There are still some high schools with automotive tech programs. In one case in Dallas, TX, the supervisor of that program noted that when the kids leave, they've already got jobs lines up with many local dealerships. They start them out (usually) driving the courtesy cars to customers and such, then promote them to other higher-paying/more responsibility jobs. The local UTI branch has on-site HR offices of many of the DFW area high-end car dealers, too. Not quite as "doom and gloom" as some might tend to be.
Used to be that at WalMart, if the staffed checkout lines got more than 5 customers in them, then they'd call for more checkers. But that ended (about 10 years ago) when they put in the self-checkout stations (just a few at first, now MANY). Didn't take the threat of $15/hr wages to get those installed, 10+years ago. There are other ways for them to get around paying higher base wages, too, by observation.
What has happened in far west TX, where the oil patch determines wages for non-oil patch workers, with a somewhat limited workforce. ONE local grocery store with stock piled in the aisles. Nobody to hire to put it up, except those already there. Lodging rates through the roof. $15.00/hr doesn't even cut it for those people.
But then we heard about Disney employees who are living in their cars, working full-time, too. For a company with high profits.
Bad thing is that legislation is necessary to make people "do the right thing" for those which are making them money, in the first place. Many businesses seem to want "warm body robots" to work for cheap as the corporate officers live in mansions. Profit sharing seems to be a lost concept. Several cities in TX have passed "paid sick days off" ordinances, which are being contested by business groups. Such ordinances are claimed to be unconstitutional.
Remember the "Undercover Boss" television show? Where "the boss" went around and got to know their employees, undercover. How many "bosses" had their eyes opened from that experience? Gave scholarships to the employee's kids as a result. Plus other things. Perhaps more of that is needed?
At our dealership, one time our parts people were on a "meet the objective and you get another 3%/year on top of the normal 5% yearly bonus" situation. Of course, that first year, objectives were met and exceeded. Second year, same thing. EVERYBODY made money, bottom and top.
Another time, the techs were on an "upsale spiff", which was wildly successful for them. EVERYBODY made money and CSI scores rose too. There is WISDOM in these things, if they are implemented well.
In some cases, these incentives have been replaced by workplace improvements, which also can increase productivity and profits.
Just some thoughts,
CBODY67