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Plant Engineering magazine, the leading publication for industrial plant engineering and maintenance professionals, has an immediate opening on its staff for a Senior Editor, Electrical/Electronics. Here is a job description and a list of preferred credentials.

Description: Work with authors to produce high-quality feature articles; research and write cover features; edit assigned departmental material; increase knowledge of business, industry, function, and technology; and plan and monitor coverage in assigned areas. Excellent opportunity for electrical/ electronics specialist who enjoys communications and working with a variety of people. High level of independence and decision making. Interesting travel and exposure to latest technologies. Opportunity to build reputation and respect throughout industry. Potential for advancement includes managing editor and chief editor positions.

Qualifications: Experience with electrical and electronic equipment and systems in industrial plants. Demonstrated communications abilities, especially in writing. Proven abilities to organize work, function as a team member, plan projects, conduct research, and work independently with minimal supervision. Well-developed interpersonal skills. Ability to visualize presentation of information. Preferred educational background is a college degree with a major in Electrical Engineering.

To apply for this position, write to 00-PltEng-29, Cahners Business Information, 2000 Clearwater Dr., Oak Brook, IL, 60523; fax: 630-574-6545; e-mail:


Should a worker on strike receive insurance benefits?

I am writing in regard to the "Human Side of Engineering" case, "Should a worker on strike receive insurance benefits?" (PE, February 2000, p 22). Mr. Dreyfack raises an interesting point. His answer would have resulted in ultimately getting the correct information ("check with legal"), but it's a lot simpler than that.

Workers benefits are covered by The Employee Retirement Income Security Act of 1974 (ERISA). It covers them when they quit or are fired and, no doubt, when on strike.

If the company failed to send a COBRA notice in an unusual situation like a strike, the employee would be entitled to collect. If the company did send the notice and the employee returned it with a request to continue coverage, he would also be covered.

The missing ingredient in the story is "Did the company send a COBRA notice to the strikers when they went on strike?" If they did and the striker did not take advantage of the offer within the time allocated, the striker would not be covered.

It's an insurance issue, not arbitration at that point.- Jim Haigh

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