but just one year later, the line workers of the company had doubled their daily salaries from $2.50 to $5, even though $2.50 was a fair wage at that time. This example clearly shows the importance of effective management which leads to a greater outcome of employee satisfaction as well as encouraging employees to work together in order to achieve better business objectives. During the 1970s, American businesses began experiencing challenges due to the substantial increase in competitive pressures. Companies experienced globalization, deregulation, and rapid technological change which caused the major companies to enhance their strategic planning – a process of predicting future changes in a particular environment and focus on ways to promote organizational effectiveness. This resulted in developing more jobs and opportunities for people to show their skills which were directed to effectively applying employees toward the fulfillment of individual, group, and organizational goals. Many years later the major/minor of human resource management was created at universities and colleges also known as business administration. It consists of all the activities that companies used to ensure the more effective use of employees. Now, human resources focus on the people side of management. There are two real definitions of HRM (Human Resource Management); one is that it is the process of managing people in organizations in a structured and thorough manner. This means that it covers the hiring, firing, pay and perks, and performance management. This first definition is the modern and traditional version more like what a personnel manager would have done back in the 1920s. The second definition is that HRM circles the ideas of management of people in organizations from a macromanagement perspective like customers and competitors in a marketplace. This involves the focus on making the "employment relationship" fulfilling for both management and employees. Some research showed that employees can perform at a much higher rate of productivity when their supervisors and managers pay more attention to them. The Father of Human Relations, Elton Mayo, was the first person to reinforce the importance of employee communications, cooperation, and involvement. His studies concluded that sometimes human factors are more important than physical factors, such as the quality of lighting and physical workplace conditions. As a result, individuals often place more value on how they feel.

An employment agency is an organization which matches employers to employees. In developed countries, there are multiple private businesses which act as employment agencies and a publicly funded employment agency. Public employment agencies One of the oldest references to a public employment agency was in 1650, when Henry Robinson proposed an "Office of Addresses and Encounters" that would link employers to workers. The British Parliament rejected the proposal, but he himself opened such a business, which was short-lived. Called "intelligence offices", employment agencies had by the 1840s developed a seedy reputation. The moral reformer publication, "Friend of Virtue," building on this long-standing ill-fame, consistently depicted employment agents as villains in stories of young women lured to New England cities on false pretenses and tricked into lives of prostitution. In the United Kingdom, a well-regarded labour exchange was established by social reformer and employment campaigner Alsager Hay Hill in London in 1871. This was later augmented by officially sanctioned exchanges created by the Labour Bureau (London) Act 1902, which subsequently went nationwide, a movement prompted by the Liberal government through the Labour Exchanges Act 1909. The present public provider of job search help is called Jobcentre Plus. In the United States, a federal program of employment services was rolled out in the New Deal.

One of the oldest references to a public employment agency was in 1650, when Henry Robinson proposed an "Office of Addresses and Encounters" that would link employers to workers. The British Parliament rejected the proposal, but he himself opened such a business, which was short-lived. Called "intelligence offices", employment agencies had by the 1840s developed a seedy reputation. The moral reformer publication, "Friend of Virtue," building on this long-standing ill-fame, consistently depicted employment agents as villains in stories of young women lured to New England cities on false pretenses and tricked into lives of prostitution. In the United Kingdom, a well-regarded labour exchange was established by social reformer and employment campaigner Alsager Hay Hill in London in 1871. This was later augmented by officially sanctioned exchanges created by the Labour Bureau (London) Act 1902, which subsequently went nationwide, a movement prompted by the Liberal government through the Labour Exchanges Act 1909. The present public provider of job search help is called Jobcentre Plus. In the United States, a federal program of employment services was rolled out in the New Deal.

"take measures to prohibit the establishment of employment agencies which charge fees or which carry on their business for profit. Where such agencies already exist, it is further recommended that they be permitted to operate only under government licenses, and that all practicable measures be taken to abolish such agencies as soon as possible." The Unemployment Convention, 1919, Art. 2 instead required the alternative of "a system of free public employment agencies under the control of a central authority. Committees, which shall include representatives of employers and workers, shall be appointed to advise on matters concerning the carrying on of these agencies." In 1933 the Fee-Charging Employment Agencies Convention (No.34) formally called for abolition. The exception was if the agencies were licensed and a fee scale was agreed in advance. In 1949 a new revised Convention (No.96) was produced. This kept the same scheme, but secured an 'opt out' (Art.2) for members that did not wish to sign up. Agencies were an increasingly entrenched part of the labor market. The United States did not sign up to the Conventions.

actures computer memory and computer data storage products, including dynamic random-access memory (DRAM), flash memory, High Bandwidth Memory (HBM), and solid-state drives (SSDs). Founded in 1978 in Boise, Idaho, Micron is the only major American computer memory manufacturer. It is one of the "Big Three" computer memory manufacturers, along with the South Korean companies Samsung Electronics and SK Hynix. Micron marketed its consumer products under the brand Crucial, with the sub-brand Ballistix being used to denote products targeting gaming computers, until its disestablishment on 2026. Micron and Intel together created IM Flash Technologies, which produced NAND flash memory. It owned Lexar between 2006 and 2017. Sanjay Mehrotra has served as president and CEO of Micron since 2017. On May 26, 2026, Micron became the latest U.S.

n since 2017. On May 26, 2026, Micron became the latest U.S. company to reach a US$1 trillion market capitalization, amid surging demand for its HBM chips. History 1978–1999 Micron was founded in Boise, Idaho, in 1978 by Ward Parkinson, Joe Parkinson, Dennis Wilson, and Doug Pitman as a semiconductor design consulting company. Startup funding was provided by local Idaho businessmen Tom Nicholson, Allen Noble, Rudolph Nelson, and Ron Yanke. Later it received funding from Idaho billionaire J. R. Simplot, whose fortune was made in the potato business. In 1981, the company moved from consulting to manufacturing with the completion of its first wafer fabrication unit ("Fab 1"), producing 64K DRAM chips. In 1984, the company had its initial public offering. Micron sought to enter the market for RISC processors in 1991 with a product known as FRISC, targeting embedded control and signal processing applications. Running at 80 MHz and described as "a 64-bit processor with fast context-switching time and high floating-point performance", the design supported various features for timely interrupt handling and featured an arithmetic unit capable of handling both integer and floating-point calculations with a claimed throughput of 80 MFLOPS for double-precision arithmetic. Micron aimed to provide a "board-level demonstration supercomputer" in configurations with 256 MB or 1 GB of RAM. Having set up a subsidiary and with the product being designed into graphics cards and accelerators, Micron concluded in 1992 that the effort would not deliver the "best bang for the buck", reassigning engineers to other projects and discontinuing the endeavour. In 1994, founder Joe Parkinson retired as CEO and Steve Appleton took over as Chairman, President, and CEO. A 1996 3-way merger among ZEOS International, Micron Computer, and Micron Custom Manufacturing Services (MCMS) increased the size and scope of the company; this was followed rapidly with the 1997 acquisition of NetFrame Systems, in a bid to enter the mid-range server industry.

Since 2000 In 2000, Gurtej Singh Sandhu and Trung T. Doan at Micron initiated the development of atomic layer deposition high-k films for DRAM memory devices. This helped drive cost-effective implementation of semiconductor memory, starting with 90 nm node DRAM. Pitch double-patterning was also pioneered by Gurtej Singh Sandhu at Micron during the 2000s, leading to the development of 30-nm class NAND flash memory, and it has since been widely adopted by NAND flash and RAM manufacturers worldwide. In 2002, Micron spun off its personal computer business as MPC Corporation and put it up for sale. The company found the business difficult as the number 12 American computer maker with only 1.3 percent of the market. Micron and Intel created a joint venture in 2005, based in IM Flash Technologies in Lehi, Utah. The two companies formed another joint venture in 2011, IM Flash Singapore, in Singapore. In 2012 Micron became sole owner of this second joint venture. In 2006 Micron acquired Lexar, an American manufacturer of digital media products. The company changed leadership again in June 2007 with COO Mark Durcan becoming president. In 2008, Micron converted the Avezzano chip fab, formerly a Texas Instruments DRAM fab, into a production facility for CMOS image sensors sold by Aptina Imaging. In 2008, Micron spun off Aptina Imaging, which was acquired by ON Semiconductor in 2014. Micron retained a stake in the spinoff. However, the core company suffered setbacks and had to lay off 15 percent of its workforce in October 2008, during which period the company also announced the purchase of Qimonda's 35.6 percent stake in Inotera Memories for $400 million. The trend of layoffs and acquisitions continued in 2009 with the termination of an additional 2,000 employees, and the acquisition of the FLCOS microdisplay company Displaytech. Micron agreed to buy flash-chip maker Numonyx for $1.27 billion in stock in February 2010. On February 3, 2012, CEO Appleton died in a plane crash shortly after takeoff from the Boise Airport. He was the pilot and sole occupant of the Lancair IV aircraft. Mark Durcan replaced Appleton as the CEO shortly thereafter, eliminating his former title of president. In 2013, the Avezzano chip fab was sold to LFoundry. In the 2012 to 2014 period, Micron again went through an acquisition-layoff cycle, becoming the majority shareholder of Inotera Memories, purchasing Elpida Memory for $2 billion and the remaining shares in Rexchip, a PC memory chip manufacturing venture between Powerchip and Elpida Memory for $334 million, while announcing plans to lay off approximately 3,000 workers. Through the Elpida acquisition, Micron became a major supplier to Apple Inc. for the iPhone and iPad. In December 2016 Micron finished acquiring the remaining 67 percent of Inotera, making it a 100 percent subsidiary of Micron. In April 2017, Micron announced Sanjay Mehrotra as the new president and CEO to replace Mark Durcan. In June 2017 Micron announced it was discontinuing the Lexar retail removable media storage business and putting some or all of it up for sale. In August of that year the Lexar brand was acquired by Longsys, a flash memory company based in Shenzhen, China. In May 2018, Micron Technology and Intel launched QLC NAND memory to increase storage density. The company ranked 150th on the Fortune 500 list of largest United States corporations by revenue. In February 2019, the first microSD card with a storage capacity of 1 terabyte (TB) was announced by Micron. As of March 2020 3.84TB Micron 5210 Ion is the cheapest large-capacity SSD in the world. In September 2020 the company introduced the world's fastest discrete graphics memory solution. Working with computing technology leader Nvidia, Micron debuted GDDR6X in the Nvidia GeForce RTX 3090 and GeForce RTX 3080 graphics processing units (GPUs). In November 2020, the company unveiled a new 176-layer 3D NAND module. It offers improved read and write latency and is slated to be used in the production of a new generation of solid-state drives. On October 22, 2021, Micron closed the sale of IM Flash's Lehi, Utah fab to Texas Instruments for a sale price of US$900 million. In February 2022, Micron announced that it would discontinue its Ballistix gaming brand. With the passage of the CHIPS and Science Act, Micron announced its pledge to invest billions in new manufacturing within the United States. In September 2022, Micron announced it would invest $15 billion in a new facility in Boise, Idaho. In October 2022, Micron announced a $100 billion expansion in Clay, New York. Micron Technology owed Netlist, Inc. $445 million in damages for infringing Netlist's patents related to memory-module technology for high-performance computing. The jury found that Micron's semiconductor-memory products violated two of Netlist's patents willfully, potentially allowing the judge to triple the damages. Netlist had sued Micron in 2022, accusing three of its memory-module lines of patent infringement, which Micron denied, also arguing the patents' invalidity. The U.S.

state 84, and 6 miles (9.7 km) west of Meridian. It is the second principal city of the Boise metropolitan area. The name "Nampa" may have come from a Shoshoni word meaning 'moccasin' or 'footprint'. According to toponymist William O. Bright, the name comes from the Shoshoni word /nampai/, meaning "foot".

W. J. McClelland, c.1901–1903 Frank H. Sutherland, c.1903–1904 H. A. Partridge, c.1904–1905, 1907–1908, 1913–1914 Rudolphus W. Purdum, c.1905–1906 E. H. Dewey, c.1909–1911 T. E. Munhall, c.1915–1917 Robert A. Davis, c.1917–1919 H. H. Keim, c.1919–1920 J. Fremont Bow, 1921–1923 Eugene Emerson, c.1923–1925 George Meffan, 1925–1929 Eustace Smallwood, c.1929–1930 E. W. Rising, c.1933–1935 George I. Van Name, 1935–1937 R. Lewis Ord, 1937–1939 Ben H. Waigand, 1939–1943 A. E. Lindsey, c.1943–1945 Sevren G. Honstead, 1945–1947 Peter Johnson, 1947–1951 Preston Capell, c.1951–1957 Thomas Leupp, 1957–1961 Ernest Starr, 1961–1981 Winston K.

pa ( ) is the most populous city in Canyon County, Idaho, United States. The population was 100,200 at the 2020 census. It is Idaho's third-most populous city. Nampa is about 20 miles (32 km) west of Boise along Interstate 84, and 6 miles (9.7 km) west of Meridian. It is the second principal city of the Boise metropolitan area. The name "Nampa" may have come from a Shoshoni word meaning 'moccasin' or 'footprint'. According to toponymist William O. Bright, the name comes from the Shoshoni word /nampai/, meaning "foot".

ot being in paid employment or self-employment but rather currently available for work. Unemployment is measured by the unemployment rate, which is the number of people who are unemployed as a percentage of the labour force (the total number of people employed above a specified age added to those unemployed) during the reference period. Causes Unemployment can have many sources, such as the following below:

the status of the economy, which can be influenced by a recession competition caused by globalization and international trade new technologies and inventions policies of the government regulation and market war, civil disorder, and natural disasters poor work–life balance (requiring too much time off) Unemployment and the status of the economy can be influenced by a country through, for example, fiscal policy. Furthermore, the monetary authority of a country, such as the central bank, can influence the availability and cost for money through its monetary policy. In addition to theories of unemployment, a few categorisations of unemployment are used for more precisely modelling the effects of unemployment within the economic system. Some of the main types of unemployment include structural unemployment, frictional unemployment, cyclical unemployment, involuntary unemployment and classical unemployment. Structural unemployment focuses on foundational problems in the economy and inefficiencies inherent in labor markets, including a mismatch between the supply and demand of laborers with necessary skill sets. Structural arguments emphasize causes and solutions related to disruptive technologies and globalization. Discussions of frictional unemployment focus on voluntary decisions to work based on individuals' valuation of their own work and how that compares to current wage rates added to the time and effort required to find a job.

The state of being without any work yet looking for work is called unemployment. Economists distinguish between various overlapping types of and theories of unemployment, including cyclical or Keynesian unemployment, frictional unemployment, structural unemployment and classical unemployment definition. Some additional types of unemployment that are occasionally mentioned are seasonal unemployment, hardcore unemployment, and hidden unemployment. Though there have been several definitions of "voluntary" and "involuntary unemployment" in the economics literature, a simple distinction is often applied. Voluntary unemployment is attributed to the individual's decisions, but involuntary unemployment exists because of the socio-economic environment (including the market structure, government intervention, and the level of aggregate demand) in which individuals operate. In these terms, much or most of frictional unemployment is voluntary since it reflects individual search behavior. Voluntary unemployment includes workers who reject low-wage jobs, but involuntary unemployment includes workers fired because of an economic crisis, industrial decline, company bankruptcy, or organizational restructuring. On the other hand, cyclical unemployment, structural unemployment, and classical unemployment are largely involuntary in nature. However, the existence of structural unemployment may reflect choices made by the unemployed in the past, and classical (natural) unemployment may result from the legislative and economic choices made by labour unions or political parties. The clearest cases of involuntary unemployment are those with fewer job vacancies than unemployed workers even when wages are allowed to adjust and so even if all vacancies were to be filled, some unemployed workers would still remain.

Treasure Valley Community College is a public community college in Ontario, Oregon, at the western edge of the Treasure Valley. Its service area is sections of Malheur and Baker counties.

Campus The rural campus in Ontario occupies 90 acres (36 ha) on the western edge of the Treasure Valley, which is primarily in southwestern Idaho. The nearby Four Rivers Cultural Center houses the Meyer-McLean theater used by the college to present plays and other purposes. The Caldwell Center in Idaho is a satellite of TVCC and offers college preparation, college transfer, and professional-technical classes in a three-story building built in downtown Caldwell on the banks of Indian Creek. It offers a broad range of student services including advising, placement testing, registration, financial aid assistance, and career planning. Students also have access to tutorial support and student activities. Classes may be taken face-to-face, via interactive video conference with the Ontario campus, or on the web.

Organization and administration TVCC leadership is composed of professionals in the western Treasure Valley. President Dana M. Young, the fifth president in college history, has led TVCC since July, 2010. Academics The college serves approximately 6,000 students a year, 900 of them full-time.

city in Idaho. As of the 2020 census, Caldwell had a population of 59,996. Caldwell is considered part of the Boise metropolitan area, and is the location of the College of Idaho. The city is located approximately 24 miles (39 km) west of Boise, and approximately 17 miles (27 km) east of the Oregon border. History The present-day location of Caldwell is along a natural passageway to the Inland and Pacific Northwest. Native American tribes from the west coast, north Idaho and as far away as Colorado came to the banks of the Boise River for annual trading fairs, or rendezvous. European and some Hawaiian explorers and traders soon followed the paths left by Native Americans and hopeful emigrants later forged the Oregon Trail and followed those paths to seek a better life in the Oregon Territory. Pioneers of the Trail traveled along the Boise River to Canyon Hill and forded the river close to the Silver Bridge on Plymouth Street. During the Civil War, the discovery of gold in Idaho's mountains brought a variety of new settlers into the area. Many never made it to the mines but settled along the Boise River and run ferries, stage stations, and freighting businesses. These early entrepreneurs created small ranches and farms in the river valleys. Caldwell's inception occurred largely as a result of the construction of the Oregon Short Line Railroad, which connected Wyoming to Oregon through Idaho. Robert E. Strahorn came to the Boise River Valley in 1883 to select a route for the railroad. He rejected the grade into Boise City as too steep and chose a site 30 miles to the west. He drove a stake into an alkali flat of sagebrush and greasewood and the City of Caldwell was platted. Caldwell was named after one of Strahorn's business partners, Alexander Caldwell, a former senator from Kansas. When Caldwell was platted in August 1883, its founder, the Idaho and Oregon Land Improvement Company, started persuading settlers and businessmen to move to the area. Within four months, Caldwell had 600 residents living in 150 dwellings, 40 businesses, a school, a telephone exchange, and two newspapers. On January 15, 1890, the Board of Commissioners of Ada County issued a handwritten order incorporating the City of Caldwell. The College of Idaho was founded in Caldwell in 1891. In 1892, Canyon County was established from a portion of Ada County, and Caldwell was named the county seat. Irrigation canals and waterways were constructed throughout Canyon County, providing the foundation for an agricultural economy. The Oregon Short Line Railroad became part of the larger Union Pacific Railroad network and in 1906 the Caldwell freight and passenger depot was constructed. Caldwell experienced moderate growth as an agricultural processing, commercial retail and educational center during the 20th century. In 2009, the City of Caldwell completed a revitalization project to restore Indian Creek, which runs through downtown Caldwell, but had been used for sewage disposal by local industries and been covered over.

History The present-day location of Caldwell is along a natural passageway to the Inland and Pacific Northwest. Native American tribes from the west coast, north Idaho and as far away as Colorado came to the banks of the Boise River for annual trading fairs, or rendezvous. European and some Hawaiian explorers and traders soon followed the paths left by Native Americans and hopeful emigrants later forged the Oregon Trail and followed those paths to seek a better life in the Oregon Territory. Pioneers of the Trail traveled along the Boise River to Canyon Hill and forded the river close to the Silver Bridge on Plymouth Street. During the Civil War, the discovery of gold in Idaho's mountains brought a variety of new settlers into the area. Many never made it to the mines but settled along the Boise River and run ferries, stage stations, and freighting businesses. These early entrepreneurs created small ranches and farms in the river valleys. Caldwell's inception occurred largely as a result of the construction of the Oregon Short Line Railroad, which connected Wyoming to Oregon through Idaho. Robert E. Strahorn came to the Boise River Valley in 1883 to select a route for the railroad. He rejected the grade into Boise City as too steep and chose a site 30 miles to the west. He drove a stake into an alkali flat of sagebrush and greasewood and the City of Caldwell was platted. Caldwell was named after one of Strahorn's business partners, Alexander Caldwell, a former senator from Kansas. When Caldwell was platted in August 1883, its founder, the Idaho and Oregon Land Improvement Company, started persuading settlers and businessmen to move to the area. Within four months, Caldwell had 600 residents living in 150 dwellings, 40 businesses, a school, a telephone exchange, and two newspapers. On January 15, 1890, the Board of Commissioners of Ada County issued a handwritten order incorporating the City of Caldwell. The College of Idaho was founded in Caldwell in 1891. In 1892, Canyon County was established from a portion of Ada County, and Caldwell was named the county seat. Irrigation canals and waterways were constructed throughout Canyon County, providing the foundation for an agricultural economy. The Oregon Short Line Railroad became part of the larger Union Pacific Railroad network and in 1906 the Caldwell freight and passenger depot was constructed. Caldwell experienced moderate growth as an agricultural processing, commercial retail and educational center during the 20th century. In 2009, the City of Caldwell completed a revitalization project to restore Indian Creek, which runs through downtown Caldwell, but had been used for sewage disposal by local industries and been covered over.

location of the College of Idaho. The city is located approximately 24 miles (39 km) west of Boise, and approximately 17 miles (27 km) east of the Oregon border. History The present-day location of Caldwell is along a natural passageway to the Inland and Pacific Northwest. Native American tribes from the west coast, north Idaho and as far away as Colorado came to the banks of the Boise River for annual trading fairs, or rendezvous. European and some Hawaiian explorers and traders soon followed the paths left by Native Americans and hopeful emigrants later forged the Oregon Trail and followed those paths to seek a better life in the Oregon Territory. Pioneers of the Trail traveled along the Boise River to Canyon Hill and forded the river close to the Silver Bridge on Plymouth Street. During the Civil War, the discovery of gold in Idaho's mountains brought a variety of new settlers into the area. Many never made it to the mines but settled along the Boise River and run ferries, stage stations, and freighting businesses. These early entrepreneurs created small ranches and farms in the river valleys. Caldwell's inception occurred largely as a result of the construction of the Oregon Short Line Railroad, which connected Wyoming to Oregon through Idaho. Robert E. Strahorn came to the Boise River Valley in 1883 to select a route for the railroad. He rejected the grade into Boise City as too steep and chose a site 30 miles to the west. He drove a stake into an alkali flat of sagebrush and greasewood and the City of Caldwell was platted. Caldwell was named after one of Strahorn's business partners, Alexander Caldwell, a former senator from Kansas. When Caldwell was platted in August 1883, its founder, the Idaho and Oregon Land Improvement Company, started persuading settlers and businessmen to move to the area. Within four months, Caldwell had 600 residents living in 150 dwellings, 40 businesses, a school, a telephone exchange, and two newspapers. On January 15, 1890, the Board of Commissioners of Ada County issued a handwritten order incorporating the City of Caldwell. The College of Idaho was founded in Caldwell in 1891. In 1892, Canyon County was established from a portion of Ada County, and Caldwell was named the county seat. Irrigation canals and waterways were constructed throughout Canyon County, providing the foundation for an agricultural economy. The Oregon Short Line Railroad became part of the larger Union Pacific Railroad network and in 1906 the Caldwell freight and passenger depot was constructed. Caldwell experienced moderate growth as an agricultural processing, commercial retail and educational center during the 20th century. In 2009, the City of Caldwell completed a revitalization project to restore Indian Creek, which runs through downtown Caldwell, but had been used for sewage disposal by local industries and been covered over.

semiconductor market segment was for networks and communications devices. In 2021, the sales of semiconductors reached a record $555.9 billion, up 26.2%, with sales in China reaching $192.5 billion, according to the Semiconductor Industry Association. A record 1.15 trillion semiconductor units were shipped in the calendar year.

The semiconductor industry is the aggregate of companies engaged in the design and fabrication of semiconductors and semiconductor devices, such as transistors and integrated circuits. Its roots can be traced to the invention of the transistor by Shockley, Brattain, and Bardeen at Bell Labs in 1948. Bell Labs licensed the technology for $25,000, and soon many companies, including Motorola (1952), Shockley Semiconductor (1955), Sylvania, Centralab, Fairchild Semiconductor and Texas Instruments were making transistors. In 1958 Jack Kilby of Texas Instruments and Robert Noyce of Fairchild independently invented the Integrated Circuit, a method of producing multiple transistors on a single "chip" of Semiconductor material. This kicked off a number of rapid advances in fabrication technology leading to the exponential growth in semiconductor device production, known as Moore's law that has persisted over the past six or so decades. The industry's annual semiconductor sales revenue has since grown to over $481 billion, as of 2018. In 2010, the semiconductor industry had the highest intensity of Research & Development in the EU and ranked second after Biotechnology in the EU, United States and Japan combined. The semiconductor industry is in turn the driving force behind the wider electronics industry, with annual power electronics sales of £135 billion ($216 billion) as of 2011, annual consumer electronics sales expected to reach $2.9 trillion by 2020, tech industry sales expected to reach $5 trillion in 2019, and e-commerce with over $29 trillion in 2017. In 2019, 32.4% of the semiconductor market segment was for networks and communications devices. In 2021, the sales of semiconductors reached a record $555.9 billion, up 26.2%, with sales in China reaching $192.5 billion, according to the Semiconductor Industry Association. A record 1.15 trillion semiconductor units were shipped in the calendar year.

Unique features of the industry include continuous growth but in a cyclical pattern with high market fluctuation over the short run. While the current 20-year annual average growth of the semiconductor industry is on the order of 13%, this has been accompanied by equally above-average market volatility, which can lead to significant if not dramatic cyclical swings. This has required the need for high degrees of flexibility and innovation in order to constantly adjust to the rapid pace of change in the market as many products embedding semiconductor devices often have a very short life cycle. At the same time, the rate of constant price-performance improvement in the semiconductor industry is staggering. As a consequence, changes in the semiconductor market not only occur extremely rapidly but also anticipate changes in industries evolving at a slower pace. The semiconductor industry is widely recognized as a key driver and technology enabler for the whole electronics value chain. Prior to the 1980s, the semiconductor industry was vertically integrated. Semiconductor companies both designed and manufactured chips in their own facilities. In many cases, this included inventing new processes, refining and purifying source chemicals and silicon wafers, and even manufacturing equipment, like furnaces, lithography tools and etchers. These companies also carried out the assembly and testing of their chips. Over time, many of these functions were outsourced, such that today semiconductor manufacturers rely on a complex supply chain to provide wafers, high-purity source chemicals, and processing equipment. Further, starting with LSI in 1969, the industry has seen the emergence of Fabless Semiconductor Companies that focus solely on chip design and rely on other companies to manufacture their designs. Initially, these other companies were integrated device manufacturers (IDMs), companies that also designed and manufactured their own products, and thus were often competitors of the Fabless companies. But, by the mid-1980's TSMC and UMC emerged as foundries, specializing solely in the manufacture of other companies' designs. Today, much of the industry is based on the foundry model, which consists of semiconductor fabrication plants (foundries) and integrated circuit design operations, each belonging to separate companies or subsidiaries. Some companies, known as integrated device manufacturers, both design and manufacture semiconductors. The foundry model has resulted in consolidation among foundries. As of 2021, only three firms are able to manufacture the most advanced semiconductors: TSMC of Taiwan, Samsung of South Korea, and Intel of the United States. Part of this is due to the high capital costs of building foundries. TSMC's latest factory, capable of fabricating 3 nm process semiconductors and completed in 2020, cost $19.5 billion. Intel is considering outsourcing some production to TSMC. It currently can only produce 10 nm semiconductors, while TSMC and Samsung can both produce 5 nm.

The Civil Rights Act of 1964 (Pub. L. 88–352, 78 Stat. 241, enacted July 2, 1964) is a landmark civil rights and labor law in the United States that outlaws discrimination based on race, color, religion, sex, and national origin. It prohibits unequal application of voter registration requirements, racial segregation in schools and public accommodations, and employment discrimination. The act is considered one of the most significant legislative achievements in American history. Initially, powers given to enforce the act were weak, but these were supplemented during later years. Congress asserted its authority to legislate under several different parts of the United States Constitution, principally its enumerated power to regulate interstate commerce under the Commerce Clause of Article I, Section 8, its duty to guarantee all citizens equal protection of the laws under the 14th Amendment, and its duty to protect voting rights under the 15th Amendment. The legislation was proposed by President John F. Kennedy in June 1963, but it was opposed by filibuster in the Senate. After Kennedy was assassinated on November 22, 1963, President Lyndon B. Johnson pushed the bill forward. The United States House of Representatives passed the bill on February 10, 1964, and after a 72-day filibuster, it passed the United States Senate on June 19, 1964. The final vote was 290–130 in the House of Representatives and 73–27 in the Senate.

chools and public accommodations, and employment discrimination. The act is considered one of the most significant legislative achievements in American history. Initially, powers given to enforce the act were weak, but these were supplemented during later years. Congress asserted its authority to legislate under several different parts of the United States Constitution, principally its enumerated power to regulate interstate commerce under the Commerce Clause of Article I, Section 8, its duty to guarantee all citizens equal protection of the laws under the 14th Amendment, and its duty to protect voting rights under the 15th Amendment. The legislation was proposed by President John F. Kennedy in June 1963, but it was opposed by filibuster in the Senate. After Kennedy was assassinated on November 22, 1963, President Lyndon B. Johnson pushed the bill forward. The United States House of Representatives passed the bill on February 10, 1964, and after a 72-day filibuster, it passed the United States Senate on June 19, 1964. The final vote was 290–130 in the House of Representatives and 73–27 in the Senate.

he United States Senate on June 19, 1964. The final vote was 290–130 in the House of Representatives and 73–27 in the Senate. After the House agreed to a subsequent Senate amendment, the Civil Rights Act of 1964 was signed into law by President Johnson at the White House on July 2, 1964. Background Reconstruction and New Deal era In the 1883 landmark Civil Rights Cases, the United States Supreme Court had ruled that Congress did not have the power to prohibit discrimination in the private sector, thus stripping the Civil Rights Act of 1875 of much of its ability to protect civil rights. In the late 19th and early 20th century, the legal justification for voiding the Civil Rights Act of 1875 was part of a larger trend by the United States Supreme Court majorities to invalidate most government regulations of the private sector, except when dealing with laws designed to protect traditional public morality. In the 1930s, during the New Deal, the majority of the Supreme Court justices gradually shifted their legal theory to allow for greater government regulation of the private sector under the Commerce Clause, thus paving the way for the federal government to enact civil rights laws prohibiting both public and private sector discrimination on the basis of the commerce clause. Influenced in part by the "Black Cabinet" advisors and the March on Washington Movement, just before the U.S. entered World War II, President Franklin Roosevelt issued Executive Order 8802, the first federal anti-discrimination order, and established the Fair Employment Practices Committee.

athletic training, and other health professions all constitute health care. The term includes work done in providing primary care, secondary care, tertiary care, mental health care and public health. Access to health care may vary across countries, communities, and individuals, influenced by social and economic conditions and health policies. Providing health care services means "the timely use of personal health services to achieve the best possible health outcomes". Factors to consider in terms of health care access include financial limitations (such as insurance coverage), geographical and logistical barriers (such as additional transportation costs and the ability to take paid time off work to use such services), sociocultural expectations, and personal limitations (lack of ability to communicate with health care providers, poor health literacy, low income). Limitations to health care services affect negatively the use of medical services, the efficacy of treatments, and overall outcome (well-being, mortality rates). Health systems are the organizations established to meet the health needs of targeted populations. According to the World Health Organization (WHO), a well-functioning health care system requires a financing mechanism, a well-trained and adequately paid workforce, reliable information on which to base decisions and policies, and well-maintained health facilities to deliver quality medicines and technologies. An efficient health care system can contribute to a significant part of a country's economy, development, and industrialization. Health care is an important determinant in promoting the general physical and mental health and well-being of people around the world.

itions and health policies. Providing health care services means "the timely use of personal health services to achieve the best possible health outcomes". Factors to consider in terms of health care access include financial limitations (such as insurance coverage), geographical and logistical barriers (such as additional transportation costs and the ability to take paid time off work to use such services), sociocultural expectations, and personal limitations (lack of ability to communicate with health care providers, poor health literacy, low income). Limitations to health care services affect negatively the use of medical services, the efficacy of treatments, and overall outcome (well-being, mortality rates). Health systems are the organizations established to meet the health needs of targeted populations. According to the World Health Organization (WHO), a well-functioning health care system requires a financing mechanism, a well-trained and adequately paid workforce, reliable information on which to base decisions and policies, and well-maintained health facilities to deliver quality medicines and technologies. An efficient health care system can contribute to a significant part of a country's economy, development, and industrialization. Health care is an important determinant in promoting the general physical and mental health and well-being of people around the world.

Primary care Primary care refers to the work of health professionals who act as a first point of consultation for all patients within the health care system. The primary care model supports first-contact, accessible, continuous, comprehensive and coordinated person-focused care. Such a professional would usually be a primary care physician, such as a general practitioner or family physician. Another professional would be a licensed independent practitioner such as a physiotherapist, or a non-physician primary care provider such as a physician assistant or nurse practitioner. Depending on the locality and health system organization, the patient may see another health care professional first, such as a pharmacist or nurse. Depending on the nature of the health condition, patients may be referred for secondary or tertiary care. Primary care is often used as the term for the health care services that play a role in the local community. It can be provided in different settings, such as Urgent care centers that provide same-day appointments or services on a walk-in basis. Primary care involves the widest scope of health care, including all ages of patients, patients of all socioeconomic and geographic origins, patients seeking to maintain optimal health, and patients with all types of acute and chronic physical, mental and social health issues, including multiple chronic diseases. Consequently, a primary care practitioner must possess a wide breadth of knowledge in many areas. Continuity is a key characteristic of primary care, as patients usually prefer to consult the same practitioner for routine check-ups and preventive care, health education, and every time they require an initial consultation about a new health problem. The International Classification of Primary Care (ICPC) is a standardized tool for understanding and analyzing information on interventions in primary care based on the reason for the patient's visit. Common chronic illnesses usually treated in primary care may include, for example, hypertension, diabetes, asthma, COPD, depression and anxiety, back pain, arthritis or thyroid dysfunction. Primary care also includes many basic maternal and child health care services, such as family planning services and vaccinations. In the United States, the 2013 National Health Interview Survey found that skin disorders (42.7%), osteoarthritis and joint disorders (33.6%), back problems (23.9%), disorders of lipid metabolism (22.4%), and upper respiratory tract disease (22.1%, excluding asthma) were the most common reasons for accessing a physician. In the United States, primary care physicians have begun to deliver primary care outside of the managed care (insurance-billing) system through direct primary care which is a subset of the more familiar concierge medicine. Physicians in this model bill patients directly for services, either on a pre-paid monthly, quarterly, or annual basis, or bill for each service in the office. Examples of direct primary care practices include Foundation Health in Colorado and Qliance in Washington. In the context of global population aging, with increasing numbers of older adults at greater risk of chronic non-communicable diseases, rapidly increasing demand for primary care services is expected in both developed and developing countries.

cupation. Vocational education can also be defined as the type of education given to an individual. Vocational education is known by a variety of names, depending on the country concerned, including career and technical education, or acronyms such as TVET (technical and vocational education and training; used by UNESCO) and TAFE (technical and further education). TVE refers to all forms and levels of education which provide knowledge and skills related to occupations in various sectors of economic and social life through formal, non-formal and informal learning methods in both school-based and work-based learning contexts. To achieve its aims and purposes, TVE focuses on the learning and mastery of specialized techniques and the scientific principles underlying those techniques, as well as general knowledge, skills and values. A vocational school is a type of educational institution specifically designed to provide vocational education, as is a technical college. Vocational education can take place at the post-secondary, further education, and higher education levels.

Purpose TVET serves multiple purposes. One purpose is to prepare the youth for work. This is done through the learning and development of work related skills and the mastery of underlying knowledge and scientific principles. Work is broadly defined and therefore refers to both formal employment and self-employment. To support self-employment, TVET curricula often include entrepreneurship training. Related to this is the social reproduction and transformation of occupational and vocational practices. A related role is continuing professional development. The rapid technological changes demand that workers continuously update their knowledge and skills. Unlike the past where a job could be held for life, it is common place to change vocations several times. TVET enables that flexibility in two ways. One is providing broad based technical knowledge and transversal skills on which different occupations can be based on. The second is providing continuing vocational training to workers. In contrast with the industrial paradigm of the old economy, today's global economy lays the onus on the worker to continually reinvent himself or herself. In the past, workers were assured of a job for life, with full-time employment, clear occupational roles and well established career paths. This is no longer the case. The knowledge dependent global economy is characterized by rapid changes in technology and related modes of work. Often, workers find themselves declared redundant and out of work. TVET today has the responsibility of re-skilling such workers to enable them find and get back to work Apart from providing work related education, TVET is also a site for personal development and emancipation. These concerns the development of those personal capacities that relate to realizing one's full potential with regard to paid or self employment, occupational interests, and life goals outside of work. At the same time TVET seeks to enable individual overcome disadvantages due to circumstances of birth or prior educational experiences. From a development point of view, TVET facilitates provide economic growth by increasing the productivity of workers. The returns from increased output far exceed the costs of training, direct and indirect, leading to economic growth. TVET like any other form of education also facilitates socio-economic development by enhancing the capacity of individuals to adopt practices that are socially worthwhile. As a form of education similar to all others, TVET aims to developing the broad range of personal capabilities that characterize an educated person. Thus, the provision of broad based knowledge seeks to ensure critic-creative thinking.

Labour market demands and trends After the 2008 financial crisis, labour markets across the world experienced structural changes that influenced the demand for skills and TVET. Unemployment worsened and the quality of jobs decreased, especially for youth. Gender differentials in labour force participation placed men ahead of women, and skill mismatches deepened. The crisis impacted labour markets adversely and led to deepening uncertainty, vulnerability of employment, and inequality. Furthermore, measures to improve efficiency and profitability in the economic recovery have often led to jobless growth, as happened in Algeria, India and post-apartheid South Africa. In seeking to address the level of vulnerable employment, TVET systems have focused on increasing the employability of graduates and enhancing their capacity to function effectively within existing vulnerable labour markets and to adjust to other labour market constraints. This has meant enhanced coordination among government departments responsible for TVET and employment policies. It has also created the need for TVET systems to develop mechanisms that identify skills needs early on and make better use of labour market information for matching skills demands and supply. TVET systems have focused more on developing immediate job skills and wider competencies. This has been accomplished by adopting competency-based approaches to instruction and workplace learning that enable learners to handle vulnerable employment, adjust to changing jobs and career contexts, and build their capacity to learn and agility to adapt. Migration flows Increasing migration are significant challenges to the national character of TVET systems and qualifications. TVET qualifications are progressively expected not only to serve as proxies for an individual's competencies but to also act as a form of a currency that signals national and international value. TVET systems have been developing mechanisms to enable credible and fair cross-border recognition of skills. In 2007, the ILO identified three types of recognition that TVET system may use: unilateral (independent assessment by the receiving country), mutual (agreements between sending and receiving countries), and multilateral (mostly between a regional grouping of countries). The most prevalent of these is unilateral recognition, which is mostly under the control of national credential evaluation agencies. Countries have been slow to move from input-based skill evaluations to outcome-based methodologies that focus on competencies attained. TVET systems are responding to migration by providing qualifications that can stand the rigour of these recognition systems and by creating frameworks for mutual recognition of qualifications. Regional Qualifications Frameworks such as those in Southern Africa, Europe, Asia and the Caribbean aim to significantly support the recognition of qualifications across borders.

Labour economics is the subfield of economics concerned with the study of labour as an input to economic production. Broadly, it surveys labor markets and the economic decisions of agents (i.e., workers and employers) participating in such markets. Topics of study include the labour supply of workers and how it is affected by variables such as age, education, gender and childbearing, as well as the labour demand by firms searching for different forms of labour as an input in the production of goods and services.

mination, collective bargaining and trade unions, technological change and unemployment, ownership and monopsony, and public policies such as unemployment benefits, pensions, health care and minimum wages. Macro and micro analysis of labour markets Labour economics can generally be seen as the application of microeconomic or macroeconomic techniques to the labour market. A general assumption in the microeconomic study of labour markets is that workers – suppliers of labour – make rational choices based on the information that they know regarding wage, desire to provide labour, and desire for leisure, to maximise utility over their lifetime by consuming economic goods, services and leisure. Conversely, economic firms – demanders of labour – seek to maximise profits by hiring these labourers. The labour force (LF) is defined as the number of people of working age, who are either employed or actively looking for work (unemployed). The labour force participation rate (LFPR) is the number of people in the labour force divided by the size of the adult civilian noninstitutional population (or by the population of working age that is not institutionalized), LFPR = LF/Population. The non-labour force includes those who are not looking for work, those who are institutionalized (such as in prisons or psychiatric wards), stay-at-home spouses, children not of working age, and those serving in the military. The unemployment level is defined as the labour force minus the number of people currently employed. The unemployment rate is defined as the level of unemployment divided by the labour force. The employment rate is defined as the number of people currently employed divided by the adult population (or by the population of working age). In these statistics, self-employed people are counted as employed. The labour market has the ability to create a higher derivative efficiency of labour, especially on a national and international level, compared to simpler forms of labour distribution, leading to a higher financial GDP growth and output. An efficient labour market is important for the private sector as it drives up derivative income through the reduction of relative costs of labour. This presupposes that division of labour is used as a method to attain cost efficiency. Variables like employment level, unemployment level, labour force, and unfilled vacancies are called stock variables because they measure a quantity at a point in time. They can be contrasted with flow variables which measure a quantity over a duration of time. Changes in the labour force are due to flow variables such as natural population growth, net immigration, new entrants, and retirements. Changes in unemployment depend on inflows (non-employed people starting to look for jobs and employed people who lose their jobs that are looking for new ones) and outflows (people who find new employment and people who stop looking for employment).

Macro and micro analysis of labour markets Labour economics can generally be seen as the application of microeconomic or macroeconomic techniques to the labour market. A general assumption in the microeconomic study of labour markets is that workers – suppliers of labour – make rational choices based on the information that they know regarding wage, desire to provide labour, and desire for leisure, to maximise utility over their lifetime by consuming economic goods, services and leisure. Conversely, economic firms – demanders of labour – seek to maximise profits by hiring these labourers. The labour force (LF) is defined as the number of people of working age, who are either employed or actively looking for work (unemployed). The labour force participation rate (LFPR) is the number of people in the labour force divided by the size of the adult civilian noninstitutional population (or by the population of working age that is not institutionalized), LFPR = LF/Population. The non-labour force includes those who are not looking for work, those who are institutionalized (such as in prisons or psychiatric wards), stay-at-home spouses, children not of working age, and those serving in the military. The unemployment level is defined as the labour force minus the number of people currently employed. The unemployment rate is defined as the level of unemployment divided by the labour force. The employment rate is defined as the number of people currently employed divided by the adult population (or by the population of working age). In these statistics, self-employed people are counted as employed. The labour market has the ability to create a higher derivative efficiency of labour, especially on a national and international level, compared to simpler forms of labour distribution, leading to a higher financial GDP growth and output. An efficient labour market is important for the private sector as it drives up derivative income through the reduction of relative costs of labour. This presupposes that division of labour is used as a method to attain cost efficiency. Variables like employment level, unemployment level, labour force, and unfilled vacancies are called stock variables because they measure a quantity at a point in time. They can be contrasted with flow variables which measure a quantity over a duration of time. Changes in the labour force are due to flow variables such as natural population growth, net immigration, new entrants, and retirements. Changes in unemployment depend on inflows (non-employed people starting to look for jobs and employed people who lose their jobs that are looking for new ones) and outflows (people who find new employment and people who stop looking for employment).

In business, mergers and acquisitions (M&A) are transactions where the ownership of a company, business organization, or one of their operating units is transferred to or consolidated with another entity. They may happen through direct absorption, a merger, a tender offer or a hostile takeover. As a central aspect of corporate strategy and strategic management, M&A activity enables companies to expand, diversify, restructure, or realign their competitive position. In legal terms, a merger is the consolidation of two entities into a single legal entity, whereas an acquisition occurs when one entity takes ownership of another entity's share capital, equity interests or assets. Both typically result in assets, liabilities, and operations being combined under unified control, and a transaction described as a merger may economically resemble an acquisition, and vice versa. M&A transactions are governed by corporate law and are typically subject to regulatory review, particularly under competition (antitrust) law. Many countries require notification and review of proposed mergers to allow the government to assess their potential effects on market competition. In the United States, for example, the Clayton Act prohibits any merger or acquisition that may "substantially lessen competition" or "tend to create a monopoly", and the Hart–Scott–Rodino Act requires providing advance notice to the U.S.

tivity enables companies to expand, diversify, restructure, or realign their competitive position. In legal terms, a merger is the consolidation of two entities into a single legal entity, whereas an acquisition occurs when one entity takes ownership of another entity's share capital, equity interests or assets. Both typically result in assets, liabilities, and operations being combined under unified control, and a transaction described as a merger may economically resemble an acquisition, and vice versa. M&A transactions are governed by corporate law and are typically subject to regulatory review, particularly under competition (antitrust) law. Many countries require notification and review of proposed mergers to allow the government to assess their potential effects on market competition. In the United States, for example, the Clayton Act prohibits any merger or acquisition that may "substantially lessen competition" or "tend to create a monopoly", and the Hart–Scott–Rodino Act requires providing advance notice to the U.S.

al, equity interests or assets. Both typically result in assets, liabilities, and operations being combined under unified control, and a transaction described as a merger may economically resemble an acquisition, and vice versa. M&A transactions are governed by corporate law and are typically subject to regulatory review, particularly under competition (antitrust) law. Many countries require notification and review of proposed mergers to allow the government to assess their potential effects on market competition. In the United States, for example, the Clayton Act prohibits any merger or acquisition that may "substantially lessen competition" or "tend to create a monopoly", and the Hart–Scott–Rodino Act requires providing advance notice to the U.S.

ers becoming insolvent as a result of high damage awards. The system of collective liability was created to prevent that and thus to ensure security of compensation to the workers. While plans differ among jurisdictions, provision can be made for weekly payments in place of wages (functioning in this case as a form of disability insurance), compensation for economic loss (past and future), reimbursement or payment of medical and like expenses (functioning in this case as a form of health insurance), and benefits payable to the dependents of workers killed during employment. General damage for pain and suffering and punitive damages for employer negligence are generally not available in workers' compensation plans, and negligence is generally not an issue in the case.

Origin and international comparison Laws regarding workers compensation vary, but the Workers' Accident Insurance system put into place by Prussian Chancellor Otto von Bismarck in 1884 with the start of Workers' Accident Laws is often cited as a model for the rest of Europe and, later, the United States. After the early Prussian experiments, the development of compensation laws around the world was in important respects the result of transnational networks among policymakers and social scientists.

Workers' compensation or workers' comp is a form of insurance providing wage replacement and medical benefits to employees injured in the course of employment in exchange for mandatory relinquishment of the employee's right to sue their employer for the tort of negligence. The trade-off between assured, limited coverage and lack of recourse outside the worker compensation system is known as "the compensation bargain.” One of the problems that the compensation bargain solved is the problem of employers becoming insolvent as a result of high damage awards.

The Age Discrimination in Employment Act of 1967 (ADEA; 29 U.S.C. § 621 to 29 U.S.C. § 634) is a United States labor law that forbids employment discrimination against anyone, at least 40 years of age (see 29 U.S.C. § 631). The ADEA prevents age discrimination and provides equal employment opportunity under the conditions that were not explicitly covered in Title VII of the Civil Rights Act of 1964. The act also applies to the standards for pensions and benefits provided by employers, and requires that information concerning the needs of older workers be provided to the general public.

9 U.S.C. § 631). The ADEA prevents age discrimination and provides equal employment opportunity under the conditions that were not explicitly covered in Title VII of the Civil Rights Act of 1964. The act also applies to the standards for pensions and benefits provided by employers, and requires that information concerning the needs of older workers be provided to the general public. History In 1967, the ADEA was signed into law by President Lyndon B. Johnson.

History In 1967, the ADEA was signed into law by President Lyndon B. Johnson. Scope of protection The ADEA includes a broad ban of age discrimination against workers, at least the age of forty, and also specifically, the act prohibits: discrimination in hiring, promotions, wages, and termination of employment and layoffs; statements of specifications in age preference or limitations; denial of benefits to older employees: an employer may reduce benefits based on age, only if the cost of providing the reduced benefits to older workers is the same as the cost of providing full benefits to younger workers; and since 1986, it has prohibited mandatory retirement in most sectors, with phased elimination of mandatory retirement for tenured workers, such as college professors, in 1993. Mandatory retirement based on age is permitted for:

The Americans with Disabilities Act of 1990 (ADA) (42 U.S.C. § 12101) is a civil rights law that prohibits discrimination based on disability. It affords similar protections against discrimination to Americans with disabilities as the Civil Rights Act of 1964, which made discrimination based on race, religion, sex, national origin, and other characteristics illegal, and later sexual orientation and gender identity. In addition, unlike the Civil Rights Act, the ADA also requires covered employers to provide reasonable accommodations to employees with disabilities, and imposes accessibility requirements on public accommodations. In 1986, the National Council on Disability had recommended the enactment of an Americans with Disabilities Act and drafted the first version of the bill which was introduced in the House and Senate in 1988. A broad bipartisan coalition of legislators supported the ADA, while the bill was opposed by business interests (who argued the bill imposed costs on business) and conservative evangelicals (who opposed protection for individuals with HIV). The final version of the bill was signed into law on July 26, 1990, by President George H. W. Bush. It was later amended in 2008 and signed by President George W.

964, which made discrimination based on race, religion, sex, national origin, and other characteristics illegal, and later sexual orientation and gender identity. In addition, unlike the Civil Rights Act, the ADA also requires covered employers to provide reasonable accommodations to employees with disabilities, and imposes accessibility requirements on public accommodations. In 1986, the National Council on Disability had recommended the enactment of an Americans with Disabilities Act and drafted the first version of the bill which was introduced in the House and Senate in 1988. A broad bipartisan coalition of legislators supported the ADA, while the bill was opposed by business interests (who argued the bill imposed costs on business) and conservative evangelicals (who opposed protection for individuals with HIV). The final version of the bill was signed into law on July 26, 1990, by President George H. W. Bush. It was later amended in 2008 and signed by President George W.

to provide reasonable accommodations to employees with disabilities, and imposes accessibility requirements on public accommodations. In 1986, the National Council on Disability had recommended the enactment of an Americans with Disabilities Act and drafted the first version of the bill which was introduced in the House and Senate in 1988. A broad bipartisan coalition of legislators supported the ADA, while the bill was opposed by business interests (who argued the bill imposed costs on business) and conservative evangelicals (who opposed protection for individuals with HIV). The final version of the bill was signed into law on July 26, 1990, by President George H. W. Bush. It was later amended in 2008 and signed by President George W.

Boise (locally also ) is the capital and most populous city in the U.S. state of Idaho. It is the county seat of Ada County. The population of the city was 235,685 at the 2020 census. The Boise metropolitan area, located in the Treasure Valley, includes five counties of Idaho with an estimated population of 846,000, the most populous metropolitan area in Idaho and 95th-most populous in the United States. Located on the Boise River in southwestern Idaho, it is 41 miles (66 km) east of the Oregon border and 110 miles (177 km) north of the Nevada border. Downtown Boise's elevation is 2,704 feet (824 m) above sea level. Boise is home to major employers in the technology, manufacturing, and service sectors, including companies such as Micron Technology and Hewlett-Packard.

an area in Idaho and 95th-most populous in the United States. Located on the Boise River in southwestern Idaho, it is 41 miles (66 km) east of the Oregon border and 110 miles (177 km) north of the Nevada border. Downtown Boise's elevation is 2,704 feet (824 m) above sea level. Boise is home to major employers in the technology, manufacturing, and service sectors, including companies such as Micron Technology and Hewlett-Packard.

...that the military should continue killing Indians 'until the last Indian in the Territories was either on his reservation or enriched the sagebrush with his decaying carcass.' ...if the Indians refused to move there, 'they will be killed or put on the reservation by force, and certainly shot if they don't stay there.' Furthermore, the editor continues, 'The idea that the Indians have any right to the soil is ridiculous. ...They have no more rights to the soil of the Territories of the United States than wolves or coyotes...' This would be our plan of establishing friendship upon an eternal basis with our Indians: Let all the hostile bands of Idaho Territory be called in (they will not be caught in any other manner) to attend a grand treaty; plenty of blankets and nice little trinkets distributed among them; plenty of grub on hand; have a real jolly time with them; then just before the big feast put strychnine in their meat and poison to death the last mother's son of them. At the same time, native warriors around the valley, under the leadership of Howluck also known as "Bigfoot" among white settlers, among others, waged an escalating and intensified guerrilla campaign of harassment of passerby caravans along the Oregon Trail. The United States Army also escalated and intensified "punitive expeditions" against formations of warriors and against civilian communities as well. This marked the start of the "unofficial" Snake War in 1866. This war lasted until 1868, and is statistically the deadliest of the Indian Wars in the West in terms of casualties. In the end, 1,762 men were counted as the casualties of this war from both sides. In 1868, Fort Hall Indian Reservation was established in Southeastern Idaho, about 220 miles upstream, according to the terms of Fort Bridger Treaty. The Boise Valley Shoshone and Bannock Tribes were not party to this treaty. Nevertheless, in April 1869, the United States Military embarked on a campaign of "Removal, rounding up of natives in the region including in and around Boise, and expelling them with cavalry escort to Fort Hall Indian Reservation. This period is known among the Shoshone and Bannock people as Idaho's Trail of Tears. Some of the natives managed to escape, and they ran to either Duck Valley or Fort McDermitt in Nevada. Incorporation and growth Boise's early growth was significantly driven by its role in supplying the nearby gold towns that sprung up in the 1860s northeast and then southwest of the town. Miners sometimes wintered in Boise and a number of early prominent businessmen were miners who settled in town in the years after the gold rush waned. By 1864 substantial agricultural production was underway on easily irrigated lands near the river and three canal companies had been incorporated. Early transportation improvements were largely a result of toll road franchises awarded by the territorial legislature starting in the 1860s. These first ran from Fort Boise to the mining centers in the Boise Basin and east to Rocky Bar and to Rattlesnake Station where they connected to the Oregon Trail. Territorial census records from a special 1864 enumeration list the population of Boise as 1,658, and an act of December 12, 1864, was the first attempt by the Idaho Territorial Legislature to incorporate the city. This was rejected by voters the following March. Two more unsuccessful attempts were made to organize a city administration by election before the 1866 version of the city charter was approved by voters on January 6, 1868. The growing number of homes and businesses, for which owners wanted proper legal title, may have contributed to the eventual success of incorporation. All of these rejected efforts to incorporate the city came after Boise had been controversially made the state capital in 1864 over strong opposition from northern Idaho interests. This decision reflected the rapid shift of population growth from north to south after the discovery of gold in southern Idaho. By 1868 Boise had over 400 permanent buildings with a wide range of commercial services. 1868 also marked the formal beginning of a long advocacy for railroad connections to other Idaho communities and, just as importantly, to other growing cities in the west such as Portland, Oregon. Competing railroad and western state government interests frustrated these efforts for many years. Designed by Alfred B. Mullett, the U.S. Assay Office at 210 Main Street was built in 1871 and today is a National Historic Landmark. It first began accepting gold and silver for purchase on March 2, 1872, largely eliminating the need to transport ore to the mint in San Francisco. A territorial penitentiary, now known as the Old Idaho State Penitentiary, opened the same month several miles east of town. Mining continued to be important to Boise's economic growth and periodic booms contributed to population growth as well, though production of gold and silver probably peaked in the 1860s. 1882's gold and silver production of $3,500,000 declined to $1,488,315 (including lead) by 1899. Boise began to earn its City of Trees nickname in this period with a popular focus on a range of tree planting projects. Thomas J. Davis planted several thousand fruit trees in 1864 and several other early businessmen either founded nurseries or orchards of their own. In the 1870s tree planting began in earnest in downtown Boise led by prominent hotels as well as businessmen and residents. In 1907 Davis donated 43 acres of his orchard property to the city for use as a park in the name of his wife Julia. Commercial agriculture continued to expand, but was slowed by the lack of reliable rail links to regional and national markets and by a lack of large scale irrigation projects, which themselves were often tied to hoped-for railroad projects for financing. A.D. Foote, a successful mining engineer, drew up plans to irrigate up to 500,000 acres immediately south of Boise in 1882, but progress was halting and smaller farms were the norm until after the turn of the century with most located near to the river bottom where soil was productive and irrigation more easily achieved. Fruit orchards proliferated and sugar beets, still an important agricultural industry in Idaho, began to be widely cultivated in the 1890s. Cattle and sheep farming became increasingly important as the century closed. With the exception of dairy, most livestock products were exported from Idaho, unlike other agricultural products which were still largely scaled to support local markets. The timber industry also increasingly thrived in the Boise market in the 1880s and 1890s. Large quantities of timber were exported from elsewhere in Idaho, but a growing Boise supported the expansion of Alexander Rossi's sawmill, first established in 1865. Prominent early Boisean William Ridenbaugh had inherited control of the canal now bearing his name from his uncle William Morris in 1878 and later partnered with Rossi to expand the sawmill capacity under the name Rossi and Ridenbaugh Lumber Company. Their materials supported bridge building and the rapid expansion of Boise in the 1890s. As with many early infrastructure ventures, electrification succeeded only after at least one false start. July 4, 1887, marked the start of electrical transmission from a plant located on the Bench. William Ridenbaugh provided expertise and manpower for the water supply and several months were spent rigging poles and lines from the Bench to the service area across the river. Additional electrical supplies allowed the building of an electric streetcar line in 1891. This ran without interruption until buses replaced the lines in 1927, tracking—and sometimes driving—the development of Boise and nearby communities. This system expanded over several decades, reaching into the North End, South Boise and across the river on Front St. A loop line, completed in 1912, ran as far as Caldwell and Nampa, providing transport throughout the valley. Three early trolley companies merged in 1912 to form the Idaho Traction Company with a depot at 7th and Bannock Streets downtown. Additional services and urban amenities arrived in the 1890s as Boise grew. Exploratory drilling for hot water was successful in 1890 and by the end of the decade many homes along Warm Springs avenue were being heated by this source. A natatorium was built in 1892 close to the source of the hot water near the Idaho State Penitentiary. Churches serving several denominations, a Jewish synagogue, a major hardware store and department store, a Masonic hall, the Columbia Theater, Saint Alphonsus' Hospital, a number of parochial and secular schools, a City Hall and a new Union Pacific passenger station, constructed when service was finally extended to downtown, were all built during the 1890s. Falk's Department Store sponsored a semi-professional baseball team representing Boise from at least 1892 and the city supported other organized sports as they became popular.

The United States Equal Employment Opportunity Commission (EEOC) is a United States federal government agency that was established via the Civil Rights Act of 1964 to administer and enforce civil rights laws against workplace discrimination. The EEOC investigates discrimination complaints based on an individual's race, color, national origin, religion, sex (including sexual orientation, pregnancy, and gender identity), age, disability, genetic information, and retaliation for participating in a discrimination complaint proceeding and/or opposing a discriminatory practice. The commission also mediates and settles thousands of discrimination complaints each year prior to their investigation. The EEOC is also empowered to file civil discrimination suits against employers on behalf of alleged victims. The commission cannot adjudicate claims or impose administrative sanctions. Since 2025, the chair of the EEOC is Andrea R.

exual orientation, pregnancy, and gender identity), age, disability, genetic information, and retaliation for participating in a discrimination complaint proceeding and/or opposing a discriminatory practice. The commission also mediates and settles thousands of discrimination complaints each year prior to their investigation. The EEOC is also empowered to file civil discrimination suits against employers on behalf of alleged victims. The commission cannot adjudicate claims or impose administrative sanctions. Since 2025, the chair of the EEOC is Andrea R.

Authority The EEOC has the authority to investigate and prosecute cases against most organizations, including labor unions and employment agencies, employing 15 workers or more, or, in the case of age discrimination, 20 or more workers.

The Fair Labor Standards Act of 1938 29 U.S.C. § 203 (FLSA) is a United States labor law that creates the right to a minimum wage, and "time-and-a-half" overtime pay when people work over forty hours a week. It also prohibits employment of minors in "oppressive child labor". It applies to employees engaged in interstate commerce or employed by an enterprise engaged in commerce or in the production of goods for commerce, unless the employer can claim an exemption from coverage. The Act was enacted by the 75th Congress and signed into law by President Franklin D. Roosevelt in 1938.

to employees engaged in interstate commerce or employed by an enterprise engaged in commerce or in the production of goods for commerce, unless the employer can claim an exemption from coverage. The Act was enacted by the 75th Congress and signed into law by President Franklin D. Roosevelt in 1938. The FLSA is considered the last legislation of the New Deal. Clauses of the Act Minimum Wage Since 2009, the Federal Minimum Wage has held steady at $7.25 per hour.

n from coverage. The Act was enacted by the 75th Congress and signed into law by President Franklin D. Roosevelt in 1938. The FLSA is considered the last legislation of the New Deal. Clauses of the Act Minimum Wage Since 2009, the Federal Minimum Wage has held steady at $7.25 per hour.

l restructuring, management changes, and shifts in ownership and control. As a financial product, a private-equity fund is private capital for financing a long-term investment strategy in an illiquid business enterprise.

An Investment manager (the private equity investor) raises money from institutional investors (e.g., hedge funds, pension funds, university endowments, and ultra-high-net-worth individuals) to pursue a particular investment strategy. The fund's raised proceeds are placed into an investment fund, of which the investment manager acts as a general partner (GP) and the institutional investors act as limited partners (LPs). The investment manager then purchases equity ownership stakes in companies by using a combination of equity and debt financing, with the goal of generating returns on the equity invested, including any subsequent equity investments into the target companies, over a target horizon based on the particular investment fund and strategy (typically 4–7 years). From a financial modeling perspective, the primary levers available to private equity investors to drive returns are: Revenue growth Margin expansion (typically an EBITDA margin) Free cash flow generation / debt paydown Valuation multiple expansion (typically an Enterprise Value / EBITDA multiple) Value creation strategies can vary widely by private equity fund. For example, some investors may target increasing sales in new or existing markets (driving revenue growth), and others may look to reduce costs through headcount reduction (expanding margins). Many strategies incorporate some amount of corporate governance restructuring, for example, setting up a board of directors or updating the target's managerial reporting structure. The use of debt financing in acquiring companies increases an investment's return on equity by reducing the amount of initial equity required to purchase the target. Moreover, the interest payments are tax-deductible, so the debt financing reduces corporate taxes and thus increases total after-tax cash flows generated by the business. Following a series of high-profile bankruptcies, aggressive leverage usage by private equity funds has declined in recent decades. In 2005, approximately 70% of the average private equity acquisition represented debt, but it was closer to 50% in 2020. Firms that assume large operational risks (e.g., "turnarounds") will usually apply far lower leverage levels to acquired companies in order to provide management with more financial flexibility; firms taking fewer operational risks will often try to maximize available leverage and focus on investments that generate strong, stable cash flows needed to service the higher debt balances. Over time, "private equity" has come to refer to many different investment strategies, including leveraged buyout, distressed securities, venture capital, growth capital, and mezzanine capital.

Strategies The strategies private-equity firms may use are as follows, leveraged buyout being the most common. Leveraged buyout Leveraged buyout (LBO) refers to a strategy of making equity investments as part of a transaction in which a company, business unit, or business asset is acquired from the current shareholders typically with the use of financial leverage. The companies involved in these transactions are typically mature and generate operating cash flows. Private-equity firms view target companies as either Platform companies, which have sufficient scale and a successful business model to act as a stand-alone entity, or as add-on / tuck-in / bolt-on acquisitions, which would include companies with insufficient scale or other deficits. Leveraged buyouts involve a financial sponsor agreeing to an acquisition without itself committing all the capital required for the acquisition. To do this, the financial sponsor will raise acquisition debt, which looks to the cash flows of the acquisition target to make interest and principal payments. Acquisition debt in an LBO is often non-recourse to the financial sponsor and has no claim on other investments managed by the financial sponsor. Therefore, an LBO transaction's financial structure is particularly attractive to a fund's limited partners, allowing them the benefits of leverage, but limiting the degree of recourse of that leverage. This kind of financing structure leverage benefits an LBO's financial sponsor in two ways: (1) the investor only needs to provide a fraction of the capital for the acquisition, and (2) the returns to the investor will be enhanced, as long as the return on assets exceeds the cost of the debt. As a percentage of the purchase price for a leverage buyout target, the amount of debt used to finance a transaction varies according to the financial condition and history of the acquisition target, market conditions, the willingness of lenders to extend credit (both to the LBO's financial sponsors and the company to be acquired) and the interest costs and the ability of the company to cover those costs. Historically the debt portion of a LBO will range from 60 to 90% of the purchase price.

"Overqualification" or "overeducation", the employment of workers with high education, skill levels, or experience in jobs that do not require such abilities. For example, a trained medical doctor with unrecognized foreign credentials working as a taxi driver. "Under hours" or "involuntary part-time" work, for those who wish to work more hours and/or move from part-time to full-time. By extension, the term is also used in regional planning to describe regions where economic activity rates are unusually low due to a lack of job opportunities, training opportunities, or services like childcare and public transportation. "Overstaffing", "hidden unemployment", or "disguised unemployment" (also called "labor hoarding"), the practice in which businesses or entire economies employ workers who are not fully occupied. For example, workers currently not being used to produce goods or services due to legal or social restrictions or because the work is highly seasonal. Underemployment is a significant cause of poverty as pay may be insufficient to meet basic needs. It has been associated with OECD wage stagnation. Underemployment is a problem particularly in developing countries, where the unemployment rate is often quite low, as most workers are doing subsistence work or occasional part-time jobs. In 2011, the global average of full-time workers per adult population was only 26%, compared to 30–52% in developed countries and 5–20% in most of Africa. In 2018–2019, the global average rose to 77%, while in low and low-middle income countries, it was around 60–70%.

In one usage, underemployment describes the employment of workers with high skill levels and postsecondary education who are working in relatively low-skilled, low-wage jobs. For example, someone with a college degree may be a bartender, or working as a factory assembly line worker. That may result from the existence of unemployment, which makes workers with bills to pay (and responsibilities) take almost any jobs available, even if they do not use their full talents. That can also occur with individuals who are being discriminated against, lack appropriate trade certification or academic degrees (such as a high school or college diploma), have disabilities or mental illnesses, or have served time in prison. Two common situations that can lead to underemployment are immigrants and new graduates. When highly trained immigrants arrive in a country, their foreign credentials may not be recognized or accepted in their new country, or they may have to do a lengthy or costly re-credentialing process. As a result, when doctors or engineers from other countries immigrate, they may be unable to work in their profession, and they may have to seek menial work. New graduates may also face underemployment because even though they have completed the technical training for a given field for which there is a good job market, they lack experience. Recent graduates with a master's degree in accounting or business administration may have to work in a low-paid job as a barista or store clerk, which does not require a university degree, until they are able to find work in their professional field. Another example of underemployment is someone who holds high skills for which there is low market-place demand. While it is costly in terms of money and time to acquire academic credentials, many types of degrees, particularly those in the liberal arts, produce significantly more graduates than can be properly employed. Employers have responded to the oversupply of graduates by raising the academic requirements of many occupations higher than is really necessary to perform the work. A number of surveys show that skill-based underemployment in North America and Europe can be a long-lasting phenomenon. If university graduates remain in a prolonged state of underemployment, the skills they gained from their degrees can atrophy from disuse or become out of date. For example, a person who graduates with a PhD in English literature has advanced research and writing skills when they graduate, but if they work as a store clerk for a number of years, these skills may atrophy from disuse. Similarly, technically specialized workers may find themselves unable to acquire positions commensurate with their skills for extended lengths of time following layoffs. Skilled machinists who are laid off may find that they cannot find another job as a machinist and so they may work as a server in a restaurant, a job which does not use their professional skills. As the tertiary education of most students in Western countries is fully or partially subsidized by government monies (because it takes place at a state university or public university or because the student receives government loans or grants), the underemployment of recent college graduates may also be an ineffective use of public resources. Several solutions have been proposed to reduce skill-based underemployment: for example, government-imposed restrictions on public university enrollment in degree fields with a very low labor market demand (e.g. fine arts), or changes in degree cost model that reflect potential labour market demand. A related kind of underemployment refers to "involuntary part-time" workers, who could (and would like to) be working on a standard work-week (typically full-time employment means 40 hours per week in the United States) schedule but can find only part-time work. Underemployment is more prevalent during times of economic stagnation (during recessions or depressions) and when financial pressures increase. During the Great Depression of the 1930s, many of those who were employed were underemployed. Those kinds of underemployment arise because labor markets typically do not "clear" using wage adjustment. Instead, there is a non-wage rationing of jobs. Underuse of economic capacity Underemployment can also be used in regional planning to describe localities where economic activity rates are unusually low. This can be induced by a lack of job opportunities, training opportunities, or services such as childcare and public transportation. Such difficulties may lead residents to accept economic inactivity rather than register as unemployed or actively seek jobs because their prospects for regular employment appear so bleak. (These people are often called discouraged workers and are not counted officially as being "unemployed.") The tendency to get by without work (to exit the labor force, living off relatives, friends, personal savings, or non-recorded economic activities) can be aggravated if it is made difficult to obtain unemployment benefits. Relatedly, in macroeconomics, "underemployment" simply refers to excess unemployment, i.e., high unemployment relative to full employment or the natural rate of unemployment, also called the NAIRU. Thus, in Keynesian economics, reference is made to underemployment equilibrium. Economists calculate the cyclically-adjusted full employment unemployment rate, e.g. 4% or 6% unemployment, which in a given context is regarded as "normal" and acceptable. Sometimes, this rate is equated with the NAIRU. The difference between the observed unemployment rate and cyclically adjusted full employment unemployment rate is one measure of the societal level of underemployment. By Okun's Law, it is correlated with the gap between potential output and the actual real GDP.

Underuse of economic capacity Underemployment can also be used in regional planning to describe localities where economic activity rates are unusually low. This can be induced by a lack of job opportunities, training opportunities, or services such as childcare and public transportation. Such difficulties may lead residents to accept economic inactivity rather than register as unemployed or actively seek jobs because their prospects for regular employment appear so bleak. (These people are often called discouraged workers and are not counted officially as being "unemployed.") The tendency to get by without work (to exit the labor force, living off relatives, friends, personal savings, or non-recorded economic activities) can be aggravated if it is made difficult to obtain unemployment benefits. Relatedly, in macroeconomics, "underemployment" simply refers to excess unemployment, i.e., high unemployment relative to full employment or the natural rate of unemployment, also called the NAIRU. Thus, in Keynesian economics, reference is made to underemployment equilibrium. Economists calculate the cyclically-adjusted full employment unemployment rate, e.g. 4% or 6% unemployment, which in a given context is regarded as "normal" and acceptable. Sometimes, this rate is equated with the NAIRU. The difference between the observed unemployment rate and cyclically adjusted full employment unemployment rate is one measure of the societal level of underemployment. By Okun's Law, it is correlated with the gap between potential output and the actual real GDP.

The Equal Pay Act of 1963 is a United States labor law amending the Fair Labor Standards Act, aimed at abolishing wage disparity based on sex (see gender pay gap). It was signed into law on June 10, 1963, by John F. Kennedy as part of his New Frontier Program.

depresses wages and living standards for employees necessary for their health and efficiency; prevents the maximum utilization of the available labor resources; tends to cause labor disputes, thereby burdening, affecting, and obstructing commerce; burdens commerce and the free flow of goods in commerce; and constitutes an unfair method of competition. The law provides in part that "No employer having employees subject to any provisions of this section [section 206 of title 29 of the United States Code] shall discriminate, within any establishment in which such employees are employed, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such establishment for equal work on jobs[,] the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions, except where such payment is made pursuant to (i) a seniority system; (ii) a merit system; (iii) a system which measures earnings by quantity or quality of production; or (iv) a differential based on any other factor other than sex [...]." Background In 1944, Republican congresswoman Winifred C. Stanley from Buffalo, N.Y. introduced H.R. 5056, Prohibiting Discrimination in Pay on Account of Sex, which did not pass at the time. The issue languished until 10 June 1963, when Congress passed the Equal Pay Act ("EPA" or the "Act") as an amendment to the Fair Labor Standards Act, to "prohibit discrimination on account of sex in the payment of wages by employers." Congress included within the text of the EPA a clear and concise policy statement and briefly described the problems it was intended to remedy. The clear statement of Congressional intent and policy guiding the EPA’s enactment indicate the Congressional desire to fashion a broad remedial framework to protect employees from wage discrimination on the basis of sex. The Supreme Court has expressly recognized the view that the EPA must be broadly construed to achieve Congress’ goal of remedying sexual discrimination. Congress passed the EPA out of "concern for the weaker bargaining position of women" to provide a remedy to discriminatory wage structures that reflect "an ancient but outmoded belief that a man, because of his role in society, should be paid more than a woman." The EPA protects both men and women. It also protects administrative, professional and executive employees who are exempt under the Fair Labor Standards Act. The EPA, Section 206(d)(1), prohibits "employer[s] ...

In 1944, Republican congresswoman Winifred C. Stanley from Buffalo, N.Y. introduced H.R. 5056, Prohibiting Discrimination in Pay on Account of Sex, which did not pass at the time. The issue languished until 10 June 1963, when Congress passed the Equal Pay Act ("EPA" or the "Act") as an amendment to the Fair Labor Standards Act, to "prohibit discrimination on account of sex in the payment of wages by employers." Congress included within the text of the EPA a clear and concise policy statement and briefly described the problems it was intended to remedy. The clear statement of Congressional intent and policy guiding the EPA’s enactment indicate the Congressional desire to fashion a broad remedial framework to protect employees from wage discrimination on the basis of sex. The Supreme Court has expressly recognized the view that the EPA must be broadly construed to achieve Congress’ goal of remedying sexual discrimination. Congress passed the EPA out of "concern for the weaker bargaining position of women" to provide a remedy to discriminatory wage structures that reflect "an ancient but outmoded belief that a man, because of his role in society, should be paid more than a woman." The EPA protects both men and women. It also protects administrative, professional and executive employees who are exempt under the Fair Labor Standards Act. The EPA, Section 206(d)(1), prohibits "employer[s] ...

The United States Department of Labor (DOL) is one of the executive departments of the U.S. federal government. It is responsible for the administration of federal laws governing occupational safety and health, wage and hour standards, unemployment benefits, reemployment services, and occasionally, economic statistics. It is headed by the secretary of labor, who reports directly to the president of the United States and is a member of the president's Cabinet. The purpose of the Department of Labor is to foster, promote, and develop the well-being of the wage earners, job seekers, and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights. In carrying out this mission, the Department of Labor administers and enforces more than 180 federal laws and thousands of federal regulations. These mandates and the regulations that implement them cover many workplace activities for about 10 million employers and 125 million workers. The department's headquarters is housed in the Frances Perkins Building, named in honor of Frances Perkins, secretary of labor from 1933 to 1945 and the first female presidential Cabinet member in U.S.

In 1884, the U.S. Congress first established a Bureau of Labor Statistics with the Bureau of Labor Act, to collect information about labor and employment. This bureau was under the Department of the Interior. The bureau started collecting economic data in 1884, and published their first report in 1886. Later, in 1888, the Bureau of Labor became an independent Department of Labor, but lacked executive rank. In February 1903, it became a bureau again when the Department of Commerce and Labor was established. United States president William Howard Taft signed the March 4, 1913, bill (the last day of his presidency), establishing the Department of Labor as its own Cabinet-level department. William B. Wilson was appointed as the first secretary of labor on March 5, 1913, by President Wilson. As part of this action, the United States Conciliation Service was created as an agency within the department; its purpose was to provide mediation for labor disputes. In October 1919, Secretary Wilson chaired the first meeting of the International Labour Organization even though the U.S. was not yet a member. In September 1916, the Federal Employees' Compensation Act introduced benefits to workers who are injured or contract illnesses in the workplace. The act established an agency responsible for federal workers' compensation, which was transferred to the Labor Department in the 1940s and has become known as the Office of Workers' Compensation Programs. Frances Perkins, the first female cabinet member, was appointed to be Secretary of Labor by President Roosevelt on March 4, 1933. Perkins served for 12 years, and became the longest-serving secretary of labor. The passage of the Taft–Hartley Act in 1947 led to the end of the U.S. Conciliation Service, which was reconstituted outside the department as a new independent agency, the Federal Mediation and Conciliation Service. During the John F. Kennedy Administration, planning was undertaken to consolidate most of the department's offices, then scattered around more than 20 locations. In the mid‑1960s, construction on the "New Labor Building" began and construction was finished in 1975.

President Lyndon B. Johnson asked Congress to consider the idea of reuniting Commerce and Labor. He argued that the two departments had similar goals and that they would have more efficient channels of communication in a single department. However, Congress never acted on it. In the 1970s, following the civil rights movement, the Labor Department under Secretary George P. Shultz made a concerted effort to promote racial diversity in unions. In 1978, the Department of Labor created the Philip Arnow Award, intended to recognize outstanding career employees such as the eponymous Philip Arnow. In the same year, Carin Clauss became the department's first female solicitor of the department. In 2010, a local of the American Federation of Government Employees stated their unhappiness that a longstanding flextime program reduced under the George W. Bush administration had not been restored under the Obama administration. Department officials said the program was modern and fair and that it was part of ongoing contract negotiations with the local. In August 2010, the Partnership for Public Service ranked the Department of Labor 23rd out of 31 large agencies in its annual "Best Places to Work in the Federal Government" list. In December 2010, Secretary of Labor Hilda Solis was named the chair of the U.S. Interagency Council on Homelessness, of which Labor has been a member since its beginnings in 1987. In July 2011, Ray Jefferson, Assistant Secretary for VETS resigned due to his involvement in a contracting scandal. In March 2013, the department began commemorating its centennial. In July 2013, Tom Perez was confirmed as Secretary of Labor. According to remarks by Perez at his swearing-in ceremony, "Boiled down to its essence, the Department of Labor is the department of opportunity." In April 2017, Alexander Acosta was confirmed as the new secretary of labor. In July 2019, Acosta resigned due to a scandal involving his role in the plea deal with Jeffrey Epstein. He was succeeded on September 30, 2019, by Eugene Scalia. Scalia served until the beginning of the Biden administration on January 20, 2021. Marty Walsh was confirmed as secretary on March 22, 2021. Walsh resigned on March 11, 2023, and was succeeded by deputy secretary Julie Su, who served in an acting position until January 20, 2025.

Labor mobility or worker mobility is the geographical and occupational movement of workers. Impediments to mobility are easily divided into two distinct classes with one being personal and the other being systemic. Personal impediments include physical location, and physical and mental ability.

mic. Personal impediments include physical location, and physical and mental ability. The systemic impediments include educational opportunities as well as various laws and political contrivances and even barriers and hurdles arising from historical happenstance. Increasing and maintaining a high level of labor mobility allows a more efficient allocation of resources and greater productivity. International labor mobility

Job hunting, job seeking, or job searching is the act of looking for employment, due to unemployment, underemployment, discontent with a current position, or a desire for a better position. The immediate goal of job seeking is usually to obtain a job interview with an employer which may lead to getting hired.

Finding a job through a friend or an extended business network, personal network Through social media platforms, some of which have inbuilt job platforms and searches Using an employment website Job listing search engines Looking through the classifieds in newspapers Using a private or public employment agency or recruiter / headhunter Looking on a company's web site for open jobs, typically in its applicant tracking system Going to a job or careers fair Using professional guidance such as outplacement services that give training in writing a résumé, applying for jobs and how to be successful at an interview. Visiting an organization to find out whether it is recruiting staff or will be doing so in the near future and contacting the hiring manager or Human Resources department As of 2010, less than 10% of U.S. jobs are filled through online ads. Researching the employers Many job seekers research the employers to which they are applying, and some employers see evidence of this as a positive sign of enthusiasm for the position or the company, or as a mark of thoroughness.

Researching the employers Many job seekers research the employers to which they are applying, and some employers see evidence of this as a positive sign of enthusiasm for the position or the company, or as a mark of thoroughness. Information collected might include open positions, full name, locations, web site, business description, year established, revenues, number of employees, stock price if public, name of chief executive officer, major products or services, major competitors, and strengths and weaknesses. Networking Contacting as many people as possible is a highly effective way to find a job. It is estimated that 50% or higher of all jobs are found through networking. Job recruiters and decision makers are increasingly using online social networking sites to gather information about job applicants, according to a mid-2011 Jobvite survey of 800 employers in the US. Likewise, job seekers are beginning to use social networking sites to advertise their skills and post resumes. Today, job seekers can use resources such as Google+’s Circles, Facebook’s BranchOut, LinkedIn’s InMaps, and Twitter’s Lists to make employers notice them in a unique way.

A job fair, also commonly referred to as a job expo or career fair or career expo, is an event in which employers, recruiters, and schools give information to potential employees. Job seekers attend job fairs to speak face-to-face with potential employers, fill out résumés, and ask questions about the various positions available.

In colleges, job fairs are commonly used for entry-level job recruitment. Job seekers use this opportunity to meet with an employer, attempt to stand out from other applicants, and get an overview of what it is like to work for a company or a sector that seems interesting to the applicant. Career expositions usually include company or organization tables or booths where resumes can be collected and business cards can be exchanged. Often sponsored by career centers, job fairs provide a centralized location for students to meet employers and perform first interviews.

to-face with potential employers, fill out résumés, and ask questions about the various positions available. In addition to in-person events, online job fairs give job seekers a virtual way to get in contact with possible employers. In-person In colleges, job fairs are commonly used for entry-level job recruitment. Job seekers use this opportunity to meet with an employer, attempt to stand out from other applicants, and get an overview of what it is like to work for a company or a sector that seems interesting to the applicant. Career expositions usually include company or organization tables or booths where resumes can be collected and business cards can be exchanged. Often sponsored by career centers, job fairs provide a centralized location for students to meet employers and perform first interviews.

on, is a designation earned by a person to assure qualification to perform a job or task. Not all certifications that use post-nominal letters are an acknowledgement of educational achievement, or an agency appointed to safeguard the public interest. Overview A certification is a third-party attestation of an individual's level of knowledge or proficiency in a certain industry or profession. They are granted by authorities in the field, such as professional societies and colleges, or by private certificate-granting agencies. Most certifications are time-limited; some expire after a period of time (e.g., the lifetime of a product that requires certification for use), while others can be renewed indefinitely as long as certain requirements are met. Renewal usually requires ongoing education to remain up-to-date on advancements in the field, evidenced by earning the specified number of continuing education credits (CECs), or continuing education units (CEUs), from approved professional development courses. Certification is different from occupational licensing. In the United States, licenses are typically issued by state agencies, whereas certifications are usually awarded by professional societies or educational institutes. Obtaining a certificate is voluntary in some fields, but in others, certification from a government-accredited agency may be legally required to perform certain jobs or tasks. In other countries, licenses are typically granted by professional societies or universities and require a certificate after about three to five years and so on thereafter. The assessment process for certification may be more comprehensive than that of licensure, though sometimes the assessment process is very similar or even the same, despite differing in terms of legal status. According to The Guide to National Professional Certification Programs (1997) by Phillip Barnhart, "certifications are portable, since they do not depend on one company's definition of a certain job" and they provide potential employers with "an impartial, third-party endorsement of an individual's professional knowledge and experience". Many certification programs are affiliated with professional associations, trade organizations, or private vendors interested in raising industry standards. Certification programs are often created or endorsed by professional associations, but are typically completely independent from membership organizations.

A certification is a third-party attestation of an individual's level of knowledge or proficiency in a certain industry or profession. They are granted by authorities in the field, such as professional societies and colleges, or by private certificate-granting agencies. Most certifications are time-limited; some expire after a period of time (e.g., the lifetime of a product that requires certification for use), while others can be renewed indefinitely as long as certain requirements are met. Renewal usually requires ongoing education to remain up-to-date on advancements in the field, evidenced by earning the specified number of continuing education credits (CECs), or continuing education units (CEUs), from approved professional development courses. Certification is different from occupational licensing. In the United States, licenses are typically issued by state agencies, whereas certifications are usually awarded by professional societies or educational institutes. Obtaining a certificate is voluntary in some fields, but in others, certification from a government-accredited agency may be legally required to perform certain jobs or tasks. In other countries, licenses are typically granted by professional societies or universities and require a certificate after about three to five years and so on thereafter. The assessment process for certification may be more comprehensive than that of licensure, though sometimes the assessment process is very similar or even the same, despite differing in terms of legal status. According to The Guide to National Professional Certification Programs (1997) by Phillip Barnhart, "certifications are portable, since they do not depend on one company's definition of a certain job" and they provide potential employers with "an impartial, third-party endorsement of an individual's professional knowledge and experience". Many certification programs are affiliated with professional associations, trade organizations, or private vendors interested in raising industry standards. Certification programs are often created or endorsed by professional associations, but are typically completely independent from membership organizations.

Data management Business Intelligence and Data Analyst (BIDA) by Corporate Finance Institute (CFI). Certified Data Management Professional (CDMP) by DAMA International. Dentistry Electronics In the United States, several electronics certifications are provided by the Electronics Technicians Association. Emergency management The Federal Emergency Management Agency's EMI offers credentials and training opportunities for United States citizens.

Ada County is located in the southwestern part of Idaho, United States. As of the 2020 census, the county had a population of 494,967, which by 2025 was estimated to have risen to 546,141. Ada County is by far the state's most populous county; it is home to 26.8% of the state's population. The county seat and largest city is Boise, which is also the state capital. Ada County is included in the Boise metropolitan area. The Ada County Highway District has jurisdiction over all the local county and city streets, except for private roads and state roads.

populous county; it is home to 26.8% of the state's population. The county seat and largest city is Boise, which is also the state capital. Ada County is included in the Boise metropolitan area. The Ada County Highway District has jurisdiction over all the local county and city streets, except for private roads and state roads.

ea. The Ada County Highway District has jurisdiction over all the local county and city streets, except for private roads and state roads. In the interior Pacific Northwest east of the Cascade Range, Ada County ranks second in population, behind Spokane County, Washington. History Ada County was created by the Idaho Territory legislature on December 22, 1864, partitioned from Boise County. It is named for Ada Riggs, the daughter of H. C. Riggs, a member of the legislature; he established the county and was a co-founder of Boise.

105, which by 2025 was estimated to have risen to 275,123, making it the second-most populous county in Idaho. The county seat is Caldwell, and its largest city is Nampa. Canyon County is part of the Boise metropolitan area. History Hudson's Bay Company established Fort Boise in 1834 near what is now Parma, but abandoned it in 1855. Emigrants traveled through Canyon County on the Oregon Trail. Discovery of gold in the Boise Basin in 1862 brought settlement to the region again. The lower Boise River was fully contained within Boise County from 1863 until the formation of Ada County in 1864. Settlement of the lower Boise River west of Boise City was limited prior to the completion of the Oregon Short Line Railroad. Middleton was the first European settlement of Canyon County, starting in 1863. The 1870 Census for Ada County listed 76 residents of the Boise Valley, excluding Boise City and the 1880 Census listed 44 residents at Middleton. The arrival of the railroad at Caldwell led to the establishment of a town there as of August 1883. Businessmen James A. McGee and Alexander Duffes filed the plat for nearby Nampa in 1886. Parma was settled around the same time, with the Old Fort Boise post office being moved to the town's location; it was incorporated in 1904. Ada County established precincts for each of the settlements with a combined 1890 Census population of 2,311. Significant settlement of Greenleaf and Notus started around 1904 with the two settlements listed as precincts at the 1910 census. Notus was incorporated in 1921 while Greenleaf was incorporated prior to 1980. Melba was incorporated in 1912 while Wilder was incorporated in 1919. The City of Star annexed a portion of territory in northeast Canyon County prior to 2007, becoming the county's ninth incorporated city. The majority of Star is located within Ada County. The Idaho Legislature created Canyon County from Ada County in an act approved March 7, 1891, effective at the November 26, 1892, election. Caldwell was established as the county seat. The county originally contained all of Canyon and Payette counties and part of Gem; Gem County formed in 1915 and Payette County in 1917.

History Hudson's Bay Company established Fort Boise in 1834 near what is now Parma, but abandoned it in 1855. Emigrants traveled through Canyon County on the Oregon Trail. Discovery of gold in the Boise Basin in 1862 brought settlement to the region again. The lower Boise River was fully contained within Boise County from 1863 until the formation of Ada County in 1864. Settlement of the lower Boise River west of Boise City was limited prior to the completion of the Oregon Short Line Railroad. Middleton was the first European settlement of Canyon County, starting in 1863. The 1870 Census for Ada County listed 76 residents of the Boise Valley, excluding Boise City and the 1880 Census listed 44 residents at Middleton. The arrival of the railroad at Caldwell led to the establishment of a town there as of August 1883. Businessmen James A. McGee and Alexander Duffes filed the plat for nearby Nampa in 1886. Parma was settled around the same time, with the Old Fort Boise post office being moved to the town's location; it was incorporated in 1904. Ada County established precincts for each of the settlements with a combined 1890 Census population of 2,311. Significant settlement of Greenleaf and Notus started around 1904 with the two settlements listed as precincts at the 1910 census. Notus was incorporated in 1921 while Greenleaf was incorporated prior to 1980. Melba was incorporated in 1912 while Wilder was incorporated in 1919. The City of Star annexed a portion of territory in northeast Canyon County prior to 2007, becoming the county's ninth incorporated city. The majority of Star is located within Ada County. The Idaho Legislature created Canyon County from Ada County in an act approved March 7, 1891, effective at the November 26, 1892, election. Caldwell was established as the county seat. The county originally contained all of Canyon and Payette counties and part of Gem; Gem County formed in 1915 and Payette County in 1917.

2000 census As of the 2000 census, there were 131,441 people, 45,018 households and 33,943 families living in the county. The population density was 223 people per square mile (86 people/km2). There were 47,965 housing units at an average density of 81 units per square mile (31 units/km2). The racial makeup of the county was 83.10% White, 0.32% Black or African American, 0.85% Native American, 0.80% Asian, 0.13% Pacific Islander, 12.17% from other races, and 2.62% from two or more races. Hispanic or Latino of any race were 18.61% of the population. 15.9% were of German, 12.7% English, 10.3% American and 7.6% Irish ancestry. There were 45,018 households, of which 39.80% had children under the age of 18 living with them, 60.70% were married couples living together, 10.10% had a female householder with no husband present, and 24.60% were non-families. 19.80% of all households were made up of individuals, and 8.40% had someone living alone who was 65 years of age or older. The average household size was 2.85 and the average family size was 3.28. 30.90% of the population were under the age of 18, 10.70% from 18 to 24, 28.30% from 25 to 44, 19.10% from 45 to 64, and 11.00% who were 65 years of age or older. The median age was 30 years. For every 100 females, there were 98.70 males. For every 100 females age 18 and over, there were 96.30 males. The median household income was $35,884 and the median family income was $40,377. Males had a median income of $29,418 compared with $22,044 for females. The per capita income for the county was $15,155. About 8.70% of families and 12.00% of the population were below the poverty line, including 14.50% of those under age 18 and 10.70% of those age 65 or over. Communities Cities Unincorporated communities Bowmont Huston Roswell Sunnyslope Walters Ferry, Idaho Politics Like the majority of Idaho, Canyon County is reliably Republican by comfortable margins. The last time a Democratic candidate carried the county was in 1936 by Franklin D. Roosevelt.

Meridian is a city located in Ada County, Idaho, United States. The population was 117,635 at the 2020 census, making it the second most populous city in the county and Idaho, after Boise, the state capital.

Rail transportation (1908–28) Following the raising of $4,000 to lay the Interurban rail line from Onweiler (Meridian and Ustick Roads), the tracks were completed into the village center. Turning east on Broadway and ending at East Second, the last car would spend the night in Meridian before returning to Boise early the next morning with passengers and freight. The interurban Station and Generator building (west one-third of the old library at Meridian and Idaho Streets) was built in 1912, and the line continued on to Nampa via Meridian. The tracks down Broadway were not used after 1912. The Interurban Company entered into receivership and closed in 1928 after 20 years of providing continuous transportation to neighboring towns. It was Meridian's main connection to the area outside the local community. The Union Pacific Railroad spur opened in 1900 and is currently operated by the Boise Valley Railroad. Many industrial customers continue to ship forest, agricultural, and chemical products along this corridor. Creamery (1929–70) The city's official website describes the history of the Ada County Dairymen's cooperative creamery as follows:The lowest days of the Great Depression brightened for area dairymen when the Ada County Dairymen's cooperative creamery began operation in 1929. It provided milk checks to those who were members of the cooperative, enabling them to pay their taxes and provide food for their families. Other community members hauled milk to the creamery and were employed by the creamery, whose product was Challenge Butter. The creamery ran seven days a week for 40 years. Additions and improvements were made while the plant was in full operation. Later years saw the Wyeth Laboratories affiliate with the creamery to manufacture SMA baby formula.

Creamery (1929–70) The city's official website describes the history of the Ada County Dairymen's cooperative creamery as follows:The lowest days of the Great Depression brightened for area dairymen when the Ada County Dairymen's cooperative creamery began operation in 1929. It provided milk checks to those who were members of the cooperative, enabling them to pay their taxes and provide food for their families. Other community members hauled milk to the creamery and were employed by the creamery, whose product was Challenge Butter. The creamery ran seven days a week for 40 years. Additions and improvements were made while the plant was in full operation. Later years saw the Wyeth Laboratories affiliate with the creamery to manufacture SMA baby formula.

Kuna ( KYOO-nə) is a city in Ada County, Idaho. It is part of the Boise metropolitan area. The population was 24,011 at the time of the 2020 census. Kuna is one of the fastest-growing areas in Idaho, having nearly tripled in population between 2000 and 2010 and a nearly additional 60 percent gain between 2010 and 2020.

History Kuna originated as a railroad stop with coach transport to Boise. It is popularly believed, as cited by the Kuna Chamber of Commerce, that the translation of the name "Kuna" means "the end of the trail", but Charles S. Walgamott cites the origin of the name as a Shoshone Indian word meaning "green leaf, good to smoke." The Western Heritage Historic Byway, designated as a national as well as a state scenic byway, travels around a number of historic sites in the area. Geography Kuna's business center is approximately 18 miles (29 km) southwest of downtown Boise, the state capital. According to the United States Census Bureau, the city has a total area of 18.18 square miles (47.09 km2), of which 18.08 square miles (46.83 km2) is land and 0.10 square miles (0.26 km2) is water. South of Kuna is the Kuna Caves, a lava tube. A small seasonal creek, Indian Creek, runs through the city. It is now used as an irrigation canal, filled by the New York Canal from the Boise River Diversion Dam.

Geography Kuna's business center is approximately 18 miles (29 km) southwest of downtown Boise, the state capital. According to the United States Census Bureau, the city has a total area of 18.18 square miles (47.09 km2), of which 18.08 square miles (46.83 km2) is land and 0.10 square miles (0.26 km2) is water. South of Kuna is the Kuna Caves, a lava tube. A small seasonal creek, Indian Creek, runs through the city. It is now used as an irrigation canal, filled by the New York Canal from the Boise River Diversion Dam. One of the few small floatable waterways in the region, Indian Creek is a favorite swimming spot for local residents. Demographics 2020 census As of the 2020 census, Kuna had a population of 24,011. The median age was 30.9 years. 31.8% of residents were under the age of 18 and 8.1% of residents were 65 years of age or older. For every 100 females there were 97.8 males, and for every 100 females age 18 and over there were 96.2 males age 18 and over. 97.1% of residents lived in urban areas, while 2.9% lived in rural areas. There were 7,736 households in Kuna, of which 48.2% had children under the age of 18 living in them. Of all households, 62.3% were married-couple households, 11.6% were households with a male householder and no spouse or partner present, and 17.4% were households with a female householder and no spouse or partner present. About 13.9% of all households were made up of individuals and 4.6% had someone living alone who was 65 years of age or older. There were 7,948 housing units, of which 2.7% were vacant. The homeowner vacancy rate was 0.8% and the rental vacancy rate was 5.9%. As of the 2020 census, the median income for a household in the city was $68,017. Families had a median income of $75,296 versus $91,364 for married-couple families and $33,512 for nonfamily households.

Eagle is a city in Ada County, Idaho, ten miles (16 km) northwest of downtown Boise. The population was 30,346 at the 2020 census. History 19th century Eagle Island in Idaho was settled in 1863 by Truman Coe Catlin, who later shifted from crop farming to dairy farming, starting the island's dairy tradition. He also pioneered irrigation in the area by constructing a wide irrigation ditch. The most notable early community developer was Thomas Hugh Aiken, a Canadian surveyor, who helped establish the Eagle community in the 1870s.

Parks and recreation The city features numerous parks, including Arboretum Park, Friendship Park, Heritage Park, Orval Krasen Park, Reid W. Merrill Sr. Community Park, and Stephen C. Guerber Park, among others. The Parks and Recreation department offers youth sports leagues, camps, special events (such as Eagle Fun Days), and maintains extensive trails. Nearby Eagle Island State Park provides a swimming beach, trails, disc golf, and winter sports. Education Most of Eagle is in the West Ada School District, with a small portion in the Boise School District.

20th century The Eagle Fish Hatchery, established in the late 1940s in Idaho, was originally part of a trout program until the 1980s. In 1991, it was restructured to support the conservation of Snake River sockeye salmon, an endangered species listed that year. The hatchery's mission shifted to preserving the species and its genetic diversity through the development of eight broodstocks derived from smolts, anadromous adults, and residual populations.