48 out of 50 States Have Lost Jobs since 2009 Stimulus Law

Despite the Administration’s declaration that this is the “Summer of Recovery,” data released today by the U.S. Department of Labor, and the chart below, show that virtually the entire country is experiencing a yet another season of continued unemployment.

Through May 2010, the latest data available, a total of 48 out of 50 states have seen a net job loss since the President signed the Democrats’ $1 trillion “stimulus” bill into law in February 2009. The data show that only Alaska, North Dakota and the District of Columbia have seen net job creation since then.

“This is just one more piece of data showing that the stimulus bill failed and the resulting run-up in debt is hurting our economy,” said Ways and Means Ranking Member Dave Camp. “With the debt larger than 90 percent of our GDP, we are forfeiting as many as one million jobs. Those are jobs families desperately need. If we want to create sustained job growth in this country we have to get our spending, deficit and debt under control. That starts by passing a budget – something Democrats have refused to do.”

To see how the Democrats’ deficit spending stimulus bill has failed your state, see the table below.

State	Administration Claims of Change in Jobs Through December 2010	Actual Change in Jobs Through May 2010
Alabama	+52,000	-40,400
Alaska	+8,000	+700
Arizona	+70,000	-69,900
Arkansas	+31,000	-17,700
California	+396,000	-495,400
Colorado	+59,000	-83,100
Connecticut	+41,000	-32,800
Delaware	+11,000	-6,300
District of Columbia	+12,000	+7,200
Florida	+206,000	-159,800
Georgia	+106,000	-117,500
Hawaii	+15,000	-7,800
Idaho	+17,000	-16,500
Illinois	+148,000	-144,600
Indiana	+75,000	-26,400
Iowa	+37,000	-23,100
Kansas	+33,000	-32,800
Kentucky	+48,000	-6,800
Louisiana	+50,000	-23,600
Maine	+15,000	-12,500
Maryland	+66,000	-16,600
Massachusetts	+79,000	-36,600
Michigan	+109,000	-94,100
Minnesota	+66,000	-45,400
Mississippi	+30,000	-20,800
Missouri	+69,000	-49,100
Montana	+11,000	-6,600
Nebraska	+23,000	-10,600
Nevada	+34,000	-64,600
New Hampshire	+16,000	-3,500
New Jersey	+100,000	-67,800
New Mexico	+22,000	-24,400
New York	+215,000	-89,500
North Carolina	+105,000	-66,000
North Dakota	+8,000	+4,800
Ohio	+133,000	-127,900
Oklahoma	+40,000	-38,600
Oregon	+44,000	-48,000
Pennsylvania	+143,000	-64,100
Rhode Island	+12,000	-14,800
South Carolina	+50,000	-14,400
South Dakota	+10,000	-5,400
Tennessee	+70,000	-50,300
Texas	+269,000	-100,000
Utah	+32,000	-16,900
Vermont	+8,000	-7,900
Virginia	+93,000	-28,000
Washington	+75,000	-67,700
West Virginia	+20,000	-10,700
Wisconsin	+70,000	-73,100
Wyoming	+8,000	-8,400

Source: Administration February 2009 projection and Ways and Means staff calculations based on Department of Labor data.

Ways and Means Republican Press Office
www.Republicans.WaysandMeans.House.Gov
202.226.4774

Georgia Department of Human Services To Create 20,000 Jobs Using Federal Stimulus Funds

The Georgia Department of Human Services will use more than $160 million in funds from the American Recovery and Reinvestment Act as an incentive for private- and public-sector employers to hire 20,000 Georgians this summer.

We have a unique opportunity to put Georgians back to work, reinvigorate Georgia businesses and spark an economic recovery across our state, said B.J. Walker, commissioner of the Georgia Department of Human Services. While some states are using federal stimulus funds primarily for social services, we will use ours to put Georgians back to work.

The department is offering huge incentives to employers under two programs, TeenWork, which seeks to hire 15,000 teens this summer and Jobs for Georgia, which will provide incentives for employers to hire 5,000 adult workers.

Under the TeenWork program, employers can hire youths aged 14-18 at a 100 percent subsidy paid by the state. Jobs are available June 1 to July 31, and applicants must come from homes earning less than 300 percent of the federal poverty level, or about $66,000 for a family of four.

The Jobs for Georgia program will provide an 80 percent subsidy, with employers paying only 20 percent of the workers' wages. Adult workers must have at least one dependent child and a current household income of less than 300 percent of the federal poverty level.

These jobs will provide opportunities for youths to learn essential new work habits, and will give adults an opportunity to learn new skills, said Commissioner Walker. And it gives employers strong incentives to hire. DHS will also use the federal funds to help families facing one-time emergencies, such as trouble with rent payments, mortgage and utility payments. The department has also set aside funds for child care to ease the path back to employment for working parents. Parents who meet the eligibility guidelines and who are either working (full or part time), in school or a training program or are doing a job search through Department of Labor may qualify to have their childcare paid.

Employers can pledge jobs and prospective employees can apply for jobs at jobsforgeorgia.org, and georgiateenwork.org.

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Statement from Bart van Ark, Chief Economist of The Conference Board on Today's Jobs Report from The U.S. Labor Department

/PRNewswire/ -- Jobs report is disappointing

While today's jobs report shows gains, it's a significant setback following four consecutive months of accelerating growth. The private sector added only 41,000 jobs, as May's employment increase was driven by temporary Census hiring. Continued slower growth would mean we've passed an unprecedented early peak in the rate of employment growth following a recession, which wouldn't be good news for the recovery's strength. Manufacturing jobs gains are at best tepid, and a lack of significant growth in construction, financial services, and information show several sectors aren't yet on the recovery path.

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Year Up Atlanta and Walmart Team Up for the National 'Walk For Opportunity'

/PRNewswire/ -- In an effort to close the Opportunity Divide and promote a solution for the skilled talent shortage threatening US companies, Year Up Atlanta today kicks-off its annual "Walk for Opportunity." At this event, Year Up students, instructors, staff, community and partner companies -- including a Walmart representative -- are walking throughout Atlanta.

The Bill and Melinda Gates Foundation projects a shortfall of 14 million knowledge workers necessary to fuel the US economy over the next 10 years. In response, the Walk is bolstering visibility for Year Up's mission to close the Opportunity Divide -- a gulf borne from lack of access to quality education, resources, and support that prevents 4.4 million low income young adults from making the most of their potential. By providing these young adults with skills and experience, not only are they empowered to reach their potential through professional careers and post-secondary credential attainment, but they in turn provide US companies with the talent necessary to remain competitive.

"Walmart's participation in Year Up's Walk for Opportunity demonstrates our commitment to connecting Atlanta's young adults to education and job training needed for future success," said Glen Wilkins, Senior Manager of Public Affairs at Walmart. "These resources are necessary not only to strengthen communities, but also provide these individuals with valuable career opportunities."

The Walk for Opportunity is being held in six US cities, including Atlanta, Boston, New York City, Providence, San Francisco, and Washington, DC. Additional information specific to the Walk in Atlanta can be found at: http://www.yearup.org/walkforopportunity/atlanta.html.

"Year Up's Walk for Opportunity represents a united understanding that not only is Corporate America facing a growing shortage of US skilled labor, but that the solution lies in the unrealized talent of 4.4 million low-income young adults," said Gerald Chertavian, founder and CEO of Year Up. "By providing these individuals with access to resources and education, we can help them achieve their dream of establishing a family sustaining career and successfully pursuing post secondary credentials, while we supply our partner companies with this untapped pipeline of local talent."

In 2010, Year Up received a $721,500 contribution from the Walmart Foundation to help grow its site in Atlanta, Georgia, as well as launch its new office in Chicago in 2010. The grant makes it possible for Year Up not only to expand its proven model to reach more candidates in both regions, but also to change workplace hiring practices and influence how government at all levels support workforce development programs.

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Immigration vs. Teen Employment; Study Finds Immigrant Competition Contributes to Decline in Work

/PRNewswire/ -- The summer of 2010 is shaping up to be worst summer ever for the employment of U.S.-born teenagers (16 to 19 years old). But even before the current recession, the share of U.S.-born teens in the labor force - working or looking for work - was declining. A new report from the Center for Immigration Studies finds that competition with immigrants (legal and illegal) explains a significant share of this decline. The fall in teen employment is worrisome because a large body of research shows that those who do not hold jobs as teenagers often fail to develop the work habits necessary to function in the labor market, creating significant negative consequences for them later in life.

The report, "A Drought of Summer Jobs: Immigration and the Long-Term Decline in Employment Among U.S.-Born Teenagers," can be found at http://www.cis.org/teen-unemployment

Among the findings:

-- The summer of 2009 was the worst summer ever experienced by U.S.-born
teenagers (16-19) since citizenship data was first collected in 1994.
Just 45 percent were in the labor force, which means they worked or
were looking for work. Only one-third actually held a job.

-- Between the summers of 1994 and 2000, a period of significant economic
expansion, the labor force participation of U.S.-born teens actually
declined from 64 percent to 61 percent. By the summer of 2007, before
the current recession, it was down to 48 percent.

-- The number of U.S.-born teenagers not in the labor force increased
from 4.7 million in 1994 to 8.1 million in 2007. In the summer of 2009
it stood at 8.8 million.

-- The severity of the decline is similar for U.S.-born black, Hispanic,
and white teens. The fall-off is also similar for teenagers from both
high- and low-income households.

-- Immigrants and teenagers often do the same kind of work. In the summer
of 2007, in the 10 occupations employing the most U.S.-born teenagers,
one in five workers was an immigrant.

-- Comparisons across states in 2007 show that in the 10 states where
immigrants are the largest share of workers, just 45 percent of
U.S.-born teens were in the summer labor force, compared to 58 percent
in the 10 states where immigrants are the smallest share of workers.

-- Looking at change over time shows that a 10 percentage-point increase
in the immigrant share of a state's work force from 1994 to 2007
reduced the labor force participation rate of U.S.-born teenagers by
7.9 percentage points.

-- Among the states with high immigration and low teen labor force
participation are Nevada, New Jersey, Georgia, Arizona, Texas, North
Carolina, California, and New York.

-- The most likely reason immigrants displace U.S.-born teenagers is that
the vast majority of immigrants are fully developed adults -
relatively few people migrate before age 20. This gives immigrants a
significant advantage over U.S.-born teenagers, who typically have
much less work experience.

-- Summer is the focus of this report; however, the decline in the
employment of U.S.-born teenagers is year-round, including a decline
during the other peak period of seasonal employment at Christmas.

-- Although there is good evidence that immigration is reducing teenage
labor market participation, other factors have likely also contributed
to this problem.

-- One factor that does not explain the decline is an increase in unpaid
internships among U.S.-born teenagers. High-income and college-bound
teens are the most likely to be in internships, yet teenage high
school dropouts and those from the lowest income families show the
same decline. Moreover, there are only about 100,000 internships (paid
and unpaid) in the country. The increase in U.S.-born teenagers not in
the labor force was 3.4 million between 1994 and 2007.


Discussion: The primary reason to be concerned about the decline in teenage employment is that research shows consistently that it is as a young person that workers develop the skills and habits necessary to function in the labor market. Poor work habits and weak labor force attachment developed as a teenager can follow a person throughout life. As a result, those who do not work as teenagers earn less and work less often later in life than those who were employed in their teenage years, especially those who do not go on to college.

Businesses have repeatedly argued that there are not enough seasonal workers. If seasonal workers were truly in short supply, the share of teenagers in the labor force would have increased significantly, not fallen dramatically. There is good evidence that immigration accounts for a significant share of the decline in teenage summer labor force participation. In many of the occupations where teenage employment declined the most, immigrants made significant job gains. Comparisons across states in 2007 show a strong relationship between the growth in the immigrant population and the decline in teenage employment. The finding that immigration is reducing labor force participation of teenagers parallels the conclusion of newly published working paper from the Washington, D.C., Federal Reserve, "The Impact of Low-Skilled Immigration on the Youth Labor Market."

The decision to allow in large numbers of legal immigrants (temporary and permanent) and to tolerate large-scale illegal immigration and to turn away from employing U.S.-born teenagers may be seen as desirable by some businesses. However, this policy choice may have significant long-term consequences for American workers as they enter adulthood. The potential impact of continued large-scale immigration on teenagers is something that should be considered when formulating immigration policy in the future.

The Center for Immigration Studies is an independent research institution which examines the impact of immigration on the United States.

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Planned Job Cuts up in March Compared with February

A day before the release of a hotly anticipated monthly jobs report from the government, a private firm said U.S. companies dramatically increased layoffs in March compared with February.

Outplacement firm Challenger Gray & Christmas said Thursday that companies announced 67,611 planned job cuts last month, much higher than the 42,090 in February.

There were some bright spots, however; compared with last year the pace of downsizings is sharply slower, with March cuts down 55% from the same month a year ago. And the first-quarter total of 181,183 is 69% below the year-ago first quarter mark.
http://www.foxbusiness.com/story/markets/market-overview/planned-job-cuts-march-vs-feb--challenger/


Geithner: Jobless Rate to Stay 'Unacceptably High' for a Long Time

Treasury Secretary Timothy Geithner said Thursday it's "deeply unfair" that some financial institutions that got taxpayer-paid bailouts are emerging in better shape from the recession than millions of ordinary Americans.

He acknowledged public outrage over that and said people watched with disdain as Washington protected high-risk banks and investment houses, even as the national unemployment rate was soaring to double-digit levels for the first time in a generation.

But in a nationally broadcast interview, Geithner also argued that President Obama had no choice when confronted with a financial crisis.

http://www.foxnews.com/politics/2010/04/01/geithner-jobless-rate-stay-unacceptably-high-long-time/?test=latestnews

Clayton State New York Times Talk on Unemployment, March 23

The high unemployment rate will be the topic of discussion on Tuesday, Mar. 23 when the next discussion in Clayton State University’s on-going series of New York Times Talks takes place in room T152 of Clayton Hall.

From 11:30 a.m. to 12:30 p.m., Associate Professor of Economics Dr. Nikki Finlay will facilitate a New York Times talk explaining why unemployment is so high right now in the United States.

The event is free and open to the public, and a free lunch, courtesy of the New York Times and the American Democracy Project, will be provided to those who attend.

For more information, contact Professor of Political Science Dr. Joseph Corrado, Clayton State campus coordinator of the American Democracy Project, at joecorrado@clayton.edu or (678) 466-4803.

A unit of the University System of Georgia, Clayton State University is an outstanding comprehensive metropolitan university located 15 miles southeast of downtown Atlanta.
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Augusta: Job fair brings opportunity to unemployed CSRA residents

Metropolitan area has 9 percent unemployment rate

Sizemore, Inc. will host a job fair on Monday, Feb. 15, at the Holiday Inn on Belair Rd. The regional employment company will offer a variety of open positions, including security, administrative, industrial and health care.

The job fair offers a one-stop shopping opportunity for residents of the CSRA who are a part of the 9 percent of the population who are currently unemployed. Applicants should bring two forms of identification and a current criminal background check. Criminal background checks can be obtained from a local sheriff's office.

Sizemore, Inc. is the parent company of Sizemore Security Services, Sizemore Staffing Services, and Sizemore Janitorial Services. The Sizemore, Inc. corporate headquarters has been located in Augusta, GA since 1955.

Admin / Labor / Industrial / Machine / Warehouse / Forklift / Material Handlers
FT / PT Wknd Janitorial, Security Officers
Exp Healthcare Sec Mgr

Apply at 1369 Reynolds St.
Mon - Wed 9 - 2, Thurs 9 - 12
Bring current criminal background check & two forms of ID

CarMax Hiring for 600 Store Positions Across U.S.

(BUSINESS WIRE)--CarMax, Inc. (NYSE: KMX), the nation's largest retailer of used cars, is currently recruiting for approximately 600 store positions in locations across the country. The majority of positions are in sales, with additional openings in service operations, the business office and purchasing. Automotive experience is not necessary for most positions. Full and part-time positions are available.

“At a time when unemployment is high and people may be thinking about a career change, we are proud to be offering quality jobs that offer training, development and excellent benefits at a company that is often recognized for being a great place to work,” said Tom Folliard, president and CEO of CarMax. “The current store position openings are part of our usual hiring each year to prepare for the spring and summer car buying season.”

CarMax was just named one of the “100 Best Companies to Work For” for the sixth year, by FORTUNE magazine. The company offers a comprehensive benefits package that includes health coverage, paid time-off, insurance and disability, and retirement options. The company promotes a work-life balance and a diverse work environment. Employees receive discounts on car purchases and other services.

“CarMax is looking for candidates with high integrity, strong customer service skills, good problem solving ability, and who have a willingness to work the varied hours of a retail work environment,” says Pam Hill, director of selection and recruitment for CarMax. “We look forward to hiring a diverse, talented group of associates this year and we are particularly interested in individuals with professional sales experience.”

How Can Job Seekers Apply?

* Job seekers should apply online at http://www.carmax.com/careers
* To see a video with first-hand accounts of CarMax sales consultants, visit the Careers page on carmax.com and click on Store Careers.
* CarMax will contact applicants and set up interviews after an initial review of applications

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State of Georgia Announces Job Training Partnership with Microsoft

25,900 free Microsoft technology training vouchers to be provided to Georgia citizens

Governor Sonny Perdue today announced that Georgia and Microsoft will combine efforts in a unique, public-private partnership to provide free technology training to displaced workers. The Governor joined Steve Ballmer, Microsoft’s Chief Executive Officer, at the Capitol to applaud the initiative titled “Microsoft Elevate America.”

“We are excited to join forces with Microsoft in this important initiative. This partnership will provide thousands of Georgians with the education and skills required to succeed in the new economy,” Governor Perdue said. “When people obtain the necessary job and technology skills, their quality of life, and the quality of our state workforce, vastly improves.”

Microsoft is partnering with the Governor’s Office of Workforce Development to distribute a total of 25,900 training vouchers during the next 90 days. Courses range from basic technology literacy to intermediate and advanced level technology skills training. A portion of the vouchers will be issued to Georgia residents for Microsoft Certification Exams, all at no cost to the recipient.

“Our vision for Elevate America is to give Americans the technology training and certification to help them get back to work, “said Steve Ballmer, Chief Executive Officer, Microsoft. “Many individuals do not possess critical skills needed in today’s changing economy. We believe that through a strong partnership with the state of Georgia, the training offered through Elevate America can lead to employment opportunity and ultimately grow Georgia’s economy.”

Georgia will receive 11,500 vouchers for Microsoft Windows and Office online training, 11,500 vouchers for Microsoft Business Certification Exams, and 2,900 vouchers for advanced technical professional level online training:

• Each training voucher is redeemable for free online training in Microsoft Windows, or one of the programs in the Microsoft Office suite.
• Each certification exam voucher is redeemable for a Microsoft Business Certification Exam.
• Advanced technical professional level vouchers are redeemable for free online training for individuals in technical professional career tracks in areas such as web development or database management.

Any Georgia resident may request and receive a voucher. The vouchers will be distributed through the Georgia Work Ready Web site through on-line application at www.gaworkready.org ; through participating Workforce Investment Act (WIA) One Stop Centers and select Goodwill locations. In its role as Microsoft’s “designated partner” for administration of Elevate America in the state, the Governor’s Office of Workforce Development is responsible for the overall distribution program. Vouchers will be available to citizens across the state on a first-come, first-served basis starting today through April 22, 2010. Individuals must activate their vouchers for training and complete certification exams within the 90 day period.

Microsoft Vice President Pamela Passman announced the “Microsoft Elevate America” program at the National Governors Association winter meeting in February 2009. The initiative is expected to provide up to 1 million vouchers nationwide for Microsoft e-Learning courses and select Microsoft certification exams at no or low cost to recipients. The program is designed to provide technology training for up to 2 million people during the next three years. Georgia’s participation in the program makes it the tenth state to take part in this groundbreaking initiative.

For additional information regarding the Microsoft vouchers and locations where citizens can obtain a voucher in Georgia, please visit www.gaworkready.org within the “Jobseeker” portion of the site.
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J.B. Hunt Transport Services, Inc. Launches Updated Employment Website

(BUSINESS WIRE)--J.B. Hunt Transport Services, Inc. (NASDAQ: JBHT) today announced the Company has launched an improved version of its popular employment website, www.jbhunt.jobs. Prospective employees may now utilize a host of new features and user-friendly navigation designed to streamline the job search and application process.

“It is our goal to provide applicants information about our Company, our employees and our benefits as well as an outlet for them to contact us regarding employment opportunities.”

An updated job-search feature allows applicants to obtain real-time information about driving, office and maintenance careers, as well as internships and benefits. From corporate responsibility to J.B. Hunt’s focus on diversity and sustainability, applicants have the information they need to know about life at J.B. Hunt, while taking advantage of improved capabilities that include:

* The ability to search real-time job postings by city and state or by zip code and apply online for open positions
* A job alert feature to provide drivers with job opening notifications by phone, text or email
* A Driver chat function which allows drivers to have their questions answered instantly by a Company hiring representative
* Streamlined navigation throughout the site

“We continue to focus on providing the best user experience possible by increasing interaction with prospective employees,” said Kirk Thompson, president and CEO for J.B. Hunt. “It is our goal to provide applicants information about our Company, our employees and our benefits as well as an outlet for them to contact us regarding employment opportunities.”

The most significant changes to the site focus on the driver section. With an updated job alert function, interested drivers can choose for J.B. Hunt to contact them by phone, email or text when a driving position becomes available in their area. The site also provides easier access to information on local and regional driving jobs, which can provide drivers more quality time at home as well as strong W2 earnings.

J.B. Hunt is a dynamic and diverse organization of more than 14,500 employees nationwide. For more information on employment opportunities, or to view the new site, visit www.jbhunt.jobs.

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Naughty or Nice? How Job Seekers Can Shine During the Holiday Season

(BUSINESS WIRE)--“Have you been naughty or nice?” No one is too old to consider this seasonal question. According to John Paul Tier, a career consultant for Williams, Roberts, Young, a Winston-Salem, N.C.-based partner firm of Career Partner International (CPI) www.cpiworld.com, the world’s largest partnership of career transition and coaching firms, to maximize the unique job-search advantages that the entire holiday season offers, become your very own Santa Claus and make sure your efforts reflect the “Nice” list.

* Naughty. Be a humbug!

Nice. Take time to recognize your individual blessings. Enjoy the holidays, join in the celebration, and remember that we all have something to feel good about. This will actually endear you to friends, family, and others.

* Naughty. Give up and restart your efforts in the New Year.

Nice. Bump your job search efforts up a notch by increasing your holiday activities to stand out from those job searchers who simply give up during the holiday season.
* Naughty. Ask, “What’s in it for me?”

Nice. Lend a helping hand. Volunteering to help others can expand your network of contacts and allow you to demonstrate your talents at a time of year when many corporate, charitable or community support programs are short of help.
* Naughty. Refuse invitations to holiday parties.

Nice. Take advantage of the season’s social hubbub as holiday parties offer great opportunities to expand your network. Also, reignite your network connections and spread good cheer by sending holiday greeting cards.
* Naughty. Have a bleak and negative response to, “How’s the job search?” that revolves around where you have been and why you haven’t found a job yet.

Nice. Have a positive and proactive response to, “How’s the job search?” that focuses on where you are going and what you are looking for.
* Naughty. Focus only on making your interactions with people about job leads.

Nice. Focus more on getting to know other people so you can build stronger, long-term relationships that will create more opportunities personally and professionally.
* Naughty. Give in to the stress and strife.

Nice. Give yourself permission to simply relax. Not only will you enjoy the holiday season, taking a few scheduled days off will help you stay mentally fit and refreshed in the months to come—making you a more attractive candidate and potentially shortening your search.

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GEICO to Hire 150 for Macon Office in First Quarter 2010

(BUSINESS WIRE)--Since GEICO’s Macon operations center opened in 1974, the office has grown to employ more than 4,340 associates – and it has no plans of stopping. GEICO is actively recruiting and plans to hire more than 150 new associates in its Macon office in the first quarter of 2010.

GEICO’s Macon office has doubled in size in the last 10 years and because of its continued growth, the company has many career opportunities and is hiring for its sales, customer service, claims and centralized services departments. GEICO provides paid training for entry-level associates and positions are available for high school and college graduates, applicants with some college and experienced professionals.

"This is a great time to build a career with GEICO," said Shawn Burklin, the regional vice president in Macon. “GEICO has been in business for 73 years and the Macon office celebrated its 35th anniversary this year. We expect continued growth in 2010 and are looking for well-qualified associates who want to grow with GEICO and be part of our success."

According to Meredith Rosser, director of human resources, “If you want a place to build a career, GEICO is it. No insurance experience is required because we provide a 100 percent paid training program. We offer excellent benefits including competitive salaries, tuition reimbursement, 401(k) plans, medical plans and many other perks. Our supportive culture provides a positive and successful work environment for our associates.”

GEICO’s Macon office uses a one day hiring process in which applicants can start and finish the interview process in one day rather than making several visits.

To submit an application online, go to http://careers.geico.com/.

GEICO has been named a top employer for college graduates by CollegeGrad.com, The Black Collegian, and mentioned in the Princeton Review’s “Best Entry-level Jobs” guidebook.

GEICO (Government Employees Insurance Company) – as part of Berkshire Hathaway – is the third-largest private passenger auto insurer in the United States*. GEICO provides auto insurance coverage for 9 million policyholders and insures more than 16 million vehicles.

As a member of the Berkshire Hathaway group of companies, GEICO is rated A++ for financial strength by A.M. Best Company and ranks at the top of several national customer satisfaction surveys. For more information, go to http://www.geico.com.

*A.M. Best 2008 market share data

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