Great Video! Are Robots Replacing American Workers?

http://www.cbsnews.com/video/watch/?id=50154583n

More Jobs for Two Year Grads...But What Are They Missing?

We've reported it on the air at KQV Radio, and I have written about it several times on this blog.  The job market is simply better for two year, specific degree graduates than it is for a lot of four year degree holders. This trend was projected by The University of Pittsburgh's Institute of Politics in 2006.  The Department of Labor projects the trend to continue over the next 10 years.  So two year graduates, particularly those in the medical and accounting fields, should be doing quite well in the job market, right?  Wrong.

Duquesne University recently hosted an employer round table for HR representatives and recruiters from the Pittsburgh region.  These included professionals from the medical, energy, political, non-profit and education sectors.  One member of the group asked what type of two year graduates might be attractive to employers in the Marcellus Shale Industry.  This began a lengthy discussion about hiring two year or certificate-based grads versus bringing in and training people from other areas such as four-year schools, Veterans programs or even off the street!

The chief complaint from the recruiters may very well illustrate the difference between a two-year and a four-year graduate.  All those in attendance who had visited vocational schools with the intent to hire graduates basically said that the students had definitely obtained the vocational skills, but had developed little to no soft skills necessary for getting along in the workplace.  Examples included inappropriate dress during interviews, fowl language in and around the workplace, and an inability to get to work on time or at all.

Stephanie DeMaro, Regional Job & Internship Developer at Penn State University, appeared as a guest on Career Talk in May of 2012.  When asked why a student would choose to go to school for four years instead of two, she replied, "Students can get to work quicker with a two-year degree, but they do not receive the well-rounded educational experience received by those those who attend a four-year institution." A year and a half later, a group of recruiters sits around Duquesne University talking about the under-developed people skills of those students who have attended community college, a two-year business school or a trade school.

Participants from the round table discussions plan to meet again in October to further address the issue.  The group hopes to launch an educational support program that might allow local recruiters to work directly with the local business schools via those schools' career services departments.  The goal would be to help career services better prepare students for workplace environment and culture.

Six Careers That Are High In Salary, Short on School

http://education.yahoo.net/articles/good-pay_jobs_with_an_associates.htm

People Will Drive 30 Minutes To Do These Things, But Not To Work???

People will drive 30 (+) minutes to...

1. Ride a coaster at an amusement park

2. Eat nachos at a baseball game

3. Get drunk at a concert

4. Buy fireworks in Ohio

5. Have expensive coffee with a friend

6. Purchase cheap cigarettes out of state

7. Smuggle cheap cigarettes into the state

8. Visit a relative they don't really like

9. Obtain a lottery ticket in West Virginia

10. Purchase a bike they found on Craigslist

11. Meet a woman they met on Craigslist

12. Participate in a fantasy football draft

13. Swim at a wave pool

14. Ski

15. Mountain Bike

16. Sleep in a tent!!!

The list could go on and on...

BUT, they won't drive 30 minutes to work because it is too far.

One Reason Web-Based Training Beats Classroom Training

We conducted a workforce reentry series in the spring called Spring Into Reentry. A navy rep from Southern California participated in the session. She was planning a job fair at the time. Three employers were on the line...one from the Dallas area and one from Utah. Those two had offices in Southern Cal, and our participant was hooked up with those local offices.

Same participant has a worker releasing and relocating to Pittsburgh soon. Emailed me to find out about transitional housing or short-term housing options. I gave her contact info for two housing reps from the Pittsburgh area to try and develop a plan for her client.

You could never do this type of networking in a traditional classroom when only local participants can attend!!! A good use of the Internet!

What’s Wrong With Being An Insurance Agent?

Talk about a profession that has received a raw deal.  Insurance agent has been on the butt end of more jokes than it has been on job applications.  Remember the scene in Groundhog’s Day?  “Watch that first step! It’s a doooozy!” 

I am currently recruiting Benefit Representatives for one of the world’s largest and most respected supplemental insurance companies, and I cannot find people to fill the positions!  I talk to people all day long who respond to our job postings on the Internet.  After a short phone interview, half of them say, “Eh…I don’t really want to sell insurance.”  First off, I want to ask, “Well, why did you respond to the ad then?”  But what I really want to ask is, “What’s wrong with being an insurance agent?”  This is one of America’s most important professions, but often disregarded.

This will not be a popular statement amongst my law enforcement friends, so I will preface it by saying that I have more respect for police officers, firemen and EMT’s than any other occupations.  With that being said, I receive more protection from my insurance agent than I do from my local police department.  And guess what?  So do you!

Think about it.  If someone breaks into your house and steals all of your jewelry, it is very unlikely that the police will recover and return the property.  Your insurance claim, however, is likely to pay off.  If you are attacked on the street and unable to work, the police might find and arrest your assailant, but there is no guarantee.  If you have been paying your disability premiums, there’s a guarantee that you will not have to go without income while you are out of work.

Seriously, it’s not only time to pay a little more respect to our insurance agents, financial advisors, benefit reps, etc., but it is also time to start rethinking career choices.  This is a respectable and profitable position.  So many people pass on the opportunity.  Meanwhile, I am surrounded daily by blissful human beings working at the supplemental insurance office.  Happy to be working a flexible schedule…thrilled to be making a ton of cash!  Perhaps someone should create a TV show about insurance reps.  Then maybe more of our young people will want to get into this business instead of overpaying for criminal justice degrees with the hope of becoming private investigators.  

What's Wrong With Being The Garbage Man?

When I was a kid, I had a friend named Kirk.  Kirk idolized the garbage men.  He would follow the truck up and down the alley.  On rainy days, he would watch for the garbage truck from his bedroom window.  Kirk thought everything about the garbage men was fascinating.  I think Kirk grew up to be an accountant or something...I really don't know.  I do know that he is not a garbage man.

I can remember the adults in my neighborhood seemed almost envious of the garbage man.  At the ballfield or in the backyard, the dads would say things like, "Who do you have to know to get a job on the garbage truck?" or, "Do you know how much money those guys must make an hour?" 

Garbage man used to be a coveted position.  What happened?  I recently met with a Waste Management recruiter who told me that they are struggling to find drivers or drivers' helpers.  I logged onto the company website (www.wm.com/careers) only to find dozens of vacant positions in and around the Pittsburgh region.  I talked with a friend of mine who runs a staffing agency.  They staff positions at a Waste Management recycling facility.  He told me that they have open positions on a daily basis that they cannot fill.  Now granted, these may not be the most glamorous positions within the company, but they are entry level positions into one of America's largest businesses!

When and how did America become a top down nation?  Remember when you had to start at the bottom and work your way to the top?  Jobs that were once classified as 'good jobs' are now looked down upon.  It's almost as if CEO's and top execs are envied to the degree that everybody thinks they should be one regardless of education, job experience, talent and ability.  This line of thinking has left a void in the value of work.

Protect Your ASSets

Ask most people, "What is your greatest asset?"  Some will say their house or the car.  Others might refer to a savings or some kind of investment vehicle.  They're all wrong.  A person's greatest asset is their God-given ability to get up, go to work and earn money everyday.

Think about it.  If you wreck your car tomorrow, insurance will help you fix it or get another.  If, God forbid, a house fire occurs, you can eventually rebuild or buy a new home with the help of insurance.  But consider this: You are injured in the car accident and can no longer work...or you are injured in the fire and can no longer work.  Worst case scenario, an accident is tragic and a loss of life occurs.  How do you earn?  Who pays the bills?  How does a spouse or partner recover financially?

We insure everything from our homes to cars to jewelry to personal collectibles.  But we go to work everyday and do not cover our greatest asset.  People will read this and say, "Well, I have a life insurance policy through work," or, "My company has a short-term disability plan."  Most people go bankrupt or lose a business because of medical bills. People only lose their homes when they can no longer afford to pay their bills.

If you are in business for yourself, you have to think about this.  If you have not asked yourself questions like those outlined above, you are setting yourself up for failure.  Anyone working everyday should be asking their HR rep to review benefit plans.  A short term disability may be only 90 days.  What happens after that?

People may also turn a blind eye towards supplemental health plans.  Those people should look into the cost of a COBRA Health Insurance option then ask themselves not if they could afford it, but if they can afford not to have some kind of supplemental protection.

Food for thought.

Five Reasons Entrepreneurs Fail

So many young enterprisers take business advice from other people who have never owned or operated their own business. There is so much more to running a business than just a good business plan. Only those who have been through the ups and downs can truly show others the pitfalls, risks and common mistakes. Take it from an entrepreneur who has failed: The expression, “Had I known then what I know now,” is not just an expression.

This webinar will point out the most common mistakes that usually produce tragic results. After nearly a decade of self-employment, Scott Albert will share 5 Reasons Why Entrepreneurs Fail. Many learned through experience…others through observation…all avoidable.

Seating is limited! Register today!

Click link for registration information https://student.gototraining.com/r/4820575986846902784

MGIF

Every Monday morning, I make a weekly agenda for myself.  Nothing extensive…just a few important items on which to focus for the week.  Every Friday, I am discouraged at the fact that so few items are crossed off of the list.  It seems like my weekly agenda rarely changes.  This is a problem that many self-employed people or small business owners experience.  While most workers embrace the notion of TGIF, small business owners live in the notion of MGIF, My Goodness It’s Friday!

As a small business owner, my number one priority…day in and day out...is the development of new business.  New business keeps me in business and assures that I can make monthly payroll.  A few core products or services will keep the doors open, but only new business can contribute to expansion or growth.  I am certain that any business owner or commissioned sales rep can sympathize.  As such, our daily grind includes cold calls, lunches, meetings over coffee and evening networking events.  It is a 24 hour a day task chasing down leads and possibilities.  I love it.  But what happens to everything else?

It is common to wake up on a Saturday morning and realize the phone bill was due on Wednesday.  Often we are responding to last Tuesday’s emails while we drink our Sunday morning coffee.  And, how many of us are up proofreading proposals at midnight while Jay Leno makes jokes in the background?  I also teach college courses two to three nights per week, coach my daughter’s softball team and play guitar in a local blues band!   Enterprisers have to live this way.  It is our nature.  So, good enterprisers must develop strategies to avoid the MGIF trap.

First and foremost it is critical that enterprisers hire opposites.  They say in relationships that opposites attract.  I have learned that in business only opposites survive.  When I first started hiring employees and consultants, I had a tendency to hire people just like me.  We ended up with a bunch of scouts trying to defend a fort!  Nobody was taking care of the day-to-day operations.  I learned over time to seek out people who like to do the things I do not like to do or simply do not have the time to do.  Now, I look for investigative characters, people who like to mull over data and think about daily problem solutions.  I seek out conventional workers, who are organized and very systematic; they are critical to new projects because they take care of all the nuts and bolts. 

A lot of my thinking was based on a career development theory set forth by John Holland.  Holland broke down the world of work into six categories: Realist (hands on workers), Investigative (thinkers), Artistic (creative people), Social (those who help others), Enterprising (leaders & risk takers), Conventional (organized and systematic.)  Using these definitions, I thought about which were most like me.  Knowing myself better than I did before and recognizing my deficiencies has helped me better identify opposites.  I am very Social, Enterprising and Artistic by nature.  Therefore, when organizing a training or taking on a new project, I seek out those with the opposite characteristics.  It is a work in progress, but I find business slowly becoming more efficient and effective having deployed this hiring strategy.  I still experience those MGIF moments.  Still, I did find time to write this article on a Friday morning.

Workforce on the Web!

http://myemail.constantcontact.com/Workforce-on-the-Web-.html?soid=1112173962602&aid=MljD2-AAl58

Small Business Dilemma

Many of my colleagues and/or competitors would include education institutions, government agencies and even non-profits.  It is very difficult to compete as a for-profit company when most of my competitors are not-for-profit, which makes them eligible for many grants and contracts for which I am not.  You would think this might be the biggest challenge, but it is not.

As a small for-profit consulting agency, I am not restricted by bureaucracy, branding or a traditional way of doing things.  This, as many of you probably know, allows for some outside the box thinking.  But here’s an example of what happens.  At the end of 2012, as a courtesy, I approached a large government training institution about a concept to conduct a virtual workforce development conference, but was basically told they were not interested.  So, my company launched the project independently.  It turned out to be relatively successful, but not as successful as it could have been had I had an institutional partner to co-sponsor the conference.

Yesterday, I received an announcement that the same agency who told me they were ‘not interested’ will be conducting a virtual workforce conference this summer!  This happens all of the time in my business.  Large, non-innovative agencies will just wait for the little guy to be creative and then steal their concepts.  I’m curious.  Is this just specific to the workforce development industry or do other small businesses experience the same thing?  

Are You Ready for a Revolution?

http://myemail.constantcontact.com/Bringing-Workforce-Development-Into-the-21st-Century.html?soid=1112173962602&aid=_CcCGWUZwOI

If Immigrant Workers Become as Lazy as American Workers

For 15 years, I have been trying to help people find employment. In those 15 years, I have never seen so many people uninterested in working. Two quick examples: First, we are hosting a small job fair tomorrow; we had to send some 4400 flyers and make close to 200 individual calls to unemployed constituents in order to secure 30 commitments to attend the job fair. A shale employer visited our center today and told me that 35-40% of the people he schedules for a job interview are no-call/no-shows on interview day. On the flip side, we have hosted recruitments and seminars at Catholic Charities for our foreign-born workers. If we invite 20 job seekers, 40-50 eager job seekers show up for the event.

Now, I’ll say this. Even the motivation amongst our foreign-born workers has changed in the past 18 to 24 months. I see more and more foreign born citizens living on government subsidies than ever before. Much like those individuals who cycle through the criminal justice system, this group is becoming a drain on the tax base instead of contributors to the tax base. At the end of the day, as educators we should be helping all residents secure employment. We can complain all we want about federal budgets, but the bottom line is this: If more is going out than is coming in, the bucket will eventually be empty.

Math Awareness Month: April

Raytheon Company: Math Awareness Month: April

Reentry Conference Rolls On

http://myemail.constantcontact.com/Reentry-Conference-Rolls-On-With-Employers---Free-OES.html?soid=1112173962602&aid=4pxeXQsTFhs

Helping an Ex-Offender Secure Employment? Employer Perspective

Some quotes from recent Reentry Employment Series webinars that I thought might be interesting and/or useful to others serving the ex-offender population…

Jim Rodak of TRIAD Staffing in Cleveland, Ohio said:
"Even if there is nothing to put on a resume, it is important to have a resume. Most hiring managers are going to say, 'Send me a resume.'"

"Companies restrict themselves by NOT looking at ex-offenders as possible job candidates."

“Reentry employees are a huge asset to employers.”

Scott Baker, Owner of 5 Generation Bakers in Pittsburgh, PA, said:
"Criminal history is part of an individual's resume...include 'pen' work experience"

"The most important things to be said are the hardest to say. Tell clients to be honest about their criminal record."

“I did not know there was a list of Felony Friendly Employers.”  When asked what he would ask of job developers in return for job opportunities, Mr. Baker replied, “Do not put me on the list!”
Jeff Block of Weatherford International:
“I look for three things on a resume…what you made, what you saved, and what you achieved.” 

Chaz Kellem of The Pittsburgh Pirates said:
“Employers are still trying to figure out their role and responsibility in regard to helping ex-offenders reenter the workforce.”

Three Reasons to Attend a Virtual Conference

http://myemail.constantcontact.com/The-Employer-Panel.html?soid=1112173962602&aid=yxZgvP2o4II

Introducing Bill Cimino - Federal Bureau of Prisons

http://myemail.constantcontact.com/BOP-Webinar--Introducing-Mr--Cimino.html?soid=1112173962602&aid=k5-cgJg-Mk0

Interesting Employer Quote

A representative of The Pittsburgh Pirates was our guest speaker at last week's Virtual Job Club.  A participant asked about employers' perspective related to hiring individuals with a criminal record.  During his reply, the rep said, “Employers are still trying to figure out their role and responsibility regarding helping individuals with a criminal past.”  I found this to be very interesting, and it sounded to me like a great opportunity for reentry and workforce professionals to begin ‘educating’ employers about this issue instead of asking employers to help.  It seems employers are struggling with this question as much as the rest of us.  I’m curious to hear other thoughts, comments, reactions.

Next Career Talk to Feature Reentry Experts

On Monday, March 25th at 7:00 PM EST, Dean Williams of the Formerly Convicted Citizens Project, Belinda Ashley Chief United States Probation Officer Western Pennsylvania and Doug Silva of The Urban League of Greater Pittsburgh will join Scott Albert for a candid conversation about the difficulties men and women encounter when overcoming a previous criminal conviction. 

To learn more about this show and other upcoming reentry activities, visit www.thealbertinstitute.com. 

Spring Into Reentry Conference Agenda

http://myemail.constantcontact.com/Spring-Into-Reentry-Conference-Agenda.html?soid=1112173962602&aid=BzoNYiWHGtI

Green Prisons

Here is a great dialogue with Paul Sheldon of Natural Capitalism Solutions in San Francisco, CA.  Paul discusses Green Prisons Initiatives and how inmates can use these initiatives to develop 21st Century Workforce skills.

Listen at https://student.gototraining.com/40ps5/recording/2275371487034571776

The Butterfly Circus

EMPLOYMENT REDUCES RECIDIVISM

When Mike was incarcerated, he often thought about life on the “outside” after his release.  What would it be like?  It sure couldn’t be what he’d experienced before—the mean streets, the wrong people—all that had to be left behind, but how to do it?  After his release, Mike was lured by the usual demons and struggled through many frustrations as he tried to figure things out.  He sought assistance at the McKees Rocks Employment & Training Center (ETC) and ultimately found a job with their help.  Six months later he landed an even better job with a lead from the ETC.  Mike’s story illustrates how meaningful employment can help to keep ex-offenders from going back to jail.

The dismal statistics on recidivism in the U.S. (as high as 78%, depending on the offense) are due in great measure to young men like Mike getting back into trouble within the first year following their release.  According to Scott Albert, president of the Albert Institute, a workforce agency that serves the reentry community in Pittsburgh, “Stable employment that pays a fair wage has the most significant impact on curbing recidivist behaviors.”  The data from several recent studies back him up. 

In the interest of sharing important information on best practices on the reentry of ex-offenders into society, Mr. Albert’s organization has put together a “virtual conference,” the kickoff event for which is on March 8.  Called “Spring Into Reentry,” the program features three live webinars, a radio program, and a special on-site training, along with several pre-recorded webinars.  National experts from the world of reentry and criminal justice will hold forth on various initiatives, and a panel of employers will discuss giving ex-offenders a second chance, why they are willing to, and what they look for when doing so. 

This last group is particularly unique and interesting, due to the fact that without second-chance employers, there would be no second-chance jobs for the formerly incarcerated.  Few workforce professionals have a better track record of developing relationships with these types of employers than Mr. Albert.  His organization has been on the cutting edge in workforce-reentry initiatives in the Pittsburgh area for the past several years. 

This spring’s virtual conference is well timed: With the cancellation of the DOWD Conference, the reentry field finds itself in need of professional development opportunities—opportunities to share information among the community.  This virtual conference won’t fill the entire professional development void left by the loss of DOWD, but it offers a great deal of content via its mixed media format.  With a wider dissemination of important content, the field can better go about the business of helping more ex-offenders like Mike.

When it comes to the impact that reentry-workforce services had on his life, Mike says: “If it weren’t for meeting Scott and getting that first job, who knows where I’d be.”

###

The Albert Institute, LLC offers comprehensive workforce development services to businesses, local organizations and job seekers.  Primary activities include day-to-day management of neighborhood career centers, training for career counselors & educators and coordination of networking activities for like-minded business professionals.

Career counselors, educators, probation officers and all those professionals helping others secure employment can learn about unique webinar and training opportunities at www.thealbertinstitute.com.

Getting Ready for OES Pittsburgh! Pics from OES Austin Texas (11/12)

A Re-Directed Life — Clark Porter

Spring Into Reentry Virtual Conference 2013!

http://myemail.constantcontact.com/Introduction--Spring-Into-Reentry.html?soid=1112173962602&aid=IegGSODtwtI

Ex-Offender Employment

The topic of ex-offender employment is so interesting to me because this is such a problem for America right now, and I think most people overlook its significance.  Data shows that 1 out of every 100 Americans is currently in prison or jail.  I believe I also read someplace that 1 out of 15 Americans will have an encounter with the criminal justice system.   Think about that!  Those numbers are absurd.  If trends continue and employers do not change their ‘mindset’ about hiring an ex-offender, their talent pool will continue to shrink.  We probably all hear the same thing from employers every day, “I cannot find people who want to work or who have the skills I’m looking for.”  Meanwhile, there is an untapped skill set releasing from prison to the tune of about a half million workers per year.

At the same time, I constantly meet guys during pre-release who have remarkable skills and years of experience, but have never worked outside of the prison setting.  The disconnect that exists between these potential workers and private sector employers is staggering.  My young urban males, in particular, have no clue how to tap into, get along in or adapt to work in the private sector.  It creates a total disenfranchisement. 

Now Hiring Ex-Offenders!

Over 2 million people are currently incarcerated in the United States.  Over 5 million are currently on probation or parole.  In total, more than 3% of the United States’ adult population is currently under correctional supervision.

The criminal justice system faces significant challenges addressing a near 70% recidivism rate while managing an influx of first-time offenders.  Men and women released from prison face significant challenges in their efforts to secure employment, housing and other essential daily needs.

Budgets for supportive services are shrinking making it near impossible for criminal justice, social work, education and related professionals to connect, share best practices and confer about strategies to help men and women successfully reintegrate.

Beginning March 8, 2013, The Albert Institute LLC and its partners will host: Spring Into Reentry Virtual Conference. This conference offers a completely unique and extremely affordable option to help professionals connect!

Highlights include…

- A low cost series of webinars featuring national experts and supportive employers
- Free pre-recorded webinar sessions that cover innovative reentry approaches
- A half hour radio program featuring reentry experts discussing the importance of employment
- An Offender Employment Specialist (OES) training offered by US Probation in Western Pennsylvania

It all starts March 8th! 

Seating for some sessions is limited so register today!  Visit www.thealbertinstitute.com for full details and registration information.

Virtual Job Club - February 2013

http://myemail.constantcontact.com/February-s-First-Virtual-Job-Club.html?soid=1112173962602&aid=HZTmA914IJk

The Changing Job Market For Diverse Americans

http://www.urbanmediatoday.com/feature-story.html

Effective Job Clubs! Register Today!

http://myemail.constantcontact.com/First-Workforce-Webinar-of-2013.html?soid=1112173962602&aid=EPW5lxupw-g

50 years later, women still are paid less

This is a very interesting article from the Pittsburgh Post Gazette.  It will also be the topic of our next show on KQV Monday night at 7.  You can listen online at KQV.com.  Here's the article link...

http://www.post-gazette.com/stories/business/news/50-years-later-women-still-are-paid-less-671573/

If We Were All the Same, the World Would be a Boring Place

Saturday was a professional development day at the college.  We had a trainer come in from Newark, NJ to teach a session on How to Inspire Students.  Part of that lesson included a segment on recognizing and accepting people's differences.  The trainer shared a lesson that I will try with my class next semester.  It went something like this...

We made several categories on the white board.  They included: Whites, Blacks, Hispanics, Indians, etc.  First, we created a list of negative societal impressions of each group.  We discussed the validity or the lack of validity of each.  Comments such as 'White people are arrogant' and 'Hispanics are in America illegally' were listed and discussed.  We then erased the board...except for the categories...and made a new list.  The new list was made up of positive impressions of each group.  Comments such as 'Blacks have a strong sense of community' and 'Whites are often helpful' were included. 

The session opened up a great dialogue about people's differences and similarities.  Staff, who might normally shy away from conversations like this, were engaged, laughed at certain comments and, by session's end, seemed open and comfortable. 

My friend Chaz Kellum, Diversity Director at the Pittsburgh Pirates, says, "If we do not accept people from different walks of life, then we miss out on their unique skills, abilities and knowledge."  My grandfather used to say, "If we were all the same, the world would be a boring place."  I tour many work sites around Pittsburgh.  I am shocked at the lack of diversity.  Usually, I meet a lot of 30-40 year old white guys working the line.  All good guys, but just unaware of what they are missing out on.  In this day and age, every workplace should incorporate a diversity initiative.  If not, we will continue to miss out on people's unique skills, abilities and knowledge.

Riddle me this...

Democrats, Republicans, Green Partiers, Tea Partiers, etc….consider this…

There was no income tax prior to 1913, so to calculate a ‘tax percentage’ or ‘tax rate’, historians and economists would have to base calculations on tariffs and fees that were imposed on the sale of goods, imports, etc.  With that in mind, those who have studied the subject have determined that Americans paid about 15% in ‘taxes’ in the year 1792.  Both historians an economists note that this rate was ‘significantly higher’ than rates the British Empire had imposed prior to the American Revolution. 

Colonists revolted against Parliament because of lack of representation for taxation – British Law at the time stated that if people were not represented they would NOT be taxed. 

I guess the real questions is this:  Do you feel represented just because you vote in every election?