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tv   Real Money With Ali Velshi  Al Jazeera  November 6, 2013 3:30am-4:01am EST

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but they will try to remom remoe of his powers in the coming weeks. rob ford's reputation is under severe strain. this is "real money" " [♪ music ] >> this is real money, and you are the most important part of the show so join our live conversations for the next half hour and twitter at aj real money. it is november and every year at this time millions of americans enroll and renew their health coverage provided by their employers for the next year. and every year at this time they
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get a first glimpse of how much their healthcare costs are about to rise. they saw spending go up 7.3% including the amounts spent on insurance premiums plus all of out of pocket costs. in 2012 this 7% may not seem very much, for example, 33% of household spending went to shelter. transportation took up another 13% but healthcare expenditures as a percentage of overall household spending rose much faster than most other categories. this little healthcare slice of the pie is getting bigger. that trend is expected to continue, especially for the estimated 55% of all americans who get health insurance through their employers. that translates to 171 million people across the country and rising premiums are now part of
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the yearly ritual. 2014 will be no different. employers on average pay 75% of their employee as healthcare each year. julie stone who helps with health strategies. thank you for being part of the program. what are employers doing? are they shifting these costs to employees? cutting benefits or saying there are fewer people that are part of the program? >> all of the above. they're shifting costs to employees and to a greater extent to family members. we see 22% of employers who will pass on 5% or month to employees. 34% a third of those employers are going to increase the family cost or greater. employees need to look at if they have a spouse with coverage elsewhere, where it makes sense in light of these increases.
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>> the average for next year, the average increase in premium costs, we're talking about people who have insurance through their employer is going to be $700. >> and in the aggregate we're looking at costs for each employee about $13,000. so i think it's important to keep in mind the full picture and in then 80-20 split that you mentioned, what that means passed along to the employees. if the employee share is going up, i'm picking up my share and more. >> what does this have to do with the uncertainty with the market and in general healthcare costs. >> reporter: i think it is established on uncertainty. they fix their cuts several months before enrollment. there is cause for optimism and we may see a lot of things put in place that will lower the rate of increase but i say that cautiously because it's still a little early on to say that for sure. >> we were talking about
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november being the enrollment month, what in particular can consumers do as they talk to their employers and what should they be looking for to minimize their costs? >> one of the things that they should look at beyond the cost of coverage for them and their spouses, incentive. more and more employers are offering incentives for certain types of behaviors. chronic condition management, high rick maternity. we see $600 or more available to people if they can take the time and participate in these programs. so pay attention to them. there are real dollars on the table and it's a win-win for the employer and employee. >> we heard president obama say all healthcare costs are rising but they're rising at the slowest rate in 50 years. how much of this is really because of president obama, and how much because of the recession. people are spending less money on doctors visits. >> i think part of it is the recession. i also think there has been an
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impact on the cost of healthcare itself we're seeing come progression on the cost of hospital stays and doctors visits. there are multiple causes for this. i'm not sure its sustainable. we need to wait and see. >> in order for it to be long term sustainable what needs to happen in the overall healthcare market to bring these costs down? >> reporter: w we need behavior change on the part of everybody. they need to spend their healthcare dollars as if it was their dollars in their bank account. change. we need to take a look at over lieutenan utization utization. >> we contribute a certain amount to cover our employees healthcare costs, and now we need to try to save some money or anticipate because these costs are going up, what is the best advice for businesses that are worried oh my goodness the contributions will have to go up? >> i think that organizations
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need to look at all the different levels available to them. there are a number of emerging strategies around contracting, projecting use of network with of doctors. they need to look at all the levers that are available to them. >> julie stone, senior . thank you. >> thank you for having me on. >> 200,000 factory jobs. sounds great, but the next generation of workers are not up to the task. plus the legal marijuana market is producing a new high for investors. weed as a commodity, you bet. we will explain.
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actually abusive, because if it doesn't contain language that specifically threatens you directly or is targeted towards you specifically, they may not consider it abuse. they may consider it offensive. and in that case they just recommend that you block that person. >> i don't want to minimise this, because i mean, there's some really horrible things that are on line, and it's not - it's not just twitter, what has happened through social media and the anonymity of the net is that you see websites, hate-filled websites targetting all sorts of groups, popping up. there has been a huge number of those that exist as well.
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>> american manufacturers are facing a ticking biological
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clock of retiring workers and not enough young people properly trained to replace them. one of the conclusions published, finding 80% of the manufacturing workforce between the ages 46 to 65. one-third of manufacturing employees are between 55 and 64, and starting too look towards retirement, and three-quarters of the manufactur manufacturers surveyed say 25% of their workforce is under the age group that the manufacturers need for the future. this comes when manufacturers are already trying to fill 200,000 skilled factory jobs. they're saying there is a brain drain that companies need to take more seriously. we're joined now, paul, how much of this younger people are just not interested in manufacturing. there is some sort of image problem for factory workers. >> that's exactly it. we've got to reinsert the cool
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factor in working in manufacturing. and today manufacturing has become a high-tech career. just as you use a computer to run your show they use computer termals to run manufacturing terminals and robotics and that sort of thing. >> do you see anything in the demographics aside from making manufacturing work cool for younger generation. >> reporter: there is a movement today and people are enjoying the fact that there is an opportunity to make things when you talk to people in manufacturing, what they talk about is that they're making things. they're seeing things come off the assembly line finished, and they're proud that have work. by getting that message across to the young people in college, people in high school, and even younger that you have the opportunity to start something from scratch and make it, i think it can really change the perspective. >> the idea that there are trade schools out there if we can get more younger people into these trade schools. how complicated is the training that some of these employers,
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some of these factories are looking for? >> it really starts with the education system today. we need more science technology, engineering rand mathematics to support this. once you have that base foundation then it becomes easier whether you're going to engineering, a trade school to learn how to weld, to understand the methamphetaminics and the science and technology behind what you're doing. >> i imagine if there are 200 manufacturing jobs that are open, wages for those positions are going to rise. >> reporter: our survey said that manufacturing jobs can have salaries 38% ohioe higher than other industries you can go in to. there is an opportunity to make very good living in manufacturing. >> and are you seeing anything that manufacturers are doing to bridging the gap with the brain drain, in. >> two good examples. there is a company out of southeast pennsylvania, what they've done is to work with
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local manufacturers, high schools and community colleges to provide good, quality education, and also to really provide opportunity for these students to see what manufacturing can be all about. there is another company out of wisconsin called labor products what they're doing is interesting. they're working with at-risk students. they're working with high school at-risk students. bring them in, give them internships and they built a classroom in the facility so they can study their high school work as they learn these new skills. >> as a nation how long do we have to fix this problem before we get to the severe crunch. >> you said it earlier, 80% of manufacturing workers are between 6 45 and 65. they're starting to retire. the time is very short when we're going to lose that opportunity. studies say by 2025, the
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majority of the workforce will be the millennials. we need to get them now. >> paul, thanks so much for being part of the program . >> david, thank you so much. >> searching across the country and this is putting a squeeze on manufacturing. air tech ceo mike miller is working with other local manufacturers to attract young skilled workers to the industry, mike joins us now from his factory. mike, what in particular are you doing to try to make sure that younger people know that they've got an opportunity with air text. >> we've worked with other manufacturers in the upper midwest to creating is called the makers coalition, a group of manufacturers in the upper midwest who recognize that there aren't enough killed in the industry.
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we're working with a local technical college to get people into classes, teach them how to sew, and get them on the floor to do the work. >> part of the problem is the coolness factor that young people don't think it's cool to be part of manufacturing. explain, there are people who are going to look at this and say, sewing machines, that is so 19 50's, why would i want to work with this mike miller even if he is a nice guy. >> we're making cool things. we're doing medical product, and cool products for a company called shinola. they're making watches, bikes, and they're making bags and other leather products right in detroit. we're working with them to try and make those products. they are cool. that is a cool factor. we've got design people here who are doing really great stuff,
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and those folks are young. they're coming out of the technical cools schools, and i think they find it very cool. >> how perplex is it for a young person to work in that factory of yours and learn how to use this equipment? iis it very difficult? >> well, you have to want to do it, and there is a certain level of dexterity that quiet honestly you either have or don't have. but once it's determined that you do have that it's really a matter of time and practice, and ultimately with time and practice you will get better. >> are you also seeing-- >> we also do-- >> you're seeing wages are rising given the fight for talent to work at factories like yours? >> yes, it is. >> and give us for someone who is out of college and they say, okay, i'm willing to work for this guy mike. i'm willing to go through the training. what can i expect to earn over
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the first couple of years if i join air tech? >> well, it really depends. we start at $9 and you can work your way up depending on what you're doing up into the high teens, low 20s , depending on the work you're doing. >> are there lessons that you would offer to other factories and manufacturers out there based on what you've seen as being successful in your case based on what other factsries should replicate to get at these younger people and bring them in? >> well, i think really we've had success with the makers coalition, and that's been a big help. we also have been able to when needed, at times, get some of our employees to make recommendations and bring people in. and so that's how we've recruited other folks. i do know with the makers
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coalition we are going around to some high schools, and so we're starting to try and go even younger like you said, so hopefully there is a cool factor, and they do like making things. >> mike miller, ceo of air tech design group. thank you so much for being part of the program. good luck and i hope you find the young workers you're looking for. tesla is hitting a slight speed bump. shares fell on tuesday. investors were disappointed that third quarter sales did not meet wall street expectations. tesla sold 5,000 vehicles in the united states and overseas and led to 700 jump in sales from a year ago but the automaker still lost $38 million. some investors are worried that the stock became overvalued after rocketing 400% so far this year. home price versus been on the strong footing over the past year but there are signs that
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big gains are coming to an end. core logic said prices only edged up slightly from september in how long. a spike in mortgage rates is partially to blame. but on a year over year basis home prices rose 12% in september, and that is a 19th straight month of gains. prices rose nationwide in nevada and california posting the highest gains. , etc. talk burgers. sounds like a bi big mac canned witch from mcdonald's, it's a copycat version from burger king called the big king. burger king is bringing back the big king which has an additional third bun. the move comes at a time when the fast food industry is fighting hard for sales as consumers become more health conscious. if you're counting calories the
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big king weighs in at 510-calories 40-calorie next than th the big mac. the mobile carrier wars. we'll tell how is winning over customers but making contracts simpler. that story and more as "real money" continues. >> they say they did it because they were trying to protect my children. they didn't protect my children, they traumatized them. >> fault lines examines why so many native american kids are caught in the child welfare system. >> any time they see a social worker its like seeing a police officer. the immediate response is, "they're here to take my kids". >> from the indian perspective who sees this in terms of history, this is as about as adversarial as it gets.
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[[voiceover]] every day, events sweep across our country. and with them, a storm of views. how can you fully understand the impact unless you've heard angles you hadn't considered? antonio mora brings you smart conversation that challenges the status quo with unexpected opinions and a fresh outlook. including yours.
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>> from our headquarters in
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>> t meanwhile is makint-mobiles very interesting. they snared one million more customers in the fourth quarter. they have done away with annual contracts, letting customers u upgrade their phones when they want and offering unlimited data and texting for customers who travel internationally.
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but will enough consumers flock to the company that calls itself uncarrier. founder of n point technologies, and independent research firm they say its move for all wireless consumers. thanks for being on the program. is it good because these leaders are now going to have to respond and down size and make their plans more simple? >> reporter: right, this is capitalism doing what it's supposed to do. you get some competitor that is way out of the money, coming in, making things better for consumers, cutting prices. that makes the leaders that are running kin ing the monopoly having to respond, and they're going to respond but they're not making moves that are particular ly invested just yet. this will be an interesting story as it plays out. >> are they also not taking moves because there is a cap or
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there is a limit of how much this under served market really exists? how many people might nobody this market? >> i don't know, i'm currently an at&t guy. if t-mobile keeps sweetening the pot i might move over myself. there is no particular loyalty to carriers other than having to do with coverage. verizon has great coverage. well, that may be true, and t mobiles may not be quite as good. there will be that sort of thing. but if you're in an area where you have all the carriers one is at good as the other. they're just supplying a pipe for you to send data through. that and what you're paying and whether you understand your bill or not. >> for those of us who are going to have a conversation with at&t and verizon, look at what t-mobile is doing, what can you do for me? what are some of the key
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questions to ask to fix it so it's competitive and we're getting as good of a deal we might get if we left? >> that's not really how it works, unfortunately. you don't get to have a conversation with a big faceful company like verizon or at&t. your only vote is with your feet. if somebody in the market like t-mobile is offering a better deal you have the option to walk out and move in. of course there is this issue if you still have a contract you have to pay out that have, which is a penalty, or wait for it to complete. there is that practical step. over time if there is defections of subscribers and there is some evidence that this is happening. with at&t subscribers strangely down when t mobiles were up and sprint is actually down. you're going, well, those people are not ceasing to use cellphones. so they're probably going over to t-mobile, and maybe some are
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going to verizon which still had subscriber growth. if there is enough ecorrosion then the big guys will have to respond. they'll have to come out as if they have just thought of it, and by the way, you can get out of your contract whenever you want. >> what is the cost for people who want to get out of the contract. is it better to pay that penalty up front and save money over the long run or wait for a few months and see what happens with the market? >> yeah, typically it's a couple of hundred bucks. it depends on how far into it you are. for some that's prohibitive, and for others they want out. i used to have verizon years ago and i felt enslaved by them. i just wanted to get rid of them, so in my case it was at & t. i feel the same way about at&t. they own you more or less once you're in there and you would like to get out. and ceo of t-mobile has been
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clever about uncuppeling all that stuff. >> agreed. we'll have to end it there. roger, thank you very much. we appreciate it. >> my pleasure. >> today on facebook and twitter we've been asking you what is more important, better smart phone technology or lower cost mobile phone plan and why. lower cost plans, i always want the latest but current phones are fine. low cost mobile phones, need options for those who can't forward or don't want or need a lot of technology. tell us what you think at ali velshi at real money or leave us the comment on facebook. let's go to a hot topic, not technology but marijuana. what to do with tax revenues so far 20 states in the district of columbia have legalized marijuana and there will be
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voter approved laws that allow marijuana sales to all adults. for the first time ever a gallon lop poll found the majority of u.s. citizens believe that pot should be legal for recreation use as well as medical purposes. the valley of legal sells is expected to reach $1.4 billion. next year analysts expect it to hit $2.3 billion, a growth rate of 64%. that's a faster growth rate than the mobile growth rate that we were just discussing. for those who are trying to develop and capture market chair marijuana with all of its association for youthful rebellion is becoming a market commodity. that's capitalism and that's america. investors who were trading in twitter stock even before the giant hit the public markets. i'm david shuster in for ali
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the campaign attracted lots of national attention. president obama and vice president bidden still to comed fostill tostill tstumped forcoue chicuccinelli.