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Business Wire
a day ago
- Business
- Business Wire
GE Appliances Opens Onsite Advanced Primary Care Clinic for Monogram Refrigeration LLC Employees and Families in Tennessee
SELMER, Tenn.--(BUSINESS WIRE)--America's #1 Appliance Company 1, GE Appliances, a Haier company, today announced the opening of a new onsite advanced primary care clinic at its Monogram Refrigeration LLC plant in Selmer, Tennessee. This state-of-the-art clinic will serve employees and their covered family members (age two and older), marking the first workplace-based health clinic of its kind in McNairy County. The new advanced primary care clinic is in addition to the traditional health coverage benefits offered by the company. 'In today's fast-paced world, providing accessible and comprehensive healthcare is more important than ever—especially in rural manufacturing communities,' said Rocki Rockingham, Chief Human Resources Officer for GE Appliances. 'This clinic is more than a benefit; it's a key part of our strategy to be an employer of choice and attract and retain the talent we need to operate and grow in a competitive labor market. Our employees deserve the best, and that includes healthcare that's close to work, easy to access, and focused on their whole well-being.' The new facility is GE Appliances' third onsite advanced primary care clinic, with a fourth location planned to open in Alabama. Monogram Refrigeration LLC, a wholly owned subsidiary of GE Appliances, manufactures luxury refrigeration products and Zoneline® air conditioners in Selmer and is one of the largest employers in the region. 'When manufacturers invest in the holistic well-being of their workforce, they're doing more than offering benefits—they're making a powerful statement that their people are their greatest asset,' said Carolyn Lee, President and Executive Director of the Manufacturing Institute. 'These investments in people play a critical role in both attracting and retaining talent. At the Manufacturing Institute, our research consistently shows that team members are more likely to stay—and thrive—when they believe their employer truly cares about them. It's not just the right thing to do; it's a smart strategy for attracting and retaining the skilled talent that drives our industry forward.' Healthcare Where It's Needed Most The clinic is designed to deliver high-quality, value-based care that puts patients at the center of their healthcare journey. It will remain open until 6 p.m.—later than other regional clinics—and will offer an array of services, including: Advanced primary care Mental health services (a critical need in the region, where many currently drive to Corinth, MS for access) Access to a registered dietician Prescription services for common medications The new primary care clinic will be managed by third-party healthcare provider CareATC. These offerings are designed to meet the unique healthcare needs of employees and their families, ensuring timely and convenient access to care without having to travel long distances. Proven Results and Expanding Access The Selmer clinic builds on the success of GE Appliances' existing onsite clinics at its plants in Louisville, Kentucky and LaFayette, Georgia. Over the past two years, the company has seen: A 45% increase in employees using CareATC clinic services A 37% rise in overall visits A 35% increase in preventative care visits A 17% increase in mental health appointments A 70% reduction in avoidable ER visits among employees using the clinics Employees are averaging 4.82 visits per year, far surpassing industry benchmarks, demonstrating strong engagement and driving improvements in health outcomes. 'We believe healthier employees make for a stronger workforce and a stronger community,' said Michele Clark, Global Wellbeing Leader at GE Appliances. 'By investing in advanced primary care close to where our people live and work, we're not only helping them stay healthier—we're giving them a reason to stay in a manufacturing career over other opportunities.' About GE Appliances At GE Appliances, a Haier company, we come together to make good things, for life. Headquartered in Louisville, Kentucky, we are a leading U.S. manufacturer of home appliances with 15,500 team members nationwide. GE Appliances, found in half of all U.S. homes, is proud to be rated America's #1 Appliance Company 1, trusted by millions of families nationwide. We manufacture and sell products under the Monogram™, Café™, GE Profile™, GE®, Haier™, and Hotpoint™ brands. Our operations support nearly 98,000 additional American jobs and represent an investment of more than $3.5 billion since 2016. We are deeply committed to the communities where we live and work, passionate about getting closer to our product users to understand their needs and driven by the belief that there's always a better way. To learn more about our company, brands, career opportunities, and impact, visit or connect with us on LinkedIn.
Forbes
26-05-2025
- Business
- Forbes
Manufacturing Jobs Projected To Grow By 30%: Top 7 High-Paying Careers
Projections for the manufacturing sector indicate nearly 30% growth through 2033, according to reports from Deloitte. Construction spending in manufacturing—in other words, dollars invested to build new or expand existing manufacturing facilities—has nearly tripled since June 2020. In January 2024, this investment reached a record high of $225 billion, which is a 37% year over year increase. Current efforts from the Trump administration are expected to further drive investment in American manufacturing. Analysis indicates that 3.8 million workers will be needed in the sector over the next eight years, with a caveat: attraction and retention are major concerns for leaders. Deloitte warns that as many as 5 in 10 skilled positions (1.9 million jobs) could remain unfilled if manufacturers can't address skills gaps. Carolyn Lee, President and Executive Director of the Manufacturing Institute, says, 'Companies must prioritize technology, training and talent development, and the investments that are driving growth will also require the industry to build out a talent ecosystem. A whole host of new talent will be on the factory floor and driving the next wave of growth.' According to research from Go Banking Rates, and based on details from the U.S. Bureau of Labor Statistics, these opportunities offer high-growth and high pay in manufacturing: Meanwhile, 4.3 million Gen Z workers are struggling to find direction in an uncertain job market. Over 4 million Gen Z adults in the U.S. are not in school, working or in job training. Could manufacturing be a potential career opportunity? To be sure, many of the gigs on this list require advanced degrees, and experience levels that might not be readily accessed by new entrants into the workforce. The real story here isn't the amount of high-paying jobs in manufacturing. It's a story of access, particularly for Gen Z. Access requires skills, to be sure. But also desire. In a Measure of America study, the Social Science Research Council tracks something called 'disconnection' - a reflection of adults not in the workforce, in training or in school. For leaders interested in shaping the future, providing a pathway to reconnection is the key. Opportunities in both blue-collar and white-collar roles seem to be on an upward trend in manufacturing. Connecting skill sets to the opportunities is the challenge for leaders who are focused on attraction and retention. For leaders today, there's never been a greater need for talent development and training. Practical skills are vital for today's workforce, as the value of a college degree continues to be a source of serious debate for many. The opportunities in manufacturing support new initiatives from the current administration, to drive domestic manufacturing investment. But just as a new factory can't be built overnight, it takes time for the workforce to adjust to new opportunities. And, for many workers, that adjustment is complicated by a loss of trust in the job market. With a proliferation of ghost jobs, and consistent stories from workers who have been searching for jobs for months or years, a Catch-22 emerges. Candidates are crispy: frustrated by trying to find an employment opportunity they can trust. How to tailor training for the future of work is one issue among many, as advancements in technology might defy the stats listed up above. For example, it's clear that Data Scientists have a rosy outlook and good salaries. But do workers have this skillset, or want to devote their careers to this line of work? Seeing opportunity doesn't mean you can instantly fulfill the gig - or that you would want to. In the job market, a large gap of disconnection remains between roles and desires, as salaries and statistics don't always tell the whole story.
