#Corporate Workplace Theft

[uncanny-tranny]

I hear a lot about "time theft," but I always wonder if there's an equivalent concept for a company or corporation which lies about their employees receiving their due breaks

[3liza]

something the Mullenweg lawsuits allege that is caught my eye is that the company he used as a...I'm not sure what the business term is but Audrey LLC is his company that the lawsuit plaintiffs report were employing them as home healthcare workers. however, Audrey LLC is Matt mullenweg's angel investment firm.

there's no non-suspicious reason i can think of for Matt to be using his investment firm corporation to be employing his mother's home healthcare workers. i assume this has something to do with how a certain amount of shell corporations, borderline fraud, and umbrella corping is actually legal and normal to do in corporate ownership and C-suite activity, and everyone does it and no one considers it criminal unless they are really caught and pinned down about it (such as in a lawsuit but often not even then). the lawsuits allege not just basic abusive workplace conditions (which, to be clear, is normal for many segments of the elder care field: dementia removes the impulse control from old white people who have struggled to contain their horrific personalities and virulent racism and sexual assault urges for 80 years. Kathleen Mullenweg sounds exactly like my awful grandmother) and human trafficking but also that Audrey LLC is a fraudulent organization. i suspect that if anything comes from the lawsuits and their discovery process that actually sticks (besides the wage theft and misrepresentation, those seem pretty solid), it's going to be that Audrey LLC is shady. one of the Reddit mods on the WordPress sub is employed by Audrey, for example

[m-12-7-jo]

"Anytime you seek help from the police, you're inviting them into your community and putting people who are already vulnerable into dangerous situations.

But we can build trusted networks of mutual aid that allow us to better handle conflicts ourselves and move towards forms of transformative justice [...]."

"Don't feel obligated to defend property – especially corporate "private" property. [...] ask yourself if anyone is being hurt or endangered by property "theft" or damage. If the answer is no, then let it be."

"If something of yours is stolen and you need to file a report for insurance or othe purposes, consider going to the police station instead of bringing cops into your community."

"If you observe someone exhibiting behavior that seems "odd" to you, don't assume that they are publicly intoxicated. Ask if they are OK, if they have a medical condition, and if they need assistance."

"If you see someone pulled over with car trouble, stop and ask if they need help or if you can call a tow truck for them."

"Keep a contact list of community resources like suicide hotlines. [...] people with mental illness are sixteen times more likely to be killed by cops than those without mental health challenges."

"Check your impulse to call the police on someone you believe looks or is acting 'suspicious'. Is their race, gender, ethnicity, class, or housing situation influencing your choice?"

"[...] create a culture of taking care of each other and not unwittingly putting people in harm's way." As in, encourage others to avoid inviting police into community and public spaces, including rallies and demonstrations.

"If your neighbor is having a party and the noise is bothering you, go over and talk to them. Getting to know your neighbors [...] is a good way to make asking them to quiet down a little less uncomfortable."

"If you see someone peeing in public, just look away!"

"Hold and attend de-escalation, conflict resolution, first aid, volunteer medic, and self-defense workshops in you neighborhood, school, workplace, or community organization."

"Don't report graffiti and other street art[tists]. If you see work that includes fascist or hate speech, paint over it yourself or with friends."

"Remember, you can support friends and neighbors who are being victimized by abusers by offering them a place to stay, a ride to a safe location, or to watch their children. Utilize community resources like safe houses and hotlines." (You could also offer to store money for them in a safe location if they need that)

Source: 12 Things to Do Intead of Calling The Cops.

[servantofthefates]

Tarot Card Meanings for Career & Finances

A career question is just like any other query, so you may use any spread you like. I prefer the Celtic Cross, so I can see everything and everyone: the querent, their colleagues and their boss. It all boils down to accurate interpreting. Here are some tried and tested career meanings.

THE MAJOR ARCANA

The Fool – A new career path

The Magician – Living your dream career

The High Priestess – You already know the answer

The Empress – Ultimate financial abundance

The Emperor – Higher-ups favoring you

The Hierophant – Long-term job security

The Lovers – Two career paths to choose from

The Chariot – Progress leading to success

Strength – Hurdles will need to be overcome

The Hermit – Solo proprietorship

The Wheel of Fortune – Major windfall

Justice – Large-scale layoffs

The Hanged Man – Taking a sabbatical

Death – Major career change

Temperance – Breaking even

The Devil – Workaholism

The Tower – Bankruptcy

The Star – Getting a promotion

The Moon – Misunderstanding with superiors

The Sun – Career fulfillment

Judgement – Your true calling

The World – Being admired for your work

THE SUIT OF WANDS

Ace of Wands – Exciting new job

Two of Wands – Strategic thinking

Three of Wands – Everything as scheduled

Four of Wands – Stable job

Five of Wands – Conflict with colleagues

Six of Wands – Successful project

Seven of Wands – Being opposed at work

Eight of Wands – Overlapping deadlines

Nine of Wands – Crisis management

Ten of Wands – Busy period ahead

Page of Wands – Young entrepreneur

Knight of Wands – Athlete; fitness expert

Queen of Wands – Big name in start-ups/sports (female)

King of Wands – Big name in start-ups/sports (male)

THE SUIT OF CUPS

Ace of Cups – New job you love

Two of Cups – Office romance

Three of Cups – Work friends

Four of Cups – Boring job; job you hate

Five of Cups – A death in the workplace

Six of Cups – Going back to a former job

Seven of Cups – Applying at various companies

Eight of Cups – Leaving a job willingly

Nine of Cups – Receiving praise at work

Ten of Cups – Work that makes your family proud

Page of Cups – Young writer

Knight of Cups – Actor; director

Queen of Cups – Big name in the film/creative industry (female)

King of Cups – Big name in the film/creative industry (male)

THE SUIT OF SWORDS

Ace of Swords – A new job that is meant for you

Two of Swords – Having two offers to choose from

Three of Swords – Receiving harsh criticism at work

Four of Swords – Working from home/flexible hours

Five of Swords – Rivalry at work

Six of Swords – Business trip

Seven of Swords – Corporate theft

Eight of Swords – Working out of necessity

Nine of Swords – Stressful job

Ten of Swords – Toxic workplace

Page of Swords – Rumors at work

Knight of Swords – Violence/abuse at work

Queen of Swords – Ruthless boss (female)

King of Swords – Ruthless boss (male)

THE SUIT OF PENTACLES

Ace of Pentacles – New job that pays well

Two of Pentacles – Work-life balance

Three of Pentacles – Teamwork

Four of Pentacles – Subpar pay; downsizing

Five of Pentacles – Getting fired/laid off

Six of Pentacles – Unexpected bonus

Seven of Pentacles – Long-term investments/results

Eight of Pentacles – Passion for work

Nine of Pentacles – Self-made man/woman

Ten of Pentacles – Lasting wealth

Page of Pentacles – Intern; entry-level employee

Knight of Pentacles – Honest hard worker

Queen of Pentacles – Generous boss (female)

King of Pentacles – Generous boss (male)

[thefugitivesaint]

While the media has been happy to parade around the notion that there's an "epidemic of shoplifting" plaguing retail stores, a premise that has been demonstrated to be factually incorrect and exaggerated, they have basically ignored widespread wage theft by those very same retail companies (take, for instance, Bob Nardelli, the former chief executive for Home Depot, screaming about "organized gangs" of shoplifters while on tv while Home Depot settles a class action lawsuit over wage theft to the tune of 72.5 million dollars and McDonalds pays out 26 million dollars for the same. These are just two notable examples, the latter from 2019.) How "crime" is framed and discussed matters for a host of reasons I'm not in the mood to expand on here at the moment but I will say that corporate theft is a topic that I rarely hear addressed in any detailed and sustained form by most media outlets. A quick addendum: back in 2018, a ruling from the Supreme Court in 'Epic Systems Corp. v. Lewis', made class action lawsuits against employers harder by weakening workplace protections for employees. I'm being lazy here in my presentation so I suggest you do a more rigorous accounting of this subject on your own.

[posttexasstressdisorder]

If you want to see what the GOP has in store for the rest of America, visit the Old South

Thom Hartmann

June 27, 2024 5:42AM ET

Photo by Miltiadis Fragkidis on Unsplash

Today is the first Biden-Trump debate and many Americans are wondering how each will articulate their ideas for the future of America.

Republicans have a very specific economic vision for the future of our country, although they rarely talk about it in plain language: they want to make the rest of America look and function just like Mississippi. Including the racism: that’s a feature, not a bug.

It’s called the “Southern Economic Development Model” (SEDM) and has been at the core of GOP economic strategy ever since the days of Ronald Reagan. While they don’t use those words to describe their plan, and neither did the authors of Project 2025, this model is foundational to conservative economic theory and has been since the days of slavery.

The SEDM explicitly works to:

— Maintain a permanent economic underclass of people living on the edge of poverty, — Rigidify racial and gender barriers to class mobility to lock in women and people of color, — Provide a low-cost labor force to employers,

— Prevent unions or any other advocates for workers’ rights to function, — Shift the tax burden to the working poor and what’s left of the middle class while keeping taxes on the morbidly rich extremely low, — Protect the privileges, power, and wealth of the (mostly white and male) economic overclass, — Ghettoize public education and raise the cost of college to make social and economic mobility difficult, — Empower and subsidize churches to take over public welfare functions like food, housing, and care for indigent people, — Allow corporations to increase profits by dumping their waste products into the air and water, — Subsidize those industries that financially support the political power structure, and, — Heavily use actual slave labor.

For hardcore policy wonks, the Economic Policy Institute(EPI) did a deep dive into the SEDM last month: here’s how it works in summary.

Republicans claim that by offering low-cost non-union labor and little to no regulatory oversight to massive corporations, they’re able to “attract business to the region.” This, they promise, will cause (paraphrasing President Kennedy out of context) “a rising tide that lifts all boats.”

Somehow, though, the only people who own boats that rise are those of the business owners and senior executives. The permanent economic underclass is key to maintaining this system with its roots in the old plantation system; that’s why Mississippi, Louisiana, Alabama, Tennessee, and South Carolina have no minimum wage, Georgia’s is $5.15/hour, and most other GOP states use the federal minimum wage of $7.25/hour and $2.13/hour for tipped workers.

It’s thus no coincidence that ten out of the 20 Republican-run states that only use the federal minimum wage are in the Old South.

Anti-union or “right to work for less” efforts and laws are another key to the SEDM; the failed unionization effort last month at the Alabama Mercedes factory was a key victory for the GOP. Unions, after all, balance the power relationship between management and workers; promote higher wages and benefits; support workplace and product safety regulations; advance racial and gender equality; boost social mobility; and have historically been the most effective force for creating a healthy middle class.

Unionization, however, is antithetical to creating and maintaining a permanent economic underclass, which is why, as EPI notes, “while union coverage rates stand at 11.2% nationally, rates in 2023 were as low as 3.0% in South Carolina, 3.3% in North Carolina, 5.2% in Louisiana, and 5.4% in Texas and Georgia.”

Unions also make wage theft more difficult, essentially forcing government to defend workers who’ve been ripped off by their employers. That’s why Florida doesn’t even have a Department of Labor (it was dismantled by Republican Governor Jeb Bush in 2002), and the DOLs in Alabama, Delaware, Georgia, Louisiana, Mississippi, and South Carolina no longer bother to enforce wage theft laws or recover stolen money for workers.

Another key to the SEDM is to end regulation of corporate “externalities,” a fancy word for the pollution that most governments in the developed world require corporations to pay to prevent or clean up. “Cancer Alley” is probably the most famous example of this at work: that stretch from west Texas to New Orleans has more than 200 refineries and chemical plants pouring poison into the air resulting in downwind communities having a 7 to 21 times greater exposure to these substances. And high rates of cancer: Southern corporate profits are boosted by sick people.

Between 2008 and 2018, EPI documents, funding for state environmental agencies was “cut [in Texas and Louisiana] by 35.2% and 34.8% respectively.… Funding was down by 33.7% in North Carolina, 32.8% in Delaware, 20.8% in Georgia, 20.3% in Tennessee, and 10% in Alabama.”

To keep income taxes low on the very wealthy, the SEDM calls for shifting as much of the taxpaying responsibility away from high-income individuals and dumping it instead on the working poor and middle class. This is done by either ending or gutting the income tax (Texas, Florida, and Tennessee have no income tax) and shifting to sales tax, property taxes, fees, and fines.

Nationally, for example, sales taxes provide 34.4% of state and local revenue, but in the SEDM states that burden is radically shifted to consumers: Tennessee, for example, gets 56.6% of their revenue from sales tax, Louisiana 53.3%, Florida 50.9%, Arkansas 49.6%, Alabama 48%, and Mississippi 45.5%. Fees for registering cars, obtaining drivers’ and professional licenses, tolls, traffic and other fines, and permits for home improvements all add to the load carried by average working people.

Republicans argue that keeping taxes low on “job creators” encourages them to “create more jobs,” but that old canard hasn’t really been taken seriously by anybody since Reagan first rolled it out in 1981. It does work to fill their money bins, though, and helps cover the cost of their (tax deductible) private jets, clubs, and yachts.

Another way the SEDM maintains a low-wage workforce is by preventing young people from getting the kind of good education that would enable them to move up and out of their economic and social class. Voucher systems to gut public education, villainization of unionized teachers and librarians, and increasing college tuition all work together to maintain high levels of functional illiteracy. Fifty-four percent of Americans have a literacy rate that doesn’t exceed sixth grade, with the nation’s worst illiteracy mostly in the Old South.

Imposing this limitation against economic mobility on women is also vital to the SEDM. Southern states are famous for their lack of female representation in state legislatures (West Virginia 13%, Tennessee 14%, Mississippi and South Carolina 15%, Alabama and Louisiana 18%), and the states that have most aggressively limited access to abortion and reproductive healthcare (designed to keep women out of the workplace and dependent on men) are entirely Republican-controlled.

Perhaps the most important part of the SEDM pushed by Republicans and Project 2025 is gutting the social safety net. Wealthy rightwingers have complained since FDR’s New Deal of the 1930s that transferring wealth from them to poor and middle-class people is socialism, the first step toward a complete communist tyranny in the United States. It’s an article of faith for today’s GOP.

Weekly unemployment benefits, for example, are lowest in “Mississippi ($235), Alabama ($275), Florida ($275), Louisiana ($275), Tennessee ($275), South Carolina ($326), and North Carolina ($350)” with Southern states setting the maximum number of weeks you can draw benefits at 12 in Florida, North Carolina, and Kentucky, 14 in Alabama and Georgia, and a mere 16 weeks in Oklahoma and Arkansas.

While only 3.3% of children in the Northeast lack health insurance, for the Southern states that number more than doubles to 7.7%. Ten states using the SEDM still refuse to expand Medicaid to cover all state residents living and working in poverty, including Mississippi, Alabama, Georgia, South Carolina, Florida, Tennessee, and Texas.

The main benefit to employers of this weak social safety net is that workers are increasingly desperate for wages — any sort of wages — and even the paltriest of benefits to keep their heads above water economically. As a result, they’re far more likely to tolerate exploitative workplace conditions, underpaid work, and wage theft.

Finally, the SEDM makes aggressive use of the 13th Amendment’s legalization of slavery. That’s not a metaphor: the Amendment says, “Neither slavery nor involuntary servitude, except as a punishment for crime whereof the party shall have been duly convicted, shall exist within the United States, or any place subject to their jurisdiction.” [emphasis added]

That “except as punishment for crime” is the key. While Iceland’s and Japan’s incarceration rates are 36 for every 100,000 people, Finland and Norway come in at 51, Ireland and Canada at 88, there are 664 people in prison in America for every 100,000 people. No other developed country even comes close, because no other developed country also allows legalized slavery under color of law.

Fully 800,000 (out of a total 1.2 million prisoners) Americans are currently held in conditions of slave labor in American jails and prisons, most working for private prison corporations that profitably insource work and unfairly compete against normal American companies. Particularly in the South, this workforce is largely Black and Hispanic.

As the ACLU documented for the EPI, “The vast majority of work done by prisoners in Alabama, Arkansas, Florida, Georgia, Mississippi, South Carolina, and Texas is unpaid.” Literal slave labor, in other words. It’s a international scandal, but it’s also an important part of this development model that was, after all, first grounded in chattel slavery.

The Christian white supremacist roots of the SEDM worldview are best summed up by the lobbyist and head of the Southern Committee to Uphold the Constitution, Vance Muse — the inventor of the modern “right to work for less” model and advocate for the Southern Economic Development Model — who famously proclaimed in 1944, just days after Arkansas and Florida became the first states to adopt his anti-union legislation, that it was all about keeping Blacks and Jews in their places to protect the power and privileges of wealthy white people.

So, if you want to see what Republicans have in mind for the rest of America if Trump or another Republican becomes president and they can hold onto Congress, just visit the Old South. Or, as today’s MAGA GOP would call it, “the New Model.”

[wolfnanaki]

I've had people on YouTube and Twitter try to mock me by calling me "Goodbye Volcano High's strongest soldier".

But you know what? Going to bat for KO_OP, a worker cooperative queer indie studio with 4-day work weeks? And they avoid crunch and ensure the mental health of their employees? I'll gladly do so.

Especially since I've seen what "gamers" will defend.

$70 games that are broken at launch and teeming with microtransactions, DLC, and gambling mechanics. Games that take up over 100GB of hard drive space. Executives who crunch their employees to dust and allow rampant sexual abuse and wage theft, followed by mass layoffs to preserve profit margins and corporate bonuses. Cultures of racism, misogyny, and queerphobia, both in the workplace and in the gamer community. AI and NFTs being incorporated into game development. Lack of accessibility for players with disabilities. "Live service" games touted as being supported for years only to die in months. Decades of games no longer being available except through piracy. The lies and broken promises. The list goes on. There's so much of all of it everywhere, and it seems to get worse by the year.

Yet for gamers, all of those are secondary issues, if at all. They're more concerned if the video game girls are sexy or not. Or if a reviewer gave the "right" score for their golden goose game. Or if a game has - heaven forbid - an easy mode. And when their games are awful, their go-to blame is towards the "woke", the "SJWs", the "game journos". They keep financially supporting the things that are ruining games then blame marginalized people and reviewers for games being bad.

So yeah, screw it, I'll gladly throw my support towards an indie studio that represents what I want to see more of in the game industry. Come at me.

If there are other studios you want to show support for that you think are doing the right things too, feel free to share in the replies and reblogs.

[elsa16744]

Why is ESG Intelligence Important to Companies? 

Human activities burden Earth’s biosphere, but ESG criteria can ensure that industries optimize their operations to reduce their adverse impact on ecological and socio-economic integrity. Investors have utilized the related business intelligence to screen stocks of ethical enterprises. Consumers want to avoid brands that employ child labor. This post will elaborate on why ESG intelligence has become important to companies. 

What is ESG Intelligence? 

ESG, or environmental, social, and governance, is an investment guidance and business performance auditing approach. It assesses how a commercial organization treats its stakeholders and consumes natural resources. At its core, you will discover statistical metrics from a sustainability perspective. So, ESG data providers gather and process data for compliance ratings and reports. 

Managers, investors, and government officers can understand a company’s impact on its workers, regional community, and biosphere before engaging in stock buying or business mergers. Since attracting investors and complying with regulatory guidelines is vital for modern corporations, ESG intelligence professionals have witnessed a rise in year-on-year demand. 

Simultaneously, high-net-worth individuals (HNWI) and financial institutions expect a business to work toward accomplishing the United Nations’ sustainable development goals. Given these dynamics, leaders require data-driven insights to enhance their compliance ratings. 

Components of ESG Intelligence 

The environmental considerations rate a firm based on waste disposal, plastic reduction, carbon emissions risks, pollution control, and biodiversity preservation. Other metrics include renewable energy adoption, green technology, and water consumption. 

Likewise, the social impact assessments check whether a company has an adequate diversity, equity, and inclusion (DEI) policy. Preventing workplace toxicity and eradicating child labor practices are often integral to the social reporting head of ESG services. 

Corporate governance concerns discouraging bribes and similar corruptive activities. Moreover, an organization must implement solid cybersecurity measures to mitigate corporate espionage and ransomware threats. Accounting transparency matters too. 

Why is ESG Intelligence Important to Companies? 

Reason 1 – Risk Management 

All three pillars of ESG reports, environmental, social, and governance, enable business owners to reduce their company’s exposure to the following risks. 

High greenhouse (GHG) emissions will attract regulatory penalties under pollution reduction directives. Besides, a commercial project can take longer if vital resources like water become polluted. Thankfully, the environmental pillar helps companies comply with the laws governing these situations. 

A toxic and discriminatory workplace environment often harms employees’ productivity, collaboration, creativity, and leadership skill development. Therefore, inefficiencies like reporting delays or emotional exhaustion can slow a project’s progress. ESG’s social metrics will mitigate the highlighted risks resulting from human behavior and multi-generational presumptions. 

Insurance fraud, money laundering, tax evasion, preferential treatment, hiding conflicts of interest, and corporate espionage are the governance risks you must address as soon as possible. These problems introduce accounting inconsistencies and data theft issues. You will also receive penalties according to your regional laws if data leaks or insider trading happens. 

Reason 2 – Investor Relations (IR) 

Transparent disclosures can make or break the relationship between corporate leaders and investors. With the help of ESG intelligence, it becomes easier to make qualitative and manipulation-free “financial materiality” reports. Therefore, managers can successfully execute the deal negotiations with little to no resistance. 

You want to retain the present investors and attract more patrons to raise funds. These resources will help you to augment your company’s expansion and market penetration. However, nourishing mutually beneficial investor relations is easier said than done. 

For example, some sustainability investors will prioritize enterprises with an ESG score of above 80. Others will refuse to engage with your brand if one of the suppliers has documented records of employing child labor. Instead of being unaware of these issues, you can identify them and mitigate the associated risks using ESG intelligence and insights. 

Reason 3 – Consumer Demand 

Consider the following cases. 

Customers wanted plastic-free product packaging, and e-commerce platforms listened to their demand. And today’s direct home deliveries contribute to public awareness of how petroleum-derived synthetic coating materials threaten the environment. 

The availability of recharging facilities and rising gas prices have made electric vehicles (EVs) more attractive to consumers. Previously, the demand for EVs had existed only in the metropolitan areas. However, the EV industry expects continuous growth as electricity reaches more semi-urban and rural regions. 

Businesses and investors care about consumer demand. Remember, they cannot force consumers into buying a product or service. And a healthy competitive industry has at least three players. Therefore, customers can choose which branded items they want to consume. 

Consumer demand is one of the driving factors that made ESG intelligence crucial in many industries. If nobody was searching for electric vehicles on the web or everybody had demanded plastic packaging, businesses would never switch their attitudes toward the concerns discussed above. 

Conclusion 

Data governance has become a popular topic due to the privacy laws in the EU, the US, Brazil, and other nations. Meanwhile, child labor is still prevalent in specific developing and underdeveloped regions. Also, the climate crisis has endangered the future of agricultural occupations. 

Deforestation, illiteracy, carbon emissions, identity theft, insider trading, discrimination, on-site accidents, corruption, and gender gap threaten the well-being of future generations. The world requires immediate and coordinated actions to resolve these issues. 

Therefore, ESG intelligence is important to companies, consumers, investors, and governments. Properly acquiring and analyzing it is possible if these stakeholders leverage the right tools, relevant benchmarks, and expert data partners. 

[evilvillain666]

Imo shoplifting + workplace theft is not real. Stealing is only bad if you're stealing from someone else and corporations are not people. My meassage to tha world

[void-galaxy-shenanigans]

Happy employment update:

So,, after almost 4 months unemployed we finally got a job. It’s fast food, but one of the better corporations that’s not known for wage theft and has better food safety practices & whatnot.

Not gonna name them for personal safety & also because it’s against policy (could get me fired), because I’m not an official voice of the organization.

But!!

This is one of their slower locations, by almost half (6 to 10 ratio on profit). I was hoping that would mean a better work environment, and so far it seems I was right. They’re a bit more laid back and their peak periods / rushes are...way less than I got used to.

~~

A couple downsides:

- still fast food. still that same line “sense of urgency”. still timed but in a different way (tracked differently).

- still not physical disability friendly. will be unable to use a mobility aid, & they wouldn’t accommodate that if asked.

~~

But,, 5 upsides & then I’ll share the happiest upsides:

(1) They actually want you to stay home if sick, to the point where there were three separate training videos on this & the management *actually finds someone to cover you* if you’re sick & call in— you don’t have to find someone yourself like other places. (You only need to find someone for non-sick vacation requests.)

(2) They have very clear, non negotiable food safety practices. actually have chemicals to clean *all food* and doesn't just rinse them off (unlike previous job, who I won’t name for similar legal reasons). They also have several training cards showing exactly how to do each of these steps to maintain food safety.

(3) Their training actually mentioned explicitly, twice, LGBT+ rights in the workplace!! They acknowledged that assuming sexuality is also harassment, and that harassment isn't just ‘man → woman’ & can be any combination of gender(s) or directions. They also acknowledged that 50% of LGBT+ people worldwide had reported harassment was present in their workplace, and 26% of transgender people alone, just in the United States, had either been fired or been pressured into (cut hours, undesirable tasks, etc.) quitting their jobs. They clearly defined what retaliation can look like if you report this or any other harassment / inappropriate behaviour.

(4) ¡Their benefits plan included counseling / therapy! I won’t need it right now, but it’s a good sign & made me feel comfortable openly saying I’m in therapy. ¡They thought me/us being in therapy was positive and a good sign!

(5) ¡They want me to work mornings!! That was my favorite shift at my last job. Because instead of getting home 7 to 11p and having to basically go straight to bed & do it again, coming home in the afternoon gives me a few hours to wind down, do self care, and reset. I’ll actually have cool down time before bedtime to exist and recover before I have to work again. I will have to get up a bit early, but I’ll take that over getting out of work late evening to nighttime 😅. They also are giving me the shorter 7 hour shift, which will be slighter easier on our physical disabilities (last job wanted us to work 9 to 10 hour shifts often).

~~

The changes I’m most excited about:

- They have very clear, very detailed training manuals on everything. They actually understand fast food is an entry level job for many, including high schoolers, and are prepared for that. They even had exact, detailed steps typed out, with pictures included, for how to wipe tables down (including which chemicals to use), which a lot of places assume is “common sense”. They have clear recipes with photographs for their grill operators & food prep store-openers. Absolutely everything is written down with photos and detailed instructions that aren’t to be deviated or improvised from. They even had books with papers & a folder for loose papers to track training and have managers sign off on what you had already learned, which allows other managers to see where the gaps are and allows you to prove you’re trained on a position and want to talk about training for a promotion.

- The manager who interviewed me actually used to be a crew member. She will become the general manager (basically store owner) in a month, as the current GM leaves.

- !I have the ability to text managers directly, and not have to (a) call the store and hope for a manager to be available or (b) use a messaging app and hope they check it! It’s much easier to get ahold of management if I have questions or just need to let them know I’ll be a couple minutes late if I accidentally leave late. They’re also chill about it when I forget to clock out (the first shift always gets me 😅) and updated it without complaint after I texted.

- They actually introduced me to other staff, to the point of telling me which position those people were so I know which people will be my managers & trainers. The staff were incredibly welcoming and already joking around with me, and I watched crew members willingly joke around with managers in a display of trust (which also showed that they weren’t afraid of management & were comfortable). I saw someone dance along to the music as they were taking dishes to the sink, and no one told them off.

- ¡They have music!! The dining room has its own corporate-approved playlist, but as long as it doesn’t drown out the dining room, we can have our own music in the kitchen. The music was loud enough to make the food service sounds (scoops / metal on metal sounds, sizzling, etc.) not overwhelming for me the way it usually is.

- I had to message my GM (the one being promoted) because I have therapy on Mondays. I asked to consistently have Mondays off, with wiggle room for some exceptions. I felt comfortable being honest that it was because therapy is difficult to reschedule, and also pointed out it’s easier to do other tasks like replacing parts of my uniform on a weekday. I did mention that still leaves Tuesday through Sunday open, because I can work weekends, and I can work holidays too (because we’re pagan and have different holidays). I expected questions at best, or a hard no, because fast food tends to want 100% availability with zero exceptions. But I actually got a yes!! She said “I can do that, thank you for telling me!” and didn’t get upset in the slightest. ¡I can keep my predictable (and difficult to reschedule) Monday routine, with morning therapy and necessary Adulting™ afterwards!

~~

Overall, I’m very excited and hopeful. 💖

If they follow through on their promises and accommodate our autism, I’ll/we’ll be successful and content in this role for a year to three years (our goal), until we’re ready to go back to school full time. ☺💜

~Nico

[religion-is-a-mental-illness]

By: Claire Lehmann

Published: Jul 7, 2023

In medieval times, it was common practice for the wealthy to buy indulgences from the church to atone for their sins. These payments, the church assured, meant the person paying would not remain in purgatory for too long and would later ascend into heaven.

A wealthy person could even buy indulgences for their family members or ancestors who were long dead. Today we think of ourselves as far more enlightened than our medieval forebears. We secular folk would never pay a class of clerics large sums of money to atone for our sins. Or would we?

In recent years, billions of dollars have flowed into investment funds that market themselves as providing “environmental, social and governance” impacts. In Australia, industry super funds lead this trend, with money pouring into funds that then invest in companies that promote green, social justice, equity, diversity and inclusion causes.

The basic idea behind ESG, which has been promoted by organisations such as the World Economic Forum, is that one can make a profit and “do good” at the same time. Investors argue they can contribute to a net-zero future while making solid returns, or contribute to social justice alongside their fiduciary duty.

Rating agencies and research firms issue ESG “scores” to companies that are then used by bodies who advise institutional and retail investors which organisations they should invest in. Because ESG has no standardised metrics or even standardised definitions, such scores can be massaged by those companies that have enough money to play the game.

An entire industry of consulting agencies and non-profits exists today to implement cosmetic changes within companies to boost their ESG scores. Such cosmetic changes may include sponsoring a float at the Gay and Lesbian Mardi Gras or offering paid leave for staff who wish to change their gender.

As I commented in these pages last year, “gender affirmation leave” is offered by our two biggest supermarkets, Coles and Woolworths, and contributes to these companies earning “gold- and platinum-tier” status by the Australian Workplace Equality Index – despite the fact both companies are simultaneously implicated in wage theft scandals.

Sometimes called “wokewashing”, the practice of buying virtue through ESG allows corporate entities to deflect attention away from their PR embarrassments, like Henry VIII’s Indulgences allowed him to go on indulging.

Such practices are called wokewashing because these changes usually do not go deep enough to really cause change within a large organisation. By sheer virtue of their size, our largest corporations often make mistakes that only a complete overhaul of management practices could possibly address.

Take BHP, for example. The biggest company in Australia, and largest mining company in the world, is now embroiled in one of the biggest wage theft scandals in history. Accused of underpaying 28,500 workers $430m in wages for deducting public holidays from leave entitlements, BHP is now supporting the Yes vote in the voice referendum and has pledged a $2m donation to the campaign. This pledge is likely to boost its ESG score, but whether it satisfies the workers who have been underpaid is yet to be seen.

It is not just the mining industry that seeks ESG redemption. The banking industry wants to buy its way into heaven as well. Following on the heels of the disastrous royal commission into the sector, the Big Four are all doubling down on ESG. NAB faced criminal charges in 2021 for failing to pay casual employees long-service leave entitlements, but this is offset by its sponsorship of Midsumma – Melbourne’s queer arts and cultural festival. Last year ANZ was fined $25m for misleading consumer practices, but it also announced it was offering its staff paid leave for a sex change.

Commonwealth Bank has been in hot water in recent years for breaching money-laundering laws and Westpac was required to pay a $1.3bn fine after 250 customers made transfers that were linked to child exploitation. Both organisations are atoning for these sins by campaigning for the Yes vote.

Almost every large corporation that has signed on to the Yes campaign for the voice referendum is embroiled in some kind of scandal that involves their core business. Whether Coles is underpaying its staff, or Rio Tinto is dealing with dozens of accusations of sexual harassment, each company has significant work to do internally.

And this is why ESG is so popular among our corporate class. Symbolic gestures that can be outsourced to consultants and NGOs are an easy box-ticking exercise. Systemic changes to management habits, or making sure business practices are fair, is much more costly and time-consuming than simply waving a rainbow flag.

In the medieval period, wealthy elites would pay indulgences in order to curry favour with the church because the institution was incredibly powerful.

It is not surprising then that our biggest corporations are pledging their support for ESG goals that are also supported by the government, unions, the majority of our media, academia and non-profit sectors.

While commitment to ESG is not necessarily a sign of true moral fibre, if it can assist in washing away the stain of sin, then every dollar pledged will be money well spent.

==

Whenever a large corporation pledges its commitment to some movement or ideology, especially those that are unrelated to their actual business, you should assume that it's hiding something.

The more controversial the movement or ideology, the bigger the scandal they're trying to distract attention from.

For reference, the "Voice to Parliament" is a referendum to embed in the Australian constitution a vaguely defined independent body with unknown powers, unclear authority and unidentified influence to be a whisper in the ear of the Australian political system, supposedly representing all indigenous (Aboriginal) Australians. In essence, it functions as a form of "reparations."

When it's rejected, as current polling indicates it massively will be, as with Affirmative Action, citizens will be scolded by the supporters for their "racism," and the country will be told it's irredeemably racist. Rather than recognizing the diverse objections to the initiative: the lack of transparency of what the body is or does; progressives who insist it doesn't go far enough (e.g. a desire to literally "hand back" the land); Aboriginal Australians themselves who are concerned about establishing a "separate but equal" system; importing Critical Race Theory ideas from the US to racially divide the nation; the rather racist notion itself that any single "voice" could represent all indigenous people, ignoring that their viewpoints are as diverse as everyone else's; and the very simple answer of "I don't like this particular solution."

But while all of that is going on, the companies will be looking for their next diversion.

[zablionsea]

Despite all of his talk of “bringing Goro to justice,” Mappy does not actually care about serving justice. His pursuit of Goro is fueled purely by his desire to win back his honor.

Goro openly does multiple very illegal things before the arrest for the museum heist.

In ‘Episode 3 - Corporate Spy,’ Goro openly admits to hiring a corporate spy directly to Mappy. Rapid Thunder (aka Codename: Albatross) stole documents and electronics from Nyamco employees. These thefts are already illegal, but knowing that Goro intended to deploy Codename: Albatross at other companies would only add potential charges to be convicted on. Mappy has clear evidence right there, potentially even audio from the security cameras, to prove Goro planned to steal from other companies. Yet, he does not bring Goro to court over it.

‘Episode 8 - Buried Treasure’ takes place in a trap-ridden sub-basement under the Nyamco offices. To say this underground labyrinth is a violation of workplace safety laws is a huge understatement. Indy Borgnine getting impaled by spikes absolutely proves this. While I don’t think spikes are specifically condemned in workplace safety codes, Nyamco being so dangerous that a guy suffers horrifically because of negligence would still get the company into trouble.

While Mappy may not have considered the obvious problems with Goro’s previously listed behavior, he is not oblivious. In ‘Episode 2 - Employee Fitness,’ Goro harasses Mappy over his weight, to which Mappy says “You know this is illegal, right? I could report you to HR.” Goro states that he fired the HR department, but Mappy still could report Goro for workplace harassment and discrimination. Again, Mappy had plenty of evidence of the targeted harassment (like the company handbook literally stating one of Nyamco’s core tenets as “Mappy is fat”).

If Mappy genuinely cared about bringing Goro to justice, surely he would have pursued the very clear wrongdoings unrelated to the museum heist. Instead, he played along with Goro as long as he can.

However, Mappy does miss important details because of his fixation on revenge and exhaustion from his job. Despite the drill safe appearing in ‘Episode 6 - Time Card Crisis,’ he fails to make any connection to Nyamco, Dig Dug, and Goro until ‘Episode 10 - Merry Heistmas Part 1 - Bravoman.’ I admit this does significantly weaken my argument. Still, the fact that Mappy recognizes something as illegal but fails to actually report it does point to the later-revealed fact that Mappy enjoyed the chase just like Goro.

Why am I thinking about this? It’s just that I’ve always wondered why the corporate espionage crimes weren’t listed with Goro’s museum theft charges.

[daydreamersana]

The Top Enterprise Mobility Management Solution for 2023

Enterprise mobility management is an integral cog in a business machine. A company with a large fleet of mobile devices under its workforce would need a system to keep these devices in check. Especially when a corporate handle BYOD.

Enterprise mobile device management is the best bet to do that. It allows corporates to control, manage, and monitor the mobile devices under them, and evaluate employee mobile behaviour efficiently. However, when it comes to choosing the best enterprise mobility management solutions, it can get quite confusing.

EMM solutions are an evolving set of technologies that carry varied features depending upon the requirement of a business. So how can you choose the best enterprise mobility management (EMM) software for your business?

That’s not too difficult if you know what your company’s requirements are and what type of EMM solutions suits you best. For instance, one of the best enterprise mobility management solutions in the market is Tabnova’s NovaEMM.

NovaEMM

Tabnova’s NovaEMM houses a suite of features and administrative control, which also includes the ability to centrally and remotely control the use of mobile devices in workplaces under corporate mobility guidelines. This enterprise mobility management system brings in elements like application management, enrolment, security, remote monitoring, etc.

Let’s take a brief look into these features:

1. Application Management: With NovaEMM, the company can control how applications are used by the end user. They can decide which applications should be downloaded from Play Store, and which applications are to be blacklisted from being downloaded. Moreover, the enterprise mobile device management system has the ability to access corporate networks and interact with them. With such a system in tow, the company can even set auto-update policies and choose which software version should play on the corporate devices.

2. Enrolment: NovaEMM makes it easy to deploy any software or application onto corporate-owned devices. Android Enterprise enrolment and KNOX mobile enrolment are quite easily done, along with clientless enrolment using QR codes.

3. Security: There is comprehensive security for devices through various features, like password enforcers. The fleet of mobile devices can be controlled to determine which applications need to be given access. Moreover, if any device is stolen or lost, or missing, then the administrator can impose a lockdown on that specific device and ensure that the data within the device is not lost or stolen in any manner.

4. Remote Monitoring: With Tabnova’s suite of EMM, the administrator can screen share any data that is needed onto the fleet of mobile devices under them. Additionally, the admin can set up alerts as well as a messaging system that will deliver any information or data required to the fleet of devices under the company policy.

5. Compliance: Tabnova’s EMM system ticks off all the regulatory standards and is GDPR compliant. There are data protection agreements set in place to prevent any theft of data or unauthorised use of information. When following the GDPR regulations, there are a few protocols in place:

·      Enforcing Passcode requirements

·      Data encryption on a device

·      Deploy and Enforce settings and restrictions

·      Separate work and personal space on a device

·      Wipe sensitive information

·      Blacklist applications

·      Generate reports for data security

·      Factory reset stolen devices

Benefits of NovaEMM

When you start using NovaEMM, you are treated to a host of benefits, from affordability to robust security. Let’s look at what advantages a company can reap from using NovaEMM.

1. Multiple Kiosk Options: You can set up any type of desired Kiosk, like a Single App Kiosk, Browser Kiosk, Dashboard Kiosk, and Video Looper Kiosk.

2. Multiplatform Support: NovaEMM is capable of efficiently functioning on any platform, be it Android, MacOS, iOS, Windows, etc.

3. Enterprise Apps: You are able to access a suite of enterprise apps that comes with NovaEMM. These apps can be deployed according to company requirements as and when required.

4. DRM Content Delivery: Any online content, be it audio or video, that is used for live streaming can be encrypted and DRM protected to prevent piracy and unauthorised use.

With NovaEMM, businesses can manage and protect their mobile devices without any hassles, while enhancing their employee productivity, and that too at an affordable cost. While Tabnova is a leading provider of EMM software, there are other peers in the market as well.

Some of the other best enterprise mobility management (EMM) software that is available include the following – Codeproof, Amtel, Filewave, IBM, Microsoft EMM, Manage Engine, SOTI, Ivanti, VMware AirWatch, Miradore, Sophos, Scalefusion.

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[horizonsstandstill]

Inclusivity in feminism is about rights, not about participation in an oppressive system where women are also being exploited so that the empire can exploit even more people elsewhere.

Same goes for queer rights. Inclusivity is about defending the rights of everyone, not trying to jump in the ladder of hierarchal oppression.

Nobody should die for someone else's profit. It's the principle. But it also opens up other arguments that we should follow on.

When we look at it as one's right to bodily autonomy and right to live, workplace deaths also counted.

Nobody should work for someone else's profit without being compensated. It being involuntary is already unacceptable, but the power asymmetry in the corporate system, also raises questions about consent. There's no difference in illegitimacy, whether it's done by state or not.

Coming to feminism again, that also means that unpaid work should be compensated. All work serve to society. Unpaid labour us the backbone of every society. Women being forced into more unpaid labour is a huge feminist issue. But it's not just women. All the oppressed people who are easily exploitable have the same problem. It's just that feminist point in this matter is more prevalent and visible compared to a lot of others; such as wage theft, workplace racism, disability discrimination.

The anti-imperialist connotations are also prevalent and being against all drafting is a good start in incorporating anti-imperialism in feminism.

Not feminist as in "women should be included in the draft" but feminist as in "being drafted is a violation of bodily autonomy for any gender".

The draft should not exist. Drafting people into the military is a violation of human rights. You should not be able to force someone to risk their life. If you can't find enough people who care about a conflict to keep it going then it simply shouldn't keep going. You can't even force someone to donate a kidney using government power, why the fuck can you force them to donate their whole body and life to a cause they don't agree with or don't care about?

[eunicemiddleton421]

How Private Investigators Conduct Background Checks for Businesses

In today’s fast-paced business environment, hiring the right employees, entering partnerships, and choosing trustworthy vendors are crucial decisions that can make or break an organization. Many companies use private investigators (PIs) to conduct thorough background checks, seeking insights far beyond traditional hiring protocols. Private investigators are experts at digging deeper into public records, verifying histories, and uncovering the nuances of a person or entity’s past. This can help companies make more informed and secure choices. This blog delves into how private investigators conduct background checks for businesses, highlighting their processes, methods, and the value they add to the corporate world.

1. Why Businesses Need Private Investigators for Background Checks

Background checks are essential for businesses to maintain a secure, productive, and reliable workforce, establish credible partnerships, and reduce risks associated with fraud, theft, and liability. Private investigators bring specialized skills and resources that companies may not have in-house. They can uncover information about criminal records, financial issues, employment histories, and other critical details that can significantly impact a business. Unlike traditional background checks that typically only cover public records or employment histories, private investigators offer more in-depth analysis, often uncovering information that can’t be obtained through ordinary channels.

The key reasons why businesses turn to private investigators include:

Protecting Company Reputation: Ensuring that potential employees or partners have a clean record prevents reputational damage.

Minimizing Financial Risks: Fraudulent activities or hidden debts can be financially devastating. PIs can detect these red flags early.

Enhancing Security: Detecting potential threats, such as criminal backgrounds or behavioral red flags, helps protect the workplace.

Verifying Claims: PIs can confirm the accuracy of information provided by job applicants, vendors, or potential partners, verifying claims related to work experience, financial stability, and education.

2. Understanding the Scope of a Background Check

The scope of background checks conducted by private investigators varies depending on the business’s needs. For example, companies looking to hire employees might focus on an applicant's criminal record, work history, and education verification. On the other hand, businesses entering into high-stakes partnerships may want a comprehensive financial investigation.

Some common areas of investigation include:

Identity Verification: Ensuring that the individual’s identity is authentic through government records, social security verification, and other official documentation.

Criminal Record: Review any history of arrests, charges, or convictions that could impact the business.

Credit History: Checking financial stability for individuals involved in sensitive positions (e.g., those handling money).

Employment Verification: Confirming previous employment and verifying roles, tenure, and reasons for leaving.

Education Verification: Ensuring that academic credentials are legitimate and reflect the applicant's qualifications.

Social Media and Online Presence: Scanning social media activity and online presence for any content that might pose a risk or be inconsistent with the individual’s public claims.

3. Tools and Techniques Used by Private Investigators

Private investigators employ a variety of tools and techniques to gather accurate information. Here are some methods they use:

Database Access: PIs often have access to proprietary databases that aggregate information from a range of sources, such as court records, criminal history databases, and credit reporting agencies. These databases are typically not available to the general public and provide a more detailed insight into an individual’s background.

Public Records: PIs are adept at searching public records, which can include anything from court records, property deeds, bankruptcy filings, to marriage and divorce records. This information can help verify identity, financial stability, and personal history.

Interviews and Surveillance: For more in-depth checks, private investigators may conduct discreet interviews with previous employers, colleagues, or even neighbors to gather insights on a person's behavior and history. Surveillance can also be used to verify claims, such as a supposed injury that may impact their suitability for certain roles.

Social Media Analysis: Today, social media and other online platforms provide a window into a person’s personal and professional life. PIs analyze social media accounts, blogs, and forums to cross-reference information, check for potentially risky behavior, and validate claims.

Verification of Qualifications: PIs frequently contact educational institutions or previous employers directly to verify qualifications and work history. Some candidates may falsify educational credentials or job experience, which PIs can uncover through these channels.

Financial and Credit Checks: Financial instability can lead to situations where an employee or business partner may be more prone to unethical behavior. PIs can check credit reports, bankruptcy filings, and other financial records to assess an individual’s fiscal reliability, though this process often requires the consent of the individual under investigation.

4. Legal and Ethical Considerations

Private investigators operate within strict legal frameworks, as unauthorized access to certain types of personal information or conducting surveillance without cause can be illegal and invasive. Businesses and PIs must ensure that the background checks comply with the Fair Credit Reporting Act (FCRA) in the U.S. or equivalent laws in other countries, which regulate the collection, dissemination, and use of consumer information.

Some key legal and ethical guidelines include:

Consent: Many forms of background checks, especially those involving credit history and some financial records, require consent from the individual.

Privacy Laws: Private investigators must avoid intruding on private spaces or accessing information without legal clearance. This means avoiding certain types of surveillance or bypassing privacy settings on social media.

FCRA Compliance: In the U.S., the FCRA mandates that candidates must be informed when a background check is being conducted, and they have the right to dispute inaccurate information. Non-compliance can lead to legal penalties for both the business and the PI.

By adhering to these guidelines, private investigators ensure their work remains lawful, and businesses maintain an ethical stance in the hiring or partnership process.

5. Case Studies of Background Checks by Private Investigators

To illustrate how effective these background checks can be, let’s consider two hypothetical examples:

Case Study 1: Verifying the Background of a High-Level Executive A technology company was hiring a new Chief Financial Officer (CFO) and wanted to ensure they were financially reliable and trustworthy. The private investigator conducted a deep dive, revealing that the candidate had significant debt, multiple lawsuits, and a history of unreported financial mismanagement in previous roles. These insights helped the company avoid hiring someone who could potentially endanger their financial stability.

Case Study 2: Screening a Potential Partner A company in the healthcare industry was considering a joint venture with another firm. They hired a PI to conduct a background check on the partner company’s founders. The investigator found that one of the founders had been previously involved in several healthcare fraud cases. This information allowed the business to reevaluate the partnership, avoiding a potentially damaging association.

6. The Future of Background Checks with Technology

The field of private investigation is evolving rapidly due to advances in technology. Here’s how technology is changing the landscape of background checks:

Artificial Intelligence (AI): AI algorithms can process vast amounts of data quickly, identifying patterns and potential red flags that might take a human investigator much longer to find. This makes background checks faster and more comprehensive.

Machine Learning: Machine learning enables systems to “learn” from past data, helping PIs predict potential risks and prioritize certain areas of investigation based on previous case outcomes.

Blockchain for Verification: Blockchain can help in securely verifying qualifications and previous work experience, making it easier to authenticate claims without needing direct verification from institutions or employers.

Social Media Monitoring Tools: Advanced social media monitoring tools can assist PIs in tracking online activity, analyzing behavior patterns, and even detecting potential anomalies in the backgrounds of candidates or business associates.

With these tools, private investigators are becoming increasingly effective at providing businesses with the insights they need to make informed decisions.

7. Conclusion: The Value of Hiring Private Investigators for Background Checks

Hiring a private investigator for background checks offers businesses a high level of assurance and detail that isn’t achievable through traditional methods. From verifying qualifications and employment histories to analyzing financial stability and detecting criminal backgrounds, PIs provide insights that can significantly impact business decisions.

In an increasingly complex business landscape, the value of making well-informed decisions cannot be overstated. The cost of hiring a PI is often negligible compared to the potential risks and liabilities of hiring the wrong employee, partnering with the wrong company, or associating with individuals who could damage the company’s reputation. By understanding the methods and techniques of private investigators, companies can see why PI-conducted background checks are an invaluable asset for risk mitigation, reputation management, and overall business security.

[sri-balaji-packers-and-movers]

Commercial Relocation Services: Expert Solutions for Seamless Business Transitions

Commercial relocation requires a particular approach to ensure least disruption of business operations. Commercial relocations require handling fragile equipment, safeguarding important documentation, and handling complex logistics—qualities not seen in house moves. By smoothly and quickly moving under the right partner, companies can save money and time. This is what a reputable commercial relocation company offers, and businesses should most surely make use of it.

1. Comprehensive Planning and Coordination

Good commercial relocations begin with careful preparation. A professional service offers a committed project manager to evaluate the present configuration, identify the particular requirements of the company, and create a tailored strategy. From equipment movement to packaging schedules, this strategy covers every element to guarantee all processes are simplified. Frequent team coordination ensures that everyone is informed and ready, thereby enabling your company to remain running until the relocation and then swiftly resume.

2. Efficient Packing and Handling

High-value items abound in office settings: computers, printers, furniture, and private papers. Professionals in commercial relocation secure every item using specific packaging materials, so avoiding damage during transportation. From reinforced packing for big machinery to bubble wraps and strong containers for sensitive electronics, they treat every item carefully and precisely. Professionals also label and arrange every package, therefore enabling a quicker and more orderly arrangement at the new site.

3. Specialized Equipment for Safe Transportation

Moving sensitive or big equipment calls for specific handling gear and vehicles. To move goods securely, dependable commercial relocation companies have hydraulic lifts, dollies, custom-fitted vans, and air-ride suspension trucks. During loading, transportation, and unloading, this apparatus reduces the possibility of furniture and equipment damage. Appropriate use of technology and transportation options also guarantees that even the most difficult relocation, such as multi-floor or intercity one, goes without a hitch.

4. Minimal Downtime

For companies, time is of the essence; commercial relocators know how important little disturbance is. To meet corporate objectives, they give efficiency first priority and work on flexible schedules including weekends or after-hours. By helping to lower downtime, this strategic planning enables your staff to go back to work as soon as possible, so limiting income loss.

5. Insurance and Safety

Professional commercial movers offer complete asset insurance coverage during the relocation process, so offering piece of mind. Through protection against theft, loss, or unintentional damage, this policy ensures financial stability. These teams also get instruction in safety protocols, so ensuring a safe surroundings all while the relocation.

6. Post-Move Setup and Support

Once at the new site, a trustworthy commercial relocation company helps with furniture arrangement, equipment connection, and workstation setup so everything is operational from start. They guarantee that the new workplace is maximized for output by helping with last-minute issues after relocation.

Conclusion

Sri Balaji Packers and Movers all-encompassing commercial relocation service assures businesses of all kinds of perfect and rapid transfer. We handle everything from packaging and shipment to setup and placement to minimize delays and disruptions. We are one of the best Packers and Movers in Tambaram, trained team has specialized tools to handle office supplies, electronics, furniture, and delicate papers. By offering customized relocation solutions suitable to your specific needs, we ensure safe and fast transitions. Stressing expertise and efficiency, we initially give the preservation and integrity of your assets first importance so that you may quickly launch business at your new site.

Visit Our Website : https://sribalajipackersmovers.com/tambaram.html