Businesses are cutting back on hours to avoid having to provide health care coverage under the new Affordable Care Act.

Steve Julian: Business analyst Mark Lacter, who's affected here?

Mark Lacter: Thirty hours a week is the magic number for workers to be considered full time under the new law.  If a business has 50 or more full-time employees, health care coverage has to be provided.  Except that a lot business owners say that the additional cost is going to be a financial killer, so instead, some of them have been cutting back hours to below that 30-hour threshold.  More than 200,000 Californians are at risk of losing hours from the health care law - that according to one study.

Julian: What kinds of businesses are doing this?

Lacter: Restaurant chains have received much of the attention, but the city of Long Beach, as an example, is going to reduce hours for a couple of hundred of its workers.  And, last week came word that the L.A.-based clothing chain Forever 21 will cut some of its full-time employees to a maximum 29-and-a-half hours a week, and classify them as part time.  That touched off an outcry on the Internet - people were saying that Forever 21 was being unfair and greedy - though the company says that only a small number of employees are affected, and that its decision has nothing to do with the Affordable Care Act.  There's really no way to know - Forever 21 is a private company, which means it's not obligated to disclose a whole lot.  What we do know is that those people will be losing their health care coverage.

Julian: And, the ultimate impact on businesses and workers?

Lacter: Steve, you're looking at several years before the picture becomes clear.  Here in California, workers not eligible for health care through their employer can get their own individual coverage, and if their income levels are not over a certain amount, they'd be eligible for Medicaid.  And, let's not forget many businesses already provide coverage for their employees.  So, lots of rhetoric - but, not many conclusions to draw from, which does make you wonder why so many business owners are unwilling to at least give this thing a chance.  Just doesn't seem to be much generosity of spirit for their workers, not to mention any recognition that if people can go to a doctor instead of an emergency room we'd probably all be better off.

Julian: Health care is far from the only controversy for Forever 21, true?

Lacter: In some ways, it's one of the biggest Southern California success stories.  Don Chang emigrated here in 1981 from Korea at the age of 18, opened his first store in Highland Park three years later (it was called Fashion 21), and he never looked back.  Today, revenues are approaching $4 billion.  But, the guy must have some pretty hefty legal bills because his company has been accused of all kinds of workplace violations.  The lawsuits alleged that workers preparing items for the Forever 21 stores didn't receive overtime, that they didn't get required work breaks, that they received substandard wages, and that they worked in dirty and unsafe conditions - sweatshop conditions, essentially.

Julian: Are most of their claims settled out of court?  You don't hear much about them.

Lacter: They are, which means there's usually a minimal amount of media coverage.  If a privately held company decides to keep quiet by not releasing financial results or other operational information, there's not likely to be much of a story - unlike what happens with a company like Apple, which is always under scrutiny.  Sometimes, plaintiffs will try to organize class-action suits, but that's extremely tough when you're dealing with low-wage workers who are often very reluctant to get involved because of their legal status.  And, let's not forget that Forever 21 - like any low-cost retailer - is simply catering to the demand for cheap, stylish clothes that are made as quickly as possible.

Julian: I guess you can't make that happen when wages and benefits are appreciably higher than your competition.

Lacter: The next time you walk into a Forever 21 store and wonder how prices can be so reasonable, that's how.

Mark Lacter writes for Los Angeles Magazine and pens the business blog at LA Observed.com.

This content is from Southern California Public Radio. View the original story at SCPR.org.

How can smaller, locally-owned home service businesses compete with larger companies for a new generation of workers? Beyond better pay and a more engaging culture, they must use technology to attract younger employees.

Think back to your own business decisions. How many were costly and should have been better? You will naturally face many more critical decisions in the future. Some of them may be minor but many of them will determine your continued success and survival!

 Many parents avoid any discussion about the facts of life with their children. Are you one of many contractors who have never clearly defined the “facts of wages” with each of your employees? 

 Many good contractors are struggling to survive America’s economic crisis and some have already lost their businesses. And far too many good employees are struggling at work as well as with finances at home.  

The most pressing issue facing EHS professionals in the new year, according to ISHN’s 2015 EHS State of the Nation subscriber survey, is an age-old challenge that has been reported in ISHN State of the Nation surveys since the 1980s – dealing with the safety and health attitudes and behaviors of line employees. Consider:

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Je wil een probleem voor je medewerkers oplossen. Maar, doorloop je wel de juiste stappen hiervoor? Op één of andere manier krijgen we het niet altijd voor elkaar om te onderzoeken, klein te beginnen en de doelgroep te betrekken. Tijdens Employee Experience Event kwamen diverse diciplines bij elkaar: HRM-, ICT-, UX- en marketingprofessionals. Ik bezocht […]

Okay, that headline is a lot, but it is about as succinct a summary as I can provide. Sora News 24 has the full story.

A taishoku daikou is a company that a worker in Japan will hire to inform his/her current employer that he is quitting. This is apparently a thriving industry in Japan for cultural reasons that elude my understanding.

Momuri is the name of one such company that has processed over 20,000 resignations. Recently a rival firm contacted Momuri and informed it that a Mormuri employee was quitting. This particular employee had, prior to his employment at Mormuri, been a customer who had hired Momuri to help him quit the job that he had at the time.

You follow that?

Photo: Lukas Bieri

The screenshot read, "Hii Sir & Ma'am I will be coming tomorrow at 11.30 am Because I am currently leaving office at 8.30 pm."

The employee’s message read, “Hii Sir & Ma'am I will be coming tomorrow at 11.30 am because I am currently leaving the office at 8.30 pm.”

The screenshot read, "Hii Sir & Ma'am I will be coming tomorrow at 11.30 am Because I am currently leaving office at 8.30 pm."

A spokesperson said the company's move was "part of our efforts to align resources with our long-term strategic goals."

After a lengthy consideration, the National Labor Relations Board has ruled that Amazon’s “captive-audience meetings” are a violation of the National Labor Relations Act. These are mandatory meetings where an employer shares its stance on unionization.

“Ensuring that workers can make a truly free choice about whether they want union representation is one of the fundamental goals of the National Labor Relations Act. Captive audience meetings—which give employers near-unfettered freedom to force their message about unionization on workers under threat of discipline or discharge—undermine this important goal,” Chairman Lauren McFerran said of the ruling. “Today’s decision better protects workers’ freedom to make their own choices in exercising their rights under the Act, while ensuring that employers can convey their views about unionization in a noncoercive manner.”

The decision noted that employers may hold meetings about unionization as long as workers receive advanced notice about the topic, are told that attendance is voluntary and without consequences for opting not to participate, and that attendance records are not kept.

Today’s ruling centers on Amazon, which has a rocky history with its employees’ efforts to organize and with the NLRB. However, the decision could impact other big tech firms that have followed similar practices around unionization.

1. Swiggy IPO makes 500 employees 'crorepatis'; unlocks ₹9,000 cr worth of ESOPs  The Hindu
2. Swiggy Share Price & IPO Listing Highlights: Swiggy shares surge 10% after listing at premium on NSE, BSE  BusinessLine
3. Maruti drives in ‘next generation’ Dzire at Rs 6.8 lakh  The Times of India
4. Swiggy's dollar millionaires: 70 employees to pocket over $1 million each as company delivers IPO  Moneycontrol
5. Swiggy delivers best major listing in 10 years  The Economic Times

After the viral slapping incident, the Presidential Anti-Organized Crime Commission figured in another controversy after a PAOCC employee reportedly stole the phone of a worker of the raided business process outsourcing firm in Bagac, Bataan.

A US government employee has been indicted for leaking classified national defence information, according to federal court records unsealed on Wednesday.

The indictment, charging Asif William Rahman with two counts of willfully transmitting classified information, does not provide details about the nature of the leak.

However, it says the leak occurred on or about October 17.

That was around the time that a pro-Iranian Telegram account called “Middle East Spectator” published what appeared to be a pair of documents produced by the National Geospatial-Intelligence Agency which shared information about Israel’s preparations for an attack on Iran.

The intelligence in the documents was based on satellite imagery from Oct 15 to 16.

In a previous statement, the Middle East Spectator said it had received the documents through an anonymous source, and that it had no connection to the original leaker nor could it verify the authenticity of the documents.

The FBI in October confirmed it was investigating who had leaked the documents.

According to the indictment, which is dated November 7, investigators believe the leak took place in Cambodia.

Rahman was arrested in Cambodia on Nov 12, and is expected to make an initial court appearance in a federal court in Guam on Nov 14 before he is transferred to stand trial in the Eastern District of Virginia.

Hundreds of employees at Bethesda have gone on strike, according to a report from Inverse.

Bethesda employees in Maryland and Texas have claimed the company has not addressed remote work concerns at the bargaining table and has been outsourcing quality assurance work without an agreement with the union.

"I'm excited. I'm really looking forward to tomorrow. I think it's going to be a fun event," said quality assurance test lead Rhyanna Eichner a day before the strike.

"I know that sounds weird, but we're all really looking forward to coming together and spending time together. Everybody understands that this needs to happen. This is what needs to be done to move on. We're all just kind of ready for it."

The union is looking to limit the percentage of quality assurance testers that Bethesda outsources when compares to the number of full-time employees.

The union is also looking for a more flexible remote work policy. Currently ZeniMax employees are required to go to the office twice a week and the union says many employees have been denied remote work requests.

"They have continually given us their first proposal again and again, and it’s become obvious that our different mobilization tactics have not worked," said Eichner.

Senior quality assurance tester at Rockville, Maryland Juniper Dowell added, "Striking isn’t fun or ideal, but there’s a satisfaction in having a concrete physical action we can do to fight for better work conditions. Hopefully, we can convince them to stop dragging their feet and meet us at the table."

A life-long and avid gamer, William D'Angelo was first introduced to VGChartz in 2007. After years of supporting the site, he was brought on in 2010 as a junior analyst, working his way up to lead analyst in 2012 and taking over the hardware estimates in 2017. He has expanded his involvement in the gaming community by producing content on his own YouTube channel and Twitch channel. You can contact the author on Twitter @TrunksWD.

Full Article - https://www.vgchartz.com/article/463058/hundreds-of-bethesda-employees-go-on-strike/

Dearness Allowance is a critical part of government employees' and pensioners' earnings, helping to balance rising living costs and providing financial relief in times of inflation

Swiggy IPO makes 500 employees crorepatis, unlocking ₹9,000 crore in ESOPs, with shares listing at a premium

Michelle L. Ross Completes the Risk Management, Insurance Planning and Employee Benefits Course.

International Lawyers Network proudly announces the update to their collaborative paper that delves into the complexities of employee entitlement to paid leave. Authored by experts from eight diverse jurisdictions, this paper provides a concise and invaluable resource for businesses navigating the nuances of paid leave policies.

The International Lawyers Network (ILN) proudly announces the release of an updated version of its collaborative paper, further exploring the intricacies of employee entitlement to paid leave. With the addition of three new jurisdictions - Germany, India, and Scotland - this comprehensive guide equips businesses with essential insights for navigating diverse paid leave policies around the globe.

More bad news from Mozilla. The Mozilla Foundation, the nonprofit arm of the Firefox browser maker Mozilla, has laid off 30% of its employees as the organization says it faces a “relentless onslaught of change.” Announcing the layoffs in an email to all employees on October 30, the Mozilla Foundation’s executive director Nabiha Syed confirmed that two of the foundation’s major divisions — advocacy and global programs — are “no longer a part of our structure.” ↫ Zack Whittaker at TechCrunch This means Mozilla will no longer be advocating for an open web, privacy, and related ideals, which fits right in with the organisation’s steady decline into an ad-driven effort that also happens to be making a web browser used by, I’m sorry to say, effectively nobody. I just don’t know how many more signs people need to see before realising that the future of Firefox is very much at stake, and that we’re probably only a few years away from losing the only non-big tech browser out there. This should be a much bigger concern than it seems to be to especially the Linux and BSD world, who rely heavily on Firefox, without a valid alternative to shift to once the browser’s no longer compatible with the various open source requirements enforced by Linux distributions and the BSDs. What this could also signal is that the sword of Damocles dangling above Mozilla’s head is about to come down, and that the people involved know more than we do. Google is effectively bankrolling Mozilla – for about 80% of its revenue – but that deal has come under increasing scrutiny from regulars, and Google itself, too, must be wondering why they’re wasting money supporting a browser nobody’s using. We’re very close to a web ruled by Google and Apple. If that prospect doesn’t utterly terrify you, I honestly wonder what you’re doing here, reading this.

Life Is Good CEO Bert Jacobs reveals the most effective interview questions he uses to select ideal candidates for his company.

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Managers tend to blame their turnover problems on everything under the sun, while ignoring the crux of the matter: people do not leave jobs; they leave managers.

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There is a lot to be said for those rare few that possess the ability to create huge companies with hundreds or thousands of employees that are all just ecstatic to be at work. It is exceptionally difficult and equally as impressive, which is why they end up taking up space on the front page of a major magazine or journal.

Although it appears flashy and glamorous, particularly with the amount of celebrity that todays super entrepreneurs wield, there is a tremendous amount of flexibility that is lost, almost by default, once you pass a certain size. Now, not only am I not one of those few, but I really do not want to be.

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It is pretty incredible how often you hear managers complaining about their best employees leaving, and they really do have something to complain about—few things are as costly and disruptive as good people walking out the door.

Managers tend to blame their turnover problems on everything under the sun, while ignoring the crux of the matter: people don’t leave jobs; they leave managers.

complete article

The question becomes, what would your customer do when they turn to you and then you hire an independent contractor?

You are not ready to bring on a fulltime employee yet. But your customer is thinking at this point, why do not I hire the independent contractor and save some money? Does this scenario sound familiar to you?

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When a key employee quits, it is a gut-wrenching experience for most small-business owners.

That single loss will likely result in a significant performance drop for the firm because that lost employee might represent an entire function. The drain will last for months because a good replacement takes time to recruit, hire, train and get up to speed. Plus, a significant portion of the manager’s time will be diverted toward recruiting and training a replacement.

Most small-business managers know little about retention. Their focus is often elsewhere. So they find themselves completely surprised when a key employee quits.

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In the wake of new rules and new attitudes, HR departments changed the talk about equality in pay, hiring, promotions and retention.

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The worlds top companies are starting to manage employee energy like a strategic asset. They know that ever-increasingly pace of change requires more and more human energy. Any entrepreneur will tell you that it take a tonne of energy to grow a business. The key is to manage it; sometimes you have to exert energy, other times you need to conserve it to go the distance, and after a sprint you need to replenish it.

A group of senior executives from companies like Facebook, Alibaba, IBM and Johnson & Johnson got together to come up with strategies to better manage collective human energy in their companies. Here are their top five hacks to maximise human energy:


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There are a lot of reasons to hate a job: annoying co-workers; bad working conditions; long hours for too little pay; the stress level; and more.

But one of the worst things -- arguably the worst -- is having a bad boss.

When you don't feel seen, appreciated, or listened to by your direct manager, it can have a dramatic impact on not only your work performance, but also your sense of self-esteem. Over time, you can begin to feel anxious, worthless, and demoralized.

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Leaders of movements--entrepreneurial businesses included--incite followers to believe in a vision, in one another, and in themselves. To amass the power of many, they address the needs and dreams of individuals.

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1. A question that delves into past experiences within working cultures and extrapolates where future environments may/may not align. For example: Creating the right culture is important for our company. Can you share details on a time you were in a toxic work environment, and how did management handle the situation? Describe when you were in a wonderful work environment and what management did correctly.

2. Deciphering how the candidates prefer to be managed as a key to ensuring management-style alignment. For example: Taking guidance from leaders is a critical part of any working arrangement. Describe how you like to be managed and how would you describe the ideal leader for your personality style?

3. Understanding motivations and expectations for long-term engagement. For example: We believe in long-term retention, and so we are cautious on the type of candidate we onboard. If you were going to commit to helping build this company long-term, what would it take for you to be happy and motivated?

4. Perspectives on their self-awareness of personal growth objectives and needs. For example: We all have challenges we are working to overcome. If you had to assess your challenges, where would be areas that you would focus to develop and look for support to improve?


5. Communication competence and tolerance for different interaction styles. For example: We all have different communication and coordination styles. What is the method you most effectively consolidate new information to inform your work, and what is your preferred communication style to align with your leadership and stakeholders?

News of the vaccine also raises questions for business owners: Can you require employees to be vaccinated, and if so, how do you go about it?

Employment lawyers and HR professionals say that policies regarding the flu vaccine are a good place to start. Many states mandate that hospital workers and other health care professionals, as well as school children and preschoolers in daycare, get flu shots and other vaccines. But it's not required for most professions. Generally, employers can require a flu vaccination, but an employee may be entitled to an exemption if he or she has a particular disability that needs to be accommodated, or a sincerely-held religious objection to taking the vaccine, says Michael Schmidt, a New York-based employment lawyer for Cozen O'Connor.

In both cases, the employer may have to pay for the vaccine or reasonable accommodation. If you refuse to make accommodations for an anti-vaxxer, it's possible to face a claim for violating the Americans with Disabilities Act (ADA), the Civil Rights Act, or the Occupational Safety and Health Administration's whistleblower protection program. Most of the time, Schmidt says, the advice is for employers to encourage employees to get a flu shot rather than try to create a policy that demands it. However, he notes, many would argue that the Covid-19 situation is far more threatening than the flu is at this point, meaning a vaccine may be more crucial to the overall health of a workplace.

The Covid-19 pandemic caused an unprecedented financial ripple effect in nearly every industry but hit the small businesses that define America the hardest. Throughout the first six months of the pandemic, more than 60 million Americans filed for unemployment insurance. That’s 23 million more than the 37 million who filed claims during the 18-month Great Recession.

By now, many small-business owners who made the difficult decision to shrink or temporarily pause are rebuilding. As they have already learned, though, rebuilding your business is not as easy as flipping a switch and watching your business rebound to its pre-Covid-19 state. As a small-business owner, your plan to rebuild should focus on rehiring employees who can fulfill your immediate needs while simultaneously paving the groundwork for growth in the new norm.

With the tax filing deadline approaching, make sure your company is getting all the assistance available from government programs. For instance, that means checking that you've fully utilized the Employee Retention Credit (ERC), the refundable tax credit designed to make it easier for businesses to keep employees on the payroll.

The credit is getting extended as part of the American Rescue Plan Act, the $1.9 trillion relief package just signed by President Biden. Originally scheduled to end on June 30, ERC will continue through year end, giving business owners access to as much as $33,000 per employee in incentives.

How the credit works, depending on the time frame
First half of 2021:

Eligible employers can claim a refundable credit against the employer share of Social Security tax equal to 70 percent of a full-time employee's qualified wages paid--including certain health plan expenses--from January 1 through June 30, 2021. The maximum ERC amount available is $7,000 per employee per quarter or $14,000 for eligible wages paid in the first half of 2021.

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Prime Aviation Services Pvt. Ltd. airlines/aviation. Company Details. Employee Charts. View Prime Aviation Services Pvt. Ltd.'s full profile. Prime Aviation Services Pvt. Ltd. Details. Since 1996 Prime Aviation is engaged in providing quality Aviation Services for all type of aircraft operating to or through Indian Airspace by obtaining Civil permissions from Director General of Civil Aviatio ...

Performance is everything on the job. If you're at the helm of any kind of business, you need to be on the lookout for exemplary employees, period. Lack of qualified team members can lead to all sorts of major issues. It can greatly interfere with your desire for pure achievement as well. If you want to reward outstanding team members who are part of your business, then you need to take action.

Encouraging health and wellness among employees to have a healthy and productive workforce.

According to the latest statistics from ASTD (American Society for Training & Development), U.S. companies spent almost $126B on employee education in 2010. A good portion of that was spent on e-learning. While remote education is now a popular and cost-effective method for providing access to the continuing education employees need, businesses shouldn't depend solely on this method. Rather, companies should blend e-learning with face-to-face learning by sending them to live industry conferences. Continue reading to learn three reasons you should send some of your employees to conferences.

Increase Networking Opportunities
One benefit of in-person conferences is that your employees can meet interesting and knowledgeable people who may inspire them to go “above and beyond” once they return to work. In-person conferences also provide opportunities for your employees to ask questions and exchange ideas with industry experts, conference speakers, and other attendees. These types of interactions are most effective when conducted in-person.

Capitalize on Internal Talent
At live conferences, attendees are often exposed to some of the most up-to-date and modern business techniques and products used in your industry. Your employees may return to their jobs with new ideas that can be applied within your company which may transform and improve some aspect of your organization. In addition, your employees’ new-found knowledge could save you money since you would have less need to recruit “new blood.” This makes good business sense since your current employees have already proven their value and loyalty, unlike new talent that you may recruit.

Make Employees Happier
Finally, an employee who attends a conference in another city or state may greatly appreciate the opportunity to enjoy a short break from the office, attend interesting sessions at the conference, and enhance their knowledge. It can be rejuvenating, refreshing, and stimulating. They should return to work more inspired and motivated as a result of their experience.

Guest Blog Contributor By-line:
This guest post was contributed by Angelita Williams, who writes on the topic of online courses. She welcomes your comments at her email id: angelita.williams7@gmail.com.

MBA courses are full of all sorts of people at varying stages of their lives. There are those who start head strong right after completing their undergrad, while others wait a couple of years before re-immersing themselves in their studies. Then there are those who wait even longer—10-15 years sometimes—before heading back to school and hitting the books.