#employee training programs texas

[rambleonwaywardson]

Clegan Astronaut AU - Part 2

Part 1

AU Summary: Had some ideas about the boys as modern day NASA astronauts. Taking place in 2025, Bucky is about to head to the moon as mission commander of Artemis III while Buck is back-up commander and CAPCOM on the ground at NASA. Established relationship (obnoxiously in love).

Author's Note: Thanks to everyone who read and liked part 1! I have this whole story very loosely plotted but have no publishing schedule. I'll be out of town this week, so it may be longer before part 3 is up. Also, fun fact, this was originally going to take place in the 70s during Apollo, but I really wanted to write Clegan as out and proud. I think you can see why.

See end notes for term definitions.

--

September 8, 2025 Houston, TX

Growing up, Gale Cleven was always just Gale Cleven. Top of his class, quiet but kind, a little something wild but innately good. He doesn’t talk much about his childhood, about his parents. He grew up too fast, learned too early that life is unfair, that people are unkind – even the ones who are supposed to take care of you. He grew up with his head in the clouds, dreaming of elsewhere. He wanted to be someone, to do something. He wanted to fly away. 

So when he needed money to go to college, he took a scholarship from Air Force ROTC. He would become a pilot. He would get a degree in aerospace engineering. He would learn about math and physics, and about the giant universe he dreamed of. He would do something important, something worthwhile, because he needed to be better than the man who raised him. 

Weirdly enough, being an astronaut was never a serious consideration. The space program was about impossible to get into as it was, and getting smaller. The heyday of Apollo and the shuttle were over. NASA was under fire once again in the early 2000s following the Columbia disaster, and space travel just didn’t interest the public, or the politicians, as much as it once did. Gale was fascinated by it, always had been, but he was much more interested in the physics, the math, the engineering. Even as he wanted to be a pilot, he hardly entertained the idea of being an astronaut. 

All of this, until he met John Egan. 

Freshman year of college, a talk, lanky, dark-haired boy with the most beautiful smile Gale had ever seen barreled into their assigned dorm room and hit Gale’s life like a freight train. He called himself Bucky, and he started calling Gale Buck, no matter how many times Gale repeated his actual name. Bucky Egan was also in AFROTC with dreams of being a pilot. A mechanical engineering major, not because he wanted to be or because the Air Force wanted him to be – physics really was not suited to him to be honest – but because he knew NASA would want him to be. And Bucky Egan fully intended to be a NASA astronaut. 

Gale could tell from day one that nothing would stop this boy; he was a force of nature, and if something stood in his way he simply jumped over it. 

What Gale did not know from day one was that, 16 years later, this was the man he would marry. What he did not know was that this man would completely change his life. 

It was John Egan that, one random night during their time in college, drunk on tequila shots, looked at Gale and said “still think it’s crazy you don't wanna be an astronaut. You’d be NASA’s poster boy.”

Gale Cleven was always just Gale Cleven, future pilot and engineer. Until he met John. Now, standing in a crowded bar in Houston, Texas, he’s Major Buck Cleven, astronaut. One of NASA’s poster boys. 

The Hundred Proof Bar, just down the road from Johnson Space Center, is a long-time local favorite of astronauts and JSC employees. It’s decorated with military and space program memorabilia, with a tradition almost as old as the bar itself: once an astronaut goes to space and returns from their mission, they get their astronaut portrait hung on the wall behind the bar, joining a small and coveted community of great pilots, explorers, and scientists. Among the Houston NASA community, having your picture behind the bar almost means more than having it at NASA. 

Over the bartop, Gale stares at his own portrait. Like most of the others, he’s in a bulky white EVA suit, one hand resting on top of a space helmet, an American flag in the background. The photograph was taken nearly three years ago, ahead of his inaugural six-month ISS mission, the culmination of over a decade of hard work in school, the Air Force, and astronaut training. You can read the expression on his face like a book in that picture: pure excitement, like it was everything he had ever dreamed of. 

Bucky’s picture is right next to his. Even though their first missions didn’t coincide, Jackie, the owner of the place and head bartender, insisted that putting them beside each other was the only correct course of action. Bucky looks just as ecstatic as Gale. Soon, though, there will be a new portrait of him in its place, one specific to Artemis 3.

“Here you go, love.” Jackie sets a glass of soda with lemon in front of Gale and he thanks her before taking a sip. He stands there at the bar, one hand on his glass and the other shoved in his pocket, just staring at the photographs. A little legacy to the world that’s representative of something far greater. They’d really made it, in the end.

“I’m proud of you, you know,” a voice says beside him. Gale looks over at Marge and smiles as she wraps an arm around his back and squeezes. 

“Thought you weren’t coming tonight,” Gale says as he hugs her back.

When she steps away, she shrugs. “Miss John’s birthday? He’d kill me.”

Gale laughs, shoving his hands back into his pockets. “Please, you can pretty much do no wrong in his eyes. He’d forgive you.” Bucky had come to love Marge like a sister over the years. Gale was worried at first that they wouldn’t click, back when Marge visited them in college for the first time, but he had rarely been so wrong. They get along like a house on fire, for better or for worse.

Marge shakes her head and chuckles. “No babe, that would be you. Pretty sure John would help you get away with murder if you asked.”

“Who says he hasn’t?”

Marge just shakes her head again. “Well, I just popped in to say hi, wish the birthday boy well.” She pokes Gale in the chest, looking pointedly at him. “I meant what I said. By all means, have fun tonight, but I don’t want to hear about any scandals, okay? I’m good at my job, but the press will have a field day if they get a whiff of the next moon walkers doing anything… unruly.”

“Marge,” Gale says, pushing her finger away gently. “They’re young astronauts. Unruly is their middle name.”

Marge cocks her head and stares him down. Gale tries not to squirm under the intense, disapproving gaze of a terrifying woman several inches shorter than him. “Please just-” 

“HEEYYYY!” Cheers erupt around the Hundred Proof as the front door swings open. Marge sighs and looks at Gale with an expression that says ‘you’re not off the hook and you better do as I say,’ but she drops it. Bucky walks inside, followed by Curt, Rosie, and Alex. He smiles and laughs and shakes hands, thanks people for the birthday wishes, hugs friends he hasn’t seen in too long. The place is packed with astronauts, NASA employees, space program families, and even some Air Force friends that were able to make a quick trip in. Gale turns around and leans back against the bar, watching Bucky work his way through the crowd.

He’s changed into a white tee shirt and an old black leather jacket on top of dark jeans, a timeless look that’s followed him since he first met Gale in college. He’s pretty sure the jacket itself has been with him through many of those years. Once he spots Gale, his smile gets wider and he pushes his way towards the bar. First he leans in and hugs Marge tight. “Happy birthday,” she says, ruffling his hair before he lets go.

“Thanks for coming,” he tells her. “I promise I will not be on my worst behavior tonight.”

Marge rolls her eyes. “That may be all I can ask for.” She pats him on the arm lovingly. “Enjoy yourself, okay?” She looks at both of the men standing in front of her – two men that she still sees as college boys; men who she is endlessly proud of and who also endlessly test her patience. “Sorry I can’t stick around, but I have to fly over to Cape Kennedy in the morning for some press. I’ll see you boys in a few days.”

They both hug her again before she walks off, slipping through the crowd effortlessly even in her heels. Bucky turns and looks at Gale, glances him up and down before breaking into a grin again. “You wore something cute.”

Gale looks down at himself, picking at the cuffs of his shirt. He’d picked out a black on black outfit: some nicely tailored black jeans and a black dress shirt with the top two buttons undone, complete with polished black leather oxfords – a look he admittedly knew would please Bucky with the way it fit his body so perfectly, the way it accentuated his shoulders and his waist at the same time. “Did I?” He asks innocently. Bucky nods, biting at his lower lip. Truthfully, everything looks good on Gale anyways. Gale shrugs, smirking at him. “Well, I live to please.” Before Bucky can really get any ideas in his head, though, Gale leans in and puts a hand on Bucky’s hip as he kisses him on the cheek. “Happy birthday, John,” he whispers.

They’re pulled away from each other by the sound of someone tapping loudly on a whiskey glass. Curt is standing on a nearby table, bringing in the attention of everyone in the room. He glances at Gale and Bucky. “Sorry lovebirds, but it’s not your wedding night yet. Give it a rest so I can say some words about Bucky here.” Gale blushes and pinches the bridge of his nose as their friends laugh around them. Bucky takes a step to the side, but still grabs Gale’s hand in his. Curt nods and goes on. 

“Most of us are here tonight to celebrate Bucky’s birthday. Quite frankly I’m shocked he has this many friends, but thank you for being here.” He laughs with the crowd as Bucky holds a hand dramatically to his heart. “No, really though, Bucky’s an amazing guy. I’m real lucky to know him, and I’m lucky to have him in that Artemis lander with me when we go to the moon in November.” Raucous applause and cheering fills the room at that and Curt puts his hands up as he yells over them that he ain’t finished yet. He looks at Bucky and raises a glass. “Happy birthday, brother. You’ve worked hard to get here, and you deserve every bit of it. May we make history this year!”

Applause rises again, louder now, and people stomp, holler, and shout as Curt motions for Bucky to take his place on the table. He climbs up and takes in the room. “Very touching, Curt, thank you,” he says. “I’m honored to be commander of this mission.”

“Of all the drunks in this joint!” someone calls out jokingly from the crowd.

Bucky laughs and puts a hand up defensively. “Listen, someone’s gotta make a nest for the rest of you dodos. Make sure it’s safe. Just think of me as an overpaid guinea pig. Or, actually, rather underpaid for the circumstances.” This gets some laughter as well, even as no one in the room would ever truly doubt Major John Egan’s capabilities as a pilot or as an astronaut. They all know it’s true, however, that astronauts are not compensated enough for the risks they face. The money really isn’t why they do it though. “I’m not gonna stand here and wax sentimental,” Bucky says. “So thank you all for being here tonight. Now let’s get this party started!” 

–

The evening is a blur of drinks, music, friends, and more drinks. It starts innocently enough, with Bucky making the rounds and greeting everyone he can. He and Gale talk shop for a while with Albert Clark, flight director of Artemis 3, and a few of the flight controllers tasked with monitoring the crew and spacecraft for the duration of the mission. Harry Crosby, FIDO; Jack Kidd, FAO; and Joseph “Bubbles” Payne, GNC. Bucky then declares that they need shots, and he remembers a lot less after that.

At some point, Gale loses track of him while he chats with a few of the engineers at JSC, including a hell of a woman named Helen who flew on the ISS with him. They’ve remained good friends ever since, and she’s about the smartest person and one of the best engineers he knows. He’s happy to talk about EVAs and the astronaut vs. engineer experience working in the neutral buoyancy tank, rockets and lunar rovers, even office gossip and who has the cutest dog (Gale, hands down, no room for objection). But it’s been a long day, and Gale – despite finding himself smack in the middle of the public eye with interviews and networking and photo shoots to the point that he isn’t really sure where he ends and the extroverted facade he’d crafted begins – is starting to feel drained. He talks and he smiles and he nods, but he can feel autopilot starting to take over. He brushes his fingers over the glass in his hand, smearing the cold condensation as he takes a sip of soda water. He’s perfectly sober but the music is starting to make his head pound. He blinks and rubs a hand over the back of his neck.

“Hey Buck,” Helen says, trying to hide her laughter with a hand over her mouth. Gale turns to see what she’s staring over his shoulder at and lets a quiet fuck slip out of his mouth.

“Hold my drink please,” he says to Helen, shoving the glass into her waiting hand before pushing through the crowd to where Bucky is standing in front of the dart board, crouched down so the top of his head is below the bullseye with a hand over his eyes. “And what exactly is this about?” he cries as he pulls Bucky away from the wall.

“Hey!” Curt exclaims, echoed by Alex. They’re both visibly drunk, darts in their hands as they look at Gale with displeasure all over their faces. 

“We gotta settle this, Buck,” Bucky insists, trying to tug away from the hand gripping his arm. Bucky may be bigger and stronger than him, but Gale is more sober by about a thousand miles.

“Settle what?” he asks, incredulous. 

“Well we ended in a tie,” Alex explains, like it makes all the sense in the world. “So now we gotta settle it somehow.”

The four of them stand in a loose approximation of a circle, staring each other down. Bucky has given up resisting and is leaning lazily back against Gale’s chest, fiddling intently with Gale’s fingers. Gale stands with one hand on his hip and the other wrapped around Bucky’s middle, holding the other man still while he tries to make sense of this. “And… the best way to settle that… is to throw darts at your commander? At my fiancé?”

Curt perks up defensively but his words are slurred. “Oh fuck no! We’re throwin’ ‘em above our fiancé.”

“My fiancé,” Gale corrects, as if that’s the most important part of this altercation.

Curt tilts his head and looks at him, his eyes shifting back and forth like he’s trying to make some sort of calculation in his head. Then he nods and points to Gale. “Yeah, yeah. Your fiancé.” He points to himself. “Our commander. Thassit.”

Alex adds, “whoever gets the dart closest to the top of his head wins.”

Gale rubs his face with one hand, groaning quietly. “No,” he finally says.

“No?” Curt asks, pouting. 

“No,” Gale asserts again. “Last thing we need is for John Egan to get kicked off Artemis cause he’s lost an eye. Now give me those.” He pushes Bucky gently to the side – which is met with a grumpy protest – and grabs the darts from Alex and Curt, who are surprisingly willing to hand them over.

“Buucckkk,” Bucky whines, tugging at Gale’s free hand as he gives the darts to Jackie to keep behind the counter for a while. “You’re no fuunnnn. Woulda been jus’ like when Tommy threw one at me tha’ time. Was fine.”

“Curt and Alex are a lot drunker, you dummy. You’ll thank me later.” Very unlikely. He probably won’t remember this later. Gale turns to address all three of the men. “Now go entertain yourselves in less destructive ways.”

–

An hour or two later – who can really say – as the crowd starts to thin out, heading home in hopes of getting some semblance of sleep before a full work day tomorrow, Gale finds Bucky standing at the bar, talking to some of their military friends. Jackie – saint that she is – had switched just about all of them to non-alcoholic beverages some time ago. When Gale tries to pull Bucky away, Bucky pouts and leans against the bar. “Come on, Buck, the night is still young.” It’s past midnight, actually. It’s officially Tuesday, and they have to go to work in the morning. Schedules are packed a couple months out from launch.

Gale shakes his head and wraps an arm securely around Bucky’s mid back, pulling him close. Bucky struggles at first but then pauses, turns his head to press his nose into Gale’s neck. “You smell good.” He sniffs again before Gale feels lips gently kissing his neck, making him freeze and try to keep from blushing too hard. 

“Okay,” he grunts, pushing Bucky’s head away from his collarbone while he tries to wrestle the rest of him away from the bar. “It’s definitely time to go home. Come on.”

Saying some hurried goodbyes, Gale pushes his way through the thinning crowd with Bucky half hanging on his shoulder and half stumbling beside him. Turning to look around is not an easy feat with 6’2 of muscular astronaut weighing him down, constantly switching back and forth between shouting out to friends across the room and trying to kiss Gale anywhere he can reach. But Gale manages to find who he’s looking for. Pushing between a small group of tipsy women with a mumbled apology, he reaches a hand out to grab Rosie by the shoulder. “You seen Alex?” he asks, raising his voice over the music.

“He left a little while ago!” Rosie yells back despite their proximity. Gale doesn’t know if he should be relieved that the number of drunk guys he has to wrangle has decreased or concerned over whether or not Alex was capable of getting home alone. But then Rosie adds, “Macon drove him home, don’t worry.”

Gale nods and steps closer. “You drunk?”

Rosie tilts his head to think for a moment, looks around the room, wriggles his shoulders back and forth like he’s trying to test his balance. “Eehhh.” He holds up a hand and tilts it back and forth in a ‘sort of kind of maybe’ motion.

Gale sighs as he pulls away Bucky’s hand, which is grabbing at his chin, and pins it down at his side instead. “Alright, you’re coming with me,” he says to Rosie. Then he points across the room to Curt, who is dancing on a table with a man and a woman to cheers from the crowd around them. He wonders how many people Curt has kissed tonight alone. “Grab him and meet me outside. Y’all can crash at our place.”

Rosie nods and heads off to extract Curt from… whatever is happening over there. Gale looks at Bucky, who is staring at him with his pupils blown wide. Bucky smiles drunkenly and kisses Gale sloppily on the mouth. Gale chuckles, long suffering, and presses his lips to Bucky’s temple. “I don’t know why I put up with you.”

Bucky taps him on the nose. “Cause you love me.” He can’t argue with that.

–

It takes some wrangling, some arguing, a little bit of threatening, and a lot of protesting, but Gale and Rosie manage to drag Bucky and Curt out of the car and through the door of the pretty ranch-style home on Nassau Bay. The second they walk in, they’re assaulted by two giant huskies all too excited to welcome them home. Meatball – who is really Demarco’s dog but has found himself in a weird co-parenting situation between Benny and Gale as the two alternate space missions and other work trips – just about knocks Curt to the tile floor right at the entryway. Pepper – the one year old husky who Gale and John adopted from a rescue earlier this year – slips and slides her way across the floor in her excitement to press her nose lovingly against Bucky’s legs.

“Hiya Pep!” Bucky immediately drops to the floor by the doorway to give Pepper all the hugs and kisses she deserves, laughing as she, very much not small enough to be a lap dog, wriggles her way into his lap anyways. Curt, meanwhile, stumbles away to the living room. “Couch!” he exclaims, before dramatically collapsing onto the couch and burying his face into a throw pillow.

“Shoes off!” Gale calls. Curt groans but awkwardly tries to kick off his dress shoes to no avail. Rosie rolls his eyes and goes to help. Gale bends down to scratch Meatball under the chin. “Benny’ll be home soon, bud.” He’s been on the ISS for over 6 months now and is due for splashdown next Wednesday. Meatball licks Gale’s hand before running out the door into the yard.

When Gale looks down at Bucky, still on the floor even though Pepper has run outside after Meatball, he’s staring forlornly at his feet. He looks up at Gale. “Buck, can you help me tie my shoes?”

“Your shoes are tied,” Gale says matter of factly, hands on his hips.

Bucky looks back at his shoes thoughtfully, touching the laces with oddly gentle fingers. He tugs halfheartedly. “Buck?”

“Hmm?”

“I can’t get them off.” 

Gale flexes his jaw, unimpressed, and nods. “Mkay.” He kneels down on the floor and carefully removes Bucky’s shoes, sets them neatly by the door. Then he hauls the man back to his feet. As he leads Bucky awkwardly to their master bedroom, he looks in on Curt, who is already passed out on the couch. Rosie had managed to get his shoes off and ensure he wasn't lying on his back. He then peeks into the first guest room where Rosie, mercifully still in his right mind, has already claimed a bed. “You good?” Rosie nods and gives him a thumbs up. Gale nods back. “See you in the morning.” They are in for a hell of a training day tomorrow. The only saving grace is that at least half of Johnson Space Center will probably be just as hung over.

Gale manages to get Bucky out of his jacket and settled on the edge of their bed before he goes about changing out of his own clothes, stripping down to his underwear before pulling on a pair of sweats. He is acutely aware of Bucky’s eyes tracking his every move until he goes into their en-suite to brush his teeth. Once he’s done in the bathroom, he returns to find Bucky staring out the big picture window at the full moon lighting up their backyard. 

He turns his head to look at Gale with wonder in his eyes. “I’m going to the moon, Buck.”

Gale smiles fondly as he sits beside him to look out at the night sky. He wraps an arm around Bucky’s shoulders and presses a kiss to the side of his head. It really is everything Bucky has ever dreamed of, for as long as they’ve known each other.

“Yeah, John. You’re going to the moon.”

--

--

Part 3

Terms: EVA = extravehicular activity (space walks and moon walks)

FIDO = Flight Dynamics Officer; monitors the flight path and trajectory of the spacecraft

FAO = Flight Activities Officer; in charge of preparing the flight plan; manages changes in the flight plan and crew activities

GNC = Guidance, Control, and Navigation Officer; operates spacecraft navigation and control software during flight; responsible for spacecraft orientation

ISS = International Space Station

Neutral Buoyancy Tank = giant water tank at Johnson Space Center used to simulate working in zero gravity

[justinspoliticalcorner]

Dave Jamieson and Alexander C. Kaufman at HuffPost:

Failed presidential candidate Gov. Ron DeSantis (R) signed a bill late last week barring Florida localities from requiring employers to provide outdoor workers with access to water, rest and shade, outraging workplace safety advocates who say the new law will kill people.

Backed by the agricultural and construction industries, the controversial legislation is what’s known as a “preemption” law: It forbids cities and counties from pursuing their own ordinances on a particular subject, in this case protections from extreme heat. The law effectively nullifies a proposal in Miami-Dade County that would require some employers to maintain a heat safety program and provide employees with water and shade on hot days. The county commission recently withdrew the proposal after the state legislation put its legality in doubt. The preemption bill recently passed the Republican-controlled state House and Senate, along with a similar measure that prevents jurisdictions from requiring employers to pay livable wages on government-funded projects. Unions and other progressive groups said blocking heat regulations would endanger farm and construction workers and anyone else who labors in one of the hottest states in the country. “Someone is going to die as a result of this legislation,” Kim Smith, a telecommunications technician, told HuffPost last month.

[...] Last year, Texas Republicans passed a similar preemption bill that blocked localities from implementing heat protections as well as other ordinances related to housing and labor. The legislation, known as Texas’ “death star bill,” appeared designed to thwart local laws in Austin and Dallas that guaranteed water breaks for workers.

Florida Republicans pushing for the preemption law said they wanted to avoid a “patchwork” of local regulations around the state related to heat safety, arguing the matter was better left to the federal Occupational Safety and Health Administration. But OSHA does not yet have a heat-specific safety rule, and proposals to create a uniform, statewide standard in Florida have gone nowhere over the years because of a lack of Republican support. More than 430 workers have died due to environmental heat exposure since 2011, according to OSHA. But relatively few jurisdictions have laws in place that require employers to provide water, shade and heat safety training. Just three — California, Oregon and Washington — mandate heat breaks for outdoor workers. Minnesota has heat standards for indoor workers, while Colorado does for farmworkers.

Just another terrible anti-workplace safety law signed in by Gov. Ron DeSantis (R-FL).

[rjzimmerman]

Excerpt from this story from Inside Climate News:

For people who have spent their careers trying to expand access to rooftop solar energy, the announcement on Monday of $7 billion worth of project support from the Biden administration is almost unfathomable in its size and scope.

Money from the Solar for All program, which is part of the Inflation Reduction Act, will go to 60 recipients that include state and Tribal governments and nonprofit organizations. Its goal is to help lower-income and otherwise disadvantaged households obtain the financial and environmental benefits of solar.

“It’s a good day,” said Erica Mackie, CEO and co-founder of GRID Alternatives, an Oakland, California-based nonprofit that will receive two grants totaling more than $310 million and is involved with a third grant of $62.3 million.

These solar initiatives are a convergence of advocacy for clean energy and for environmental justice, based on the ideas that solar will help economically disadvantaged households reduce their energy costs and cut the use of fossil fuels. Once on the fringe and part of programs that often struggled for funding, these concepts have now reached the mainstream.

GRID Alternatives started in 2004 with the installation of two solar systems and has grown to about 500 employees who provide job training for solar installers and set up solar systems for qualifying low-income households.

Her group was well-positioned to be a successful applicant for Solar for All because it was already doing the kind of work envisioned in the program. This includes years of work in Tribal communities across the U.S. to install solar as part an effort to increase clean energy jobs and reduce dependence on fossil fuels.

The Environmental Protection Agency selected the 60 Solar for All recipients from a pool of about 150 applicants. About $5.5 billion is going to 49 grants to states or state-level organizations; about $1 billion is going to five grants that cover multiple states; and about $500 million is going to six grants for Tribal governments or organizations that serve Tribal communities.

The largest grants are about $250 million each, given to three states (California, Texas and New York) and two applicants, including GRID Alternatives, whose work covers multiple states. The smallest grants are in the $25 million to $30 million range, including about $25 million for a partnership of the Hopi Tribe and Arizona State University to deploy rooftop solar on the Hopi Reservation.

[surrexi]

so about five months ago, my evil ayn rand-loving boss left the company because the previous vice president in charge of our sector of the company retired and her replacement looked at my boss' extremely unhealthy work habits (he regularly worked like... 16+ hour days) and complete disregard for budgets or the actual scope of our project's contract or the policies of our company regarding billable/unbillable hours and how an employee's time should be designated across projects and immediately was like "no, this has to change." and evil ayn rand-loving boss arranged for both himself and his favorite employee to get job offers at a different company. which was a godsend to me because i literally had my family, friends, and therapist all asking me if i was in a position where i could leave my job because of how just-shy-of-actionably awful said evil boss was to me.

(i don't have anything in particular to work on today and i'm annoyed a couple of my coworkers over a meeting this morning so i'm gonna rant about it here to avoid being tempted to rant at someone who actually works at my company, lol)

one of the things evil boss did that he shouldn't have been allowed to do was create a little group of tech-savvy employees that he gave their own cheesy acronym name that were 50% designated for the actual project he was the director of and 50% designated for... well, nothing officially, because his cheesy acronym group isn't an actual billable project or corporate operations unit. i don't want to type "cheesy acronym group" every time i mention it so i'm gonna tell y'all the actual name - "Virtual Innovation in Communication & Engagement," or the VICE Squad, because in addition to being evil he also thinks he's funnier than he is. (true story: the name might be changed bc people in the company have expressed that they think it's inappropriate/that it doesn't do a good job of expressing why we could be helpful to them.)

because my company is a research company that does contract work, employees are supposed to have 100% of their time officially designated for a particular project or corporate operations task. so like, 50% project a, 30% project b, 10% project c, 10% project d. or if you work for like, HR or as an office manager or in the corporate graphics or document services unit etc., then you might work like 15% on some project that needed your direct expertise and the other 85% might get charged to corporate operations but that's because you were specifically designated to do that work. in terms of the actual hours you work it's expected you'll occasionally use the corporate "unit ops" time codes when you're doing generic tasks, working on business development, doing HR trainings, attending corporate meetings, etc. but if you were hired for a full-time job in a non-corporate-support role, then in theory every week some combination of billable projects should have a claim on all 40 hours of your work time.

so anyway, when boss hired me and a couple of my coworkers, he designated our time as 50% the actual project he was director of (we administer a grant and provide training for grantees providing afterschool programming in texas), and 50% "VICE." the problem with that is that the vice squad is not a billable project or an official corporate entity, so he shouldn't have been allowed to do that. but the prior sector vp just let him do whatever he wanted. including completely ignoring the actual budget of the project. so like. one of my coworkers was charging half her time to the project and half her time to corporate unit ops even though she was doing 100% of her work on the project. which she shouldn't have been doing. and then myself and the other coworker were actually doing some work on other billable projects, but whenever it didn't take up a full 50% of our time, we just worked on the main project and charged all our time there, which was also bad because there was nowhere near enough money in the project budget for that. the only vice squad team member whose time is actually assigned (i assume) roughly correctly is someone who saw the work someone from the team did on a project and was like "hey, i have some time i can free up for this, let me be on the vice squad and give me projects." so like, he already had a bunch of projects he was assigned and just carved out whatever percentage for whatever projects he picked up through vice.

anyway, boss just didn't want to have to go through the corporate graphics team or document prep team etc., so he just hired some people who could do graphic design/desktop publishing/video editing/etc. and then basically just used the vice squad ~branding~ to get some of our time taken off the main project balance sheet by finding other projects within our sector who needed people to host/record/edit zoom meetings, hybrid conferences, podcasts, etc.

once evil boss left, the new project director (J), the associate VP whose business line the project was moved into (K), and the new sector VP (D) had to sort out all of this by talking to US, because evil boss did not leave them any explanations or anything. and i swear every time i told anyone else about how the whole thing was set up they were like ".................... that should not have been allowed." and i would be like *shrug emoji* "it did seem strange."

when evil boss left i also got a new "personnel supervisor" (or PSUP), which is the person who does things like career mentoring/your annual employee evaluation/etc. since lots of people work on multiple projects your PSUP isn't automatically the project director of a project you work on, although evil boss had kept almost everyone who worked on the project under his thumb (which other people in the company ALSO THINK WAS WEIRD). my new psup (A) is working in coordination with J and K to sort out my time allotment and even got special permission from D for me to charge any time over 20 hrs/week that isn't already for billable non-main-project projects to the corporate unit ops timecode while they find me other projects to work on. throughout this process i've been learning a lot about how things at my company are supposed to run administratively speaking and also seeing that a lot of the stuff that initially appealed to me about the company that i was disappointed not to see reflected in evil boss are actually reflected in most of the other people in the company i've worked with. it's been so rewarding to find that after evil boss did his best to make me miserable and also screw me over in terms of job security with him gone, the women who took over from him were like "no, you're clearly an asset to this company and you've been through hell, we're going to fight for you."

perhaps because i clearly had an opinion of evil boss that could sink no lower no matter what anyone told me about the administrative mess he left, J and K have been a tad bit more open with me than they might have been otherwise about said mess. and as a result of that, i have ended up with a more concrete understanding of the myriad ways evil boss was flouting rules/norms/budgets than anyone else who isn't involved in the actual leadership/project management side of the project.

which brings me to this morning's ~vice squad~ meeting. the vice squad as it stands now includes me, coworker L who doesn't do graphic design/video editing/etc but got lumped in with vice because she was also officially only 50% on main project (she manages the san antonio office and does a lot of admin/logistics stuff for the project, plus she handles posting to the facebook/insta accounts we have for a conference we put on as part of the project), coworker Z who is also 50% main project/50% vice but managed to hold on to enough "vice" projects that he probably actually has his 50% non-main-project time filled with billable hours anyway, and coworker R who is the one who already had his own projects when he "joined" the vice squad. R has worked for our company for like 15 years, and joined the vice squad on his limited basis a few years ago. Z worked for one of the afterschool programs that receives the grant our project administers and i gather evil boss recruited him to join our company a year and a half ago or so. L has been with the company only a few months longer than me, and I joined at the end of January of this year.

before evil boss left, he made a bunch of pronouncements about who would "lead" which project tasks after he left, even though he didn't really have the authority to do that. (i genuinely believe he was trying to sow as much chaos as possible to make the transition as difficult as he could for D, K, and J.) one of these pronouncements was that Z was going to "lead" the vice squad. one problem with that is that there is no actual vice squad task as far as the company is concerned. but another is that D and K looked at how the vice squad was arranged wrt time allotment etc and were both like "well this has to change" plus there's the name issue and like... i don't know what they told Z about his authority level but no one has told me that he has any particular authority over me or the vice squad. he just... arranged bi-weekly meetings and "leads" them. (these meetings could absolutely be an email btw.) anyway regardless of what Z has been told about his authority level, he definitely seems to have taken evil boss' pronouncement that Z is "in charge" of the vice squad to heart.

initially the person in the org chart who was responsible for coordinating the administrative aspects of the vice squad was J. a month or so ago K officially took managing/supervising the vice squad off J's plate, because she had way too much on it just trying to get main project to run smoothly according to the scope of the contract and within the budget. K scheduled a meeting with me to talk about the scope of the vice squad and what the vice team members hopes were for it going forward as well as what D is thinking we might be able to do with it. i assume she at least met with Z as well at that time, and she meets with L regularly because she's L's psup. i don't know if she's talked with R. five months ago when we were in the most chaotic part of the post-evil boss transition, i worked up a document based on (a) extant docs evil boss/his fave employee had created before the rest of us joined the team and (b) my own experience in seeing what things the vice squad did for the projects we worked on. i've shown that at least to J and K and i thought i had shared it with the rest of the team but i might not have.

anyway today during our bi-weekly this-could-have-been-an-email vice squad check-in meeting, the conversation shifted to the future of the vice squad, with Z and R talking about all this stuff they wanted to do to contact other projects to drum up more work for vice, create documents explaining what we do, etc. and i was like "whoa whoa whoa have you talked to K about this?" and "we should coordinate with K before we spend a lot of time on this" and they were just steamrolling me, and at least some of what they were saying was at odds with things K had told me about how she and D are thinking about rebranding/repackaging the vice squad going forward in order to allow it to continue to exist in a way that is within company policies and more widely useful to our sector of the company.

so i said to myself "i want it documented that i said this" and i put in the chat for the meeting "i strongly suggest coordinating with [K] if you do this." and then because R had said something like "if you don't have time i can do it" when i'd been trying to slow their roll, i added "it's not that i don't have time it's that it's not billable hours."

and R and Z were like "we've done it like this before" and i was like "yeah but that was when [evil boss] was here and [prior VP] let him do whatever he wanted even if it was against company policy" and they were just like "[prior VP] was the best" and ignored anything i said about billable hours, showed that in five months they still haven't learned K's name (i cannot fathom this tbh), and generally weren't listening to me. then i shared in the vice squad teams chat the document i prepared for K and J back in july and Z was like "okay thanks i see that" and was still going "yeah we should make [thing like the doc i just shared with a few additional categories of info]." then R sends a different doc to the chat which was something evil boss made several years ago that FRANKLY doesn't do what my document does nearly as efficiently or effectively given what info project directors we're trying to sell our services to need AND doesn't have the additional info Z was saying my document needed and Z goes "R this is perfect, this is great, we just need to change the logo!" (to the new logo that I MADE BY THE WAY, assuming our name doesn't change).

and i was like SO DONE WITH THESE FUCKING MEN, ugh. they never listen to me, i stg. i am trying to thread the impossible needle and be assertive towards them without them doing the man thing and deciding i'm being rude.

anyway like an hour after the meeting ended, J sends me a message on teams. she is still in the vice squad teams chat and invited to the vice squad bi-weekly meeting even though she doesn't attend and technically isn't even responsible for the vice squad anymore, so she could see the chats. after she asked how i am doing handling my dog dying suddenly and said some nice things about how she's been thinking about me and how grief sucks etc, she's like "in the vice meeting today, what was the topic where you mentioned coordinating with [K]?"

so i told her it was about the future of the vice squad and that i mentioned coordinating with K because she'd taken it over and then i was like "if that's changed i'm sorry for causing any confusion". and J was like "not at all. i really appreciate you drawing the line on unbillable hours."

so. i'm fucking right and these dumb men need to listen to me.

then i was like "i'm trying! it is... sometimes hard to get people to listen to me about it though" and she sends back "change is hard. and previous personnel sometimes operated differently than [company] policy suggests"

so yeah she is still verrrrrry salty about the mess evil boss left her to clean up but hey at least my willingness to jettison things evil boss did and advocate for us to actually follow company policies is endearing me to new boss. and also good job recent-past-me for deciding to at least have my advice to coordinate with K in writing in the meeting chat if nothing else.

[religion-is-a-mental-illness]

By: Aaron Sibarium

Published: Jun 12, 2024

Congressional Republicans introduced a bill on Wednesday that would eliminate all diversity, equity, and inclusion positions in the federal government and bar federal contractors from requiring DEI statements and training sessions.

The Dismantle DEI Act, introduced by Sen. J.D. Vance (R., Ohio) and Rep. Michael Cloud (R., Texas), would also bar federal grants from going to diversity initiatives, cutting off a key source of support for DEI programs in science and medicine. Other provisions would prevent accreditation agencies from requiring DEI in schools and bar national securities associations, like NASDAQ and the New York Stock Exchange, from instituting diversity requirements for corporate boards.

"The DEI agenda is a destructive ideology that breeds hatred and racial division," Vance told the Washington Free Beacon. "It has no place in our federal government or anywhere else in our society."

The bill is the most comprehensive legislative effort yet to excise DEI initiatives from the federal government and regulated entities. It offers a preview of how a Republican-controlled government, led by former president Donald Trump, could crack down on the controversial diversity programs that have exploded since 2020, fueled in part by President Joe Biden’s executive orders mandating a "whole-of-government" approach to  "racial equity."

From NASA and the National Science Foundation to the Internal Revenue Service and the U.S Army, all federal agencies require some form of diversity training. Mandatory workshops have drilled tax collectors on "cultural inclusion," military commanders on male pregnancy, and nuclear engineers on the "roots of white male culture," which—according to a training for Sandia National Laboratories, the Energy Department offshoot that designs America’s nuclear arsenal—include a "can-do attitude" and "hard work."

The Sandia training, conducted in 2019 by a group called "White Men As Full Diversity Partners," instructed nuclear weapons engineers to write "a short message" to "white women" and "people of color" about what they’d learned, according to screenshots of the training obtained by the Manhattan Institute’s Christopher Rufo.

The bill would ban these trainings and close the government DEI offices that conduct them. It would also prevent personnel laid off by those closures from being transferred or reassigned—a move meant to stop diversity initiatives from continuing under another name.

The prohibitions, which cover outside DEI consultants as well as government officials, would be enforced via a private right of action and could save the government billions of dollars. In 2023, the Biden administration spent over $16 million on diversity training for government employees alone. It requested an additional $83 million that year for DEI programs at the State Department and $9.2 million for the Office of Personnel Management’s Office of Diversity, Equity, Inclusion and Accessibility—one of the many bureaucracies the bill would eliminate.

A large chunk of savings would come from axing DEI grants made through the National Institutes of Health (NIH), which has a near monopoly on science funding in the United States. The agency hosts an entire webpage for "diversity related" grant opportunities—including several that prioritize applicants from "diverse backgrounds"—and has set aside billions of dollars for "minority institutions" and researchers with a "commitment to promoting diversity." All of those programs would be on the chopping block should Vance and Cloud’s bill pass.

Cosponsored by Marsha Blackburn (R., Tenn.), Rick Scott (R., Fla.), Kevin Cramer (R., N.D.), Bill Cassidy (R., La.), and Eric Schmitt (R., Mo.) in the Senate, the Dismantle DEI Act has drawn support from prominent conservative advocacy groups, including Heritage Action and the Claremont Institute. At a time of ideological fracture on the right—debates about foreign aid and the proper role of government bitterly divided Trump’s primary challengers, for example, both in 2016 and 2024—Wednesday’s bill aims to provide a rallying cry most Republicans can get behind: DEI needs to die.

"It’s absurd to fund these divisive policies, especially using Americans' tax dollars," Cloud told the Free Beacon. "And it’s time for Congress to put an end to them once and for all."

The bill has the potential to free millions of Americans—both in government and the private sector—from the sort of divisive diversity trainings that have become an anti-woke bête noire. Its most consequential provisions might be those governing federal contractors, which employ up to a fifth of the American workforce and include companies like Pfizer, Microsoft, Lockheed Martin, and Verizon.

Each firm runs a suite of DEI programs, from race-based fellowships and "resource groups" to mandatory workshops, that have drawn public outcry and in some cases sparked legal challenges. By targeting these contractors, the bill could purge DEI from large swaths of the U.S. economy without directly outlawing the practice in private institutions.

Targeting accreditors, meanwhile, could remove a key driver of DEI programs in professional schools. The American Bar Association and the Liaison Committee on Medical Education, which accredit all law and medical schools in the United States and derive much of their power from the U.S. Department of Education, have both made DEI material—including course content on "anti-racism"—a requirement for accreditation, over the objections of some of their members.

Those mandates have spurred a handful of law schools to require entire classes on critical race theory. The transformation has been even more acute at medical schools, which, per accreditation guidelines released in 2022, should teach students to identify "systems of power, privilege, and oppression."

Yale Medical School now requires residents to take a mandatory course on "advocacy" and "health justice," for example. And at the University of California, Los Angeles, David Geffen School of Medicine, students must complete a "health equity" course that promotes police abolition, describes weight loss as a "hopeless endeavor," and states that "biomedical knowledge" is "just one way" of understanding "health and the world."

While the bill wouldn’t outlaw these lessons directly, it would prevent accreditors recognized by the Education Department from mandating them. Such agencies, whose seal of approval is a prerequisite for federal funds, would need to certify that their accreditation standards do not "require, encourage, or coerce any institution of higher education to engage in prohibited" DEI practices, according to the text of the bill. They would also need to certify that they do not "assess the commitment of an institution of higher education to any ideology, belief, or viewpoint" as part of the accreditation process.

Other, more technical provisions would eliminate diversity quotas at federal agencies and end a racially targeted grant program in the Department of Health and Human Services.

Unlike past GOP efforts to limit DEI, which have focused on the content of diversity trainings and the use of explicit racial preferences, the bill introduced Wednesday would also ax requirements related to data collection. It repeals a law that forces the armed services to keep tabs on the racial breakdown of officers, for example, as well as a law that requires intelligence officials to collect data on the "diversity and inclusion efforts" of their agencies.

Though officials could still collect the data if they so choose, the bill would mark a small step toward colorblindness in a country where racial record-keeping—required by many federal agencies—has long been the norm.

"DEI destroys competence while making Americans into enemies," said Arthur Milikh, the director of the Claremont Institute Center for the American Way of Life, one of the conservative groups supporting the bill. "This ideology must be fought, and its offices removed."

==

I don't care who raised it. If the Dems raised it, I'd support it. DEI is absolute poison.

[arcticdementor]

The Biden administration recently promised it will finally loosen the purse strings on $39 billion of CHIPS Act grants to encourage semiconductor fabrication in the U.S. But less than a week later, Intel announced that it’s putting the brakes on its Columbus factory. The Taiwan Semiconductor Manufacturing Company (TSMC) has pushed back production at its second Arizona foundry. The remaining major chipmaker, Samsung, just delayed its first Texas fab.  This is not the way companies typically respond to multi-billion-dollar subsidies. So what explains chipmakers’ apparent ingratitude? In large part, frustration with DEI requirements embedded in the CHIPS Act.  Commentators have noted that CHIPS and Science Act money has been sluggish. What they haven’t noticed is that it’s because the CHIPS Act is so loaded with DEI pork that it can’t move.

…

Handouts abound. There’s plenty for the left—requirements that chipmakers submit detailed plans to educate, employ, and train lots of women and people of color, as well as “justice-involved individuals,” more commonly known as ex-cons. There’s plenty for the right—veterans and members of rural communities find their way into the typical DEI definition of minorities. There’s even plenty for the planet: Arizona Democrats just bragged they’ve won $15 million in CHIPS funding for an ASU project fighting climate change. That project is going better for Arizona than the actual chips part of the CHIPS Act. Because equity is so critical, the makers of humanity’s most complex technology must rely on local labor and apprentices from all those underrepresented groups, as TSMC discovered to its dismay.  Tired of delays at its first fab, the company flew in 500 employees from Taiwan. This angered local workers, since the implication was that they weren’t skilled enough. With CHIPS grants at risk, TSMC caved in December, agreeing to rely on those workers and invest more in training them. A month later, it postponed its second Arizona fab. Now TSMC has revealed plans to build a second fab in Japan. Its first, which broke ground in 2021, is about to begin production. TSMC has learned that when the Japanese promise money, they actually give it, and they allow it to use competent workers. TSMC is also sampling Germany’s chip subsidies, as is Intel.

…

In short, the world’s best chipmakers are tired of being pawns in the CHIPS Act’s political games. They’ve quietly given up on America. Intel must know the coming grants are election-year stunts — mere statements of intent that will not be followed up. Even after due diligence and final agreements, the funds will only be released in dribs and drabs as recipients prove they’re jumping through the appropriate hoops. For instance, chipmakers have to make sure they hire plenty of female construction workers, even though less than 10 percent of U.S. construction workers are women. They also have to ensure childcare for the female construction workers and engineers who don’t exist yet. They have to remove degree requirements and set “diverse hiring slate policies,” which sounds like code for quotas. They must create plans to do all this with “close and ongoing coordination with on-the-ground stakeholders.”  No wonder Intel politely postponed its Columbus fab and started planning one in Ireland. Meanwhile, Commerce Secretary Gina Raimondo was launching a CHIPS-funded training program for historically black colleges.

…

This is the stuff declining empires are made of. As America pursues national security by building a diverse workforce, China does it by building warships.  The CHIPS Act’s current identity as a jobs program for favored minorities means companies are forced to recruit heavily from every population except white and Asian men already trained in the field. It’s like fishing in all the places you aren’t getting bites.

[smarterfeds1]

Navigating Your Federal Retirement Journey: Essential Training for FERS Employees

For federal employees enrolled in the Federal Employees Retirement System (FERS), planning for retirement is a complex and often daunting task. With a myriad of unique provisions, annuity options, and retirement strategies, it's crucial for FERS employees to receive the appropriate training to make informed decisions about their financial future. In this article, we will explore various training programs available to FERS employees to help them navigate the intricacies of the FERS retirement system.

FERS Annuity Training

Understanding the FERS annuity system is fundamental to planning a successful retirement. FERS annuity training provides federal employees with the knowledge they need to calculate their annuity benefits accurately. This training covers the different components of the FERS annuity, such as the Basic Benefit, Social Security, and the Thrift Savings Plan (TSP). By participating in this training, FERS employees can ensure they make well-informed choices when it comes to their retirement income.

FERS Special Provision Employee Training

FERS Special Provision Employees have unique retirement rules and benefits that differ from the standard FERS guidelines. Specialized training programs are available to help this subset of federal employees understand their specific retirement options. This training delves into the nuances of special provisions, such as law enforcement, military service, or specific agency requirements, ensuring that these employees are well-prepared for retirement under their unique circumstances.

FERS Retirement Training

General FERS retirement training provides comprehensive insights into the retirement process for all FERS employees. This program covers the eligibility criteria, annuity calculation methods, and other essential aspects of the FERS retirement system. FERS retirement training offers a solid foundation for planning retirement and making crucial decisions regarding annuity options.

FERS Law Enforcement Officer Retirement

Law enforcement officers under the FERS system have distinct retirement needs and regulations. Specialized training programs for law enforcement officers address these unique requirements, covering topics like the Law Enforcement Officer (LEO) retirement category, service credit, and eligibility criteria. This training helps law enforcement officers make informed choices about their retirement.

Federal Employee TSP Strategies Training Tampa

The Thrift Savings Plan (TSP) is a key component of the FERS retirement system, allowing federal employees to save for retirement. Training programs in locations like Tampa focus on TSP investment strategies, helping employees understand how to maximize their TSP accounts to secure a comfortable retirement. These programs cover investment options, contribution limits, and withdrawal strategies.

FERS Special Retirement Supplement Training Workshops Orlando

The FERS Special Retirement Supplement is designed to bridge the gap between federal retirement and Social Security benefits. Training workshops in locations like Orlando provide valuable insights into how this supplement works, when it applies, and how it impacts retirement income. Understanding the supplement is critical for FERS employees who retire before becoming eligible for Social Security.

ChFEBC Retirement Training Texas

Chartered Federal Employee Benefits Consultants (ChFEBC) offer specialized retirement training in Texas. These consultants are well-versed in the intricacies of the FERS system and provide personalized guidance to federal employees. ChFEBC retirement training in Texas caters to the specific needs of each employee, offering tailored solutions and strategies to ensure a successful retirement.

FERS Survivor Benefit Training Orlando

FERS Survivor Benefit Training in Orlando addresses the important topic of survivor benefits. It is essential for FERS employees to understand the survivor annuity options available to their spouses and beneficiaries in the event of their passing. This training covers the eligibility criteria, annuity amounts, and the impact on survivor finances.

Conclusion

Navigating the Federal Employees Retirement System (FERS) can be a complex and challenging journey. To ensure a smooth transition into retirement and make informed decisions, FERS employees should take advantage of the various training programs available. Whether it's annuity training, special provision employee training, or Thrift Savings Plan strategies, these programs offer the knowledge and expertise needed to secure a comfortable retirement. By investing in proper FERS training, federal employees can make well-informed choices and embark on their retirement journey with confidence.

[dertaglichedan]

A postal worker died on Tuesday while working his route in a Dallas neighborhood, according to the U.S. Postal Service, as Texas continues to experience record-high temperatures.

"The Postal Service is deeply saddened by the loss of life suffered yesterday involving a Lakewood Post Office Letter Carrier," the USPS told ABC News in a statement. "Our thoughts are with his family, friends and colleagues at this time."

USPS said it's implemented its Heat Illness Prevention Program for employees, and gives mandatory heat-related and safety training to all its employees.

[texasroadhousecateringmenu]

How Texas Roadhouse Turns First-Time Visitors into Loyal Customers

Texas Roadhouse is a master at turning first-time visitors into loyal customers, a feat that sets it apart in the competitive restaurant industry. The brand’s ability to create memorable dining experiences, foster genuine connections, and deliver consistent quality has helped it build a devoted following. Here’s how Texas Roadhouse converts curious newcomers into lifelong fans.

1. A Warm Welcome with Southern Hospitality

From the moment a guest walks through the doors of Texas Roadhouse, they are greeted with warmth and enthusiasm. This emphasis on Southern hospitality sets the tone for the rest of the visit.

Friendly Staff: Employees are trained to make guests feel at home, whether it’s through a cheerful greeting, a smile, or a quick conversation. This immediate connection helps first-time visitors feel valued and appreciated.

Personalized Service: Servers go above and beyond to ensure that each guest’s needs are met. They provide menu recommendations, accommodate dietary preferences, and celebrate special occasions with flair, making every visit feel personal.

This genuine hospitality creates a positive first impression, encouraging visitors to return.

2. Memorable Food Experiences

At the heart of Texas Roadhouse’s appeal is its commitment to serving high-quality, made-from-scratch food. First-time visitors are often blown away by the freshness, flavor, and generous portions.

Hand-Cut Steaks: The restaurant’s signature hand-cut steaks, prepared fresh daily, deliver a level of quality that rivals high-end steakhouses.

Iconic Rolls and Cinnamon Butter: The warm, fluffy rolls served with cinnamon honey butter are a standout feature that many first-time visitors remember and crave.

Made-From-Scratch Sides: From buttery mashed potatoes to seasoned rice, every side dish is crafted with care, enhancing the overall meal experience.

The combination of great food and generous portions ensures that guests feel they’ve received excellent value for their money, a key factor in building loyalty.

3. A Unique and Fun Atmosphere

Texas Roadhouse’s lively ambiance is unlike any other casual dining restaurant. The energetic vibe leaves a lasting impression on first-time visitors.

Country Music and Line Dancing: The upbeat country tunes and occasional line dancing by the staff add an element of fun and entertainment to the dining experience.

Rustic Decor: The roadhouse-inspired decor, complete with neon signs and vintage memorabilia, creates a welcoming and nostalgic environment.

Peanuts on the Table: The quirky tradition of providing buckets of peanuts for snacking—and tossing the shells on the floor—adds a playful and memorable touch.

This unique atmosphere makes dining at Texas Roadhouse an experience, not just a meal, encouraging guests to return for more.

4. Consistency and Reliability

One of the keys to turning first-time visitors into loyal customers is delivering a consistent experience. Texas Roadhouse excels in maintaining high standards across all locations.

Quality Control: The restaurant ensures that food, service, and ambiance are consistent, no matter where guests dine.

Training Programs: Employees undergo rigorous training to uphold the brand’s values and standards, ensuring a reliable experience for every guest.

This consistency builds trust, which is essential for fostering loyalty.

5. Community Engagement and Connection

Texas Roadhouse strengthens its bond with customers by engaging with local communities and giving back.

Fundraisers and Charity Events: The restaurant frequently hosts events to support schools, non-profits, and first responders, creating goodwill and a sense of community.

Celebrating Special Occasions: From birthdays to anniversaries, Texas Roadhouse goes the extra mile to make guests’ celebrations memorable, fostering emotional connections.

By becoming a part of the community, Texas Roadhouse ensures that first-time visitors feel like they’re joining a larger family.

Conclusion

Texas Roadhouse turns first-time visitors into loyal customers by delivering exceptional food, creating memorable experiences, and fostering genuine connections. Its focus on Southern hospitality, consistent quality, and community engagement leaves a lasting impression that keeps guests coming back. For Texas Roadhouse, every visit is an opportunity to build a relationship, ensuring that newcomers become lifelong fans of the brand.

[oliviaphleb]

Opening Salaries: How Much Do Phlebotomists Really Make in 2023?

Unlocking Salaries: How Much Do Phlebotomists Really Make in 2023?

The ⁢healthcare ⁤field is ever-evolving, and phlebotomy is a vital part⁢ of laboratory medicine. If you’re considering a career as a phlebotomist or are⁤ simply curious​ about their ​earnings in 2023, you might wonder: How much do phlebotomists​ really make? In this comprehensive guide, we will explore their salaries, influencing ⁤factors, benefits of‍ the profession, career advancement opportunities, and practical​ tips to maximize your earnings.

Understanding Phlebotomy

Phlebotomists are trained healthcare professionals who specialize in drawing blood ⁢from patients for⁢ laboratory analysis. Their⁣ work is crucial for diagnosing and treating various medical conditions. And with ‍the continuous demand for lab services, it’s no surprise⁤ that phlebotomy careers are on⁣ the rise.

Phlebotomist Salaries in 2023

As of 2023,​ the⁣ average⁢ salary ⁢for a phlebotomist in the United States ​is approximately $38,000 per year. However, this figure can vary significantly ​based on various factors.

Factors Affecting Phlebotomist Salaries

Factor

Impact on Salary

Location

Salaries often vary by state, with certain regions paying higher wages due to cost of living or high demand.

Experience

Entry-level phlebotomists may ⁢earn less, ‌while those with ⁤several ⁣years can earn significantly more.

Certification

Holding certifications (e.g., from ASCP or NHA) can lead to higher salaries.

Workplace

Phlebotomists working in hospitals often earn more compared ‍to those ⁤in outpatient clinics or labs.

Full-Time vs Part-Time

Full-time employees generally receive higher pay and benefits than part-time ‍workers.

Phlebotomist Salary by State

Here’s a look at phlebotomist salaries by state in ⁣2023, showcasing the ‍geographical differences:

State

Average Salary

California

$45,000

Texas

$35,000

Florida

$38,000

New York

$50,000

Illinois

$42,000

Benefits of Being a Phlebotomist

Top Benefits

Job Stability: ‍ The⁤ demand for phlebotomists continues to grow as healthcare needs increase.

Flexible Hours: Many positions ⁢offer part-time hours, making ⁣it suitable for students or those seeking supplemental income.

Short Training Period: Certification programs typically last a few ⁣months, ⁢allowing quick entry into​ the workforce.

Various Work Environments: Opportunities exist in hospitals, clinics, blood donation centers, and labs.

Career Advancement Opportunities

For many phlebotomists, this​ role serves as a stepping⁣ stone to other healthcare positions. Here are a few options for growth:

Specialization: Pursue additional certifications in areas like hemostasis or cellular​ therapy.

Management Roles: ⁤Many phlebotomists progress ​to supervisor ​or lab manager positions.

Related Careers: Transitioning to nursing‍ or lab ⁣techs can ​broaden career prospects and ⁤earning potential.

Case Study: A Day in ​the Life of a Phlebotomist

To provide a real-world ​perspective, let’s‌ look at the experience of Jamie, a phlebotomist in ⁤California:

After completing her certification, Jamie secured a job at a large hospital. Her day begins ⁣at 7 AM, where she checks in with the lab team. Throughout​ the day, she draws blood from diverse patients – from infants to elderly individuals, ensuring compliance with health protocols. By 3 PM,⁣ she⁢ has completed over 20 blood ‌draws, collaborating with nurses to deliver swift results that assist with diagnoses. Jamie enjoys the personal interactions, finding satisfaction in helping patients through ​their medical ‌journeys.

Practical Tips for Aspiring⁢ Phlebotomists

If you’re interested in joining this rewarding field, here are some practical tips to consider:

Invest in Quality Training: Choose​ accredited schools or online programs with solid ⁢reputations.

Stay Certified: Keep your certifications current⁤ and ‍consider pursuing advanced credentials.

Network: Join professional organizations like⁣ the American Society ​of Phlebotomy Technicians (ASPT) ⁢to connect with peers.

Continue Learning: Stay‍ updated on‍ the‍ latest techniques and technologies in the field.

Conclusion

Phlebotomy is more than just ​a job; it’s⁤ a critical component ‌of healthcare, with a rewarding ⁣salary and numerous career progression opportunities. As we’ve discussed, salaries vary based on ⁤several ​factors, including location, experience, and certification.⁢ Whether you’re starting a new⁢ career⁤ or looking to transition, understanding the financial aspects ⁣of phlebotomy can empower you to make informed decisions. With the ongoing demand for qualified professionals, pursuing a career in phlebotomy can be both a fulfilling and financially wise⁢ choice‌ in 2023 and beyond.

https://phlebotomytechnicianschools.org/opening-salaries-how-much-do-phlebotomists-really-make-in-2023/

[batesmachineonline]

Top 5 Benefits of CNC Product Outsourcing

Top 5 Benefits of CNC Product Outsourcing

Manufacturing companies often incur high costs when they produce CNC precision machined parts on their own. Fortunately, outsourcing to specialized firms can save them money and time. When choosing a CNC machining supplier, look for industry expertise, equipment, track record, accessibility, and customer service. Selecting a supplier with these qualities can ensure a superior product and improve business operations.

1. Reduced Costs

Having to hire and maintain in-house CNC machinists is expensive for manufacturers. By outsourcing this service to Bates Machine & Mfg. in Farmersville, Texas companies can save on labor costs and avoid costly downtime caused by unscheduled maintenance or equipment malfunctions. Choosing the right outsourcing company is crucial to ensuring a successful product development process. A reliable contract manufacturer will have a proven track record of meeting or exceeding production schedules, while delivering high-quality work and excellent customer service. Outsourcing can also reduce materials and energy costs, as well as hefty upfront investments in equipment and infrastructure. By transferring these expenses to an outsourcing partner, businesses can allocate their funds to other areas of the business that are critical to success. This will ultimately increase their profit margins and overall business potential.

2. Increased Efficiency

Manufacturing companies can avoid expensive capital expenses by outsourcing their CNC machining needs. Instead of investing in expensive equipment and hiring new employees, they can partner with a reputable CNC service provider to meet their production needs. By working with a cnc product outsourcing company, businesses can tap into expert programming skills that ensure high-quality results. They can also save on overhead and other indirect costs associated with in-house machining. Aerospace parts procurement supply chain executives can benefit from a variety of advantages associated with outsourcing precision part CNC machining services. By partnering with a trusted third-party supplier manager like SyncFab, they can leverage rapid dynamic manufacturing capabilities for effective cost and supply chain planning while supporting the buildout of US supply chains. Ultimately, this leads to greater efficiency and competitive advantage.

3. Greater Flexibility

For companies that need to produce high volumes of precision machined parts, outsourcing can be an effective strategy. Outsourcing companies can provide a wide range of services that may not be possible for manufacturers to offer themselves. For example, CNC machining requires specific skills that can be hard for many manufacturers to recruit and train. Outsourcing to a specialized company with a high-level of expertise can eliminate the need for costly training and equipment investments. Moreover, outsourcing allows manufacturers to increase and decrease production levels to meet changing market demands. This flexibility can save significant time and money and help them compete effectively in the market. This is a major benefit of outsourcing that many manufacturing companies are realizing. The best CNC machining companies also have strong quality control practices that help them deliver consistent results to their customers.

4. Increased Customer Satisfaction

If you don’t have the resources to make precision parts in-house, outsourcing can be an excellent solution. Reputable CNC service providers can quickly produce the parts you need, increasing your productivity and giving you peace of mind that your customers are getting the best quality. Choosing the right CNC service provider involves evaluating the company’s industry expertise, track record, equipment and accessibility. Look for providers that offer value-added services like prototype design engineering and prioritize quality. Sharing your designs and innovations with an outside supplier can pose security risks. Ensure that your contract stipulates clear ownership and protection mechanisms to mitigate intellectual property theft. MFG’s comprehensive manufacturer directory can help you find the ideal partner for your needs. Register today to simplify the process!

5. Increased Productivity

Outsourcing is an effective strategy to improve your company’s production capabilities without the costly investments of additional equipment and technology. This allows you to concentrate your resources on other critical aspects of business, such as research and development, product marketing, and sales. CNC machining services have dedicated teams focused on quality control and can handle the increased demands of a busy production environment. They have all the equipment and expertise necessary to meet your project requirements, resulting in faster turnarounds for your final products. In addition to increased productivity, a reliable contract manufacturer can provide you with scalable CNC programming services. This flexibility enables manufacturers to quickly adjust their CNC operations to meet fluctuations in industry and market demand, improving overall operational efficiency. Ultimately, this translates to a greater competitive advantage for your company. Read the full article

[isabelwcna]

Open Your Healthcare Career: Discover Free CNA Classes in Austin, TX!

Unlock Your Healthcare Career: Discover​ Free CNA Classes in Austin, TX!

If‍ you’re looking to kickstart a fulfilling career in healthcare, becoming a Certified ​Nursing Assistant (CNA) could be your gateway. In Austin, Texas, ⁣several programs‌ offer free ‌CNA classes that can help you launch your‌ career without breaking the bank. This article will guide you through everything you need to⁤ know about finding and benefiting from these classes.

What ‌is a Certified Nursing Assistant ⁤(CNA)?

A Certified Nursing Assistant plays a crucial role in the healthcare system. As a⁣ CNA, you will ‌provide essential support to nurses ⁢and care for patients in various settings, such ⁢as ⁤hospitals, ‍nursing homes, and assisted⁣ living facilities. Your responsibilities may include:

Assisting patients with daily living activities

Monitoring patient vitals and reporting changes

Providing emotional support⁣ to patients and their⁢ families

Maintaining a clean and safe environment for patients

Why Choose Free CNA Classes in Austin, TX?

Choosing free CNA classes in Austin opens doors to numerous opportunities. Here are some compelling reasons to enroll:

No Financial Burden: Free classes alleviate the cost of tuition, allowing you to gain valuable skills without debt.

Job Readiness: Many programs are designed to meet ⁢state requirements, ensuring you’re ready for certification.

Flexible Schedules: Many institutions offer night and weekend classes to accommodate working students.

Community Connections: Local programs may provide networking ​opportunities that ‌can lead to job placements.

How to ‍Find⁤ Free CNA Classes in Austin, TX

Finding‌ the right free​ CNA classes in Austin involves researching various institutions and programs. Below are some of the best resources:

1. Local Community Colleges

Many community colleges in Austin offer FREE CNA ‌classes as part​ of their workforce development initiatives. ​These‍ programs often provide high-quality education and a pathway to certification.

2. Nonprofit Organizations

Organizations such as the American ‍Red Cross frequently⁢ offer free or low-cost CNA training programs. Keep an eye on their announcements for upcoming classes.

3. Healthcare Facilities

Some hospitals and nursing homes in Austin⁢ may sponsor free CNA training for employees who commit to working with them post-certification. This is an excellent way to ‌gain experience while earning your certification.

Benefits of⁤ Becoming a CNA

The benefits of pursuing a career as a CNA extend beyond financial savings. Here are a few‌ key advantages:

High Demand: With an aging population, the demand for CNAs is on the rise, leading to numerous employment opportunities.

Career Advancement: Being a CNA can serve as⁣ a‌ stepping stone to other healthcare careers, such as nursing⁤ or healthcare administration.

Personal Fulfillment: Helping individuals in need fosters a sense of purpose and satisfaction in your ⁣daily work.

What to Expect in CNA Training Programs

CNA training programs vary in length and structure, but ⁢they typically include both classroom instruction and hands-on clinical training. Here’s what you can expect:

Component

Description

Classroom Instruction

Learn fundamental nursing concepts, anatomy, patient care essentials, and safety protocols.

Hands-On Training

Practice skills in a controlled environment under the supervision of qualified instructors.

Clinical Experience

Work directly with patients in healthcare settings to apply what you’ve learned in⁢ real-world‌ scenarios.

Practical Tips for Enrolling in Free CNA Classes

To ensure a smooth enrollment process for free CNA classes, consider these practical tips:

Research Multiple ‍Options: Explore several programs to find one that fits your schedule and ​learning style.

Prepare Your Documents: Some programs may require proof of high school graduation or GED, so ‍make sure you have these ready.

Ask​ Questions: Don’t hesitate to‌ reach out to program coordinators for ⁢clarification on schedules, requirements, and financial aid‍ opportunities.

Be ​Ready to Commit: Free programs may require a commitment to⁤ work in a specific role or location for a certain period post-certification.

First-Hand Experience:⁢ A Journey from Student to CNA

Meet Sarah, a ⁢recent ‌graduate from Austin’s free CNA program. Here’s a brief account of her experience:

“I was unsure about my career path until ⁤I discovered the free ‍CNA classes offered at a local community college. The instructors were incredibly supportive, and the hands-on training was invaluable. Once I became ‌certified, I secured a job at a nearby hospital. I love being able to⁢ help patients ‌and work alongside skilled healthcare professionals!”

– Sarah, CNA

Conclusion

Embarking on a journey to‌ become a Certified Nursing Assistant is an exciting and promising⁤ career choice, especially‍ with the availability of free⁤ CNA ⁢classes in Austin, TX. By taking advantage of these ‌resources, you can not ⁢only save money but also gain essential skills and​ experience in the healthcare field. Whether you’re ‍just starting your career or ​looking for a new direction, the path to becoming a CNA is accessible and ‍achievable with ​the right preparation and commitment.

So,‍ if you’re ready to unlock ⁢your healthcare career, start researching free ‍CNA classes today, and take‍ the first step towards a rewarding future in the healthcare industry!

https://coursescna.com/open-your-healthcare-career-discover-free-cna-classes-in-austin-tx/

[caitlinphleb]

Opening Your Earnings: The Complete Guide to Phlebotomist Salaries in 2023

Unlocking Your Earnings: The Complete Guide to Phlebotomist Salaries in 2023

Are you considering a career as a phlebotomist‍ or looking to maximize your earnings in this vital healthcare role? In this comprehensive guide,​ we’ll delve into phlebotomist salaries in 2023, ‌providing insights into average ⁤pay rates, factors affecting earnings, ‍and practical tips to boost your income in this in-demand field.

Understanding Phlebotomy: A Brief Overview

Phlebotomy is the practice of drawing blood ‌for clinical or medical testing, donations, or transfusions. Phlebotomists‍ are ⁣essential healthcare workers⁢ who support a range of medical services, including:

Hospitals

Clinics

Blood donation centers

Laboratories

Phlebotomist Salaries in 2023

According to the latest data from ⁤the U.S. Bureau of Labor Statistics (BLS), the average annual salary for phlebotomists in 2023 is approximately​ $37,370,⁢ translating to⁤ an hourly wage of about $17.94. However, salaries can vary⁢ significantly depending⁣ on various factors, ‍including location, experience, and job setting.

Average Salary by State

State

Average Annual ​Salary

California

$46,000

Florida

$36,000

Texas

$38,000

New York

$45,500

Ohio

$35,500

Factors Influencing Phlebotomist Salaries

Several key factors can impact phlebotomist earnings, including:

Experience‌ Level: Entry-level ⁤phlebotomists typically earn⁢ less, while those ⁣with more experience can command higher salaries.

Education ⁢and Certification: Phlebotomists with advanced certifications‌ or degrees may ‌earn more than those with only ⁣basic training.

Location: Salaries can vary by state and metropolitan area, with urban centers often offering higher pay rates.

Employer Type: Phlebotomists may earn different wages depending on whether they work in hospitals, diagnostic laboratories, or non-profit organizations.

Benefits of Becoming a Phlebotomist

Beyond salary, pursuing a⁤ career as a phlebotomist has numerous advantages, including:

Job Stability: The demand for qualified phlebotomists continues to grow with the increasing need for healthcare services.

Flexible Scheduling: Many phlebotomists enjoy flexible work hours, which can lead to a better work-life balance.

Opportunities for Advancement: Many start as phlebotomists and go on to specialize in areas such⁢ as laboratory management or nursing.

Practical⁤ Tips ⁢to Maximize Your Earnings

If you’re looking to boost⁣ your earnings as a phlebotomist in 2023, consider the following strategies:

Obtain Certifications: Pursuing additional certifications such ‍as CPT or phlebotomy technician certificates can ⁣enhance your qualifications.

Gain ⁤Experience: ​Work in various healthcare settings to expand your skill set and increase your value ⁣as an​ employee.

Network: Engage with other professionals and attend workshops to stay up-to-date with industry trends and opportunities.

Case Study: A‍ Phlebotomist’s Journey

Let’s look at a practical example of how one ‍phlebotomist‌ navigated their career journey. Meet Sarah, a newly-certified phlebotomist who started earning $16/hour in a hospital setting. Within two years:

She obtained her CPT‍ certification,‍ which raised her⁣ pay to ⁢$20/hour.

After gaining experience, she moved to a private laboratory where she now earns $25/hour.

She plans to enroll in a ‌nursing program, further enhancing her career prospects.

First-Hand ​Experience: Insights from Phlebotomists

What do phlebotomists say about their jobs and earnings? Here are some insights from professionals in the field:

“I ‌love the flexibility this job offers. I can ‍choose to work ‍days or nights, and there’s ⁤always demand for skilled phlebotomists.” – Mark, 5 years of ‍experience.

“Continuing education has been⁢ key to ⁣my success. ​Each ⁢certification and training session has helped me command a higher salary.” – Lisa, Certified Phlebotomy Technician.

Conclusion

understanding phlebotomist salaries in ⁢2023 is crucial for anyone considering a career ⁢in this field or looking to optimize their earning potential. By focusing ⁣on education, gaining diverse experience, and being proactive in career development, ⁢phlebotomists can unlock higher earnings and enjoy a ⁢fulfilling career in healthcare. As the demand for skilled phlebotomists ⁣continues to grow, now is ‍the perfect time to embark on‌ this rewarding path!

https://phlebotomytechnicianschools.net/opening-your-earnings-the-complete-guide-to-phlebotomist-salaries-in-2023/

[workforcesolutionsctx]

Strengthening Central Texas Workforce: Customized Employee Training & Upskilling

Killeen, TX, 2024: Employee training and upskilling are pivotal to a successful business strategy. As industries evolve and technologies advance, it’s essential for employees to stay informed on the latest trends and continuously develop their skills. Tailored training programs not only enhance job performance but also increase employee morale, engagement, and retention. Investing in upskilling ensures your workforce remains agile, adaptable, and prepared to face new challenges, ultimately fueling growth and innovation for your organization.

Employee Training and Upskilling Programs:

Orientation and Onboarding: Seamlessly integrate new employees by familiarizing them with company policies, procedures, and culture, ensuring a smooth transition into their roles.

Skill Development Workshops: Host workshops and seminars focused on both technical and soft skills that are essential for the specific roles your employees hold.

Certification Programs: Provide employees with opportunities to earn certifications that validate their expertise and enhance their professional standing.

Mentorship and Coaching: Offer personalized guidance from experienced mentors to support employees in their personal and professional growth.

Leadership Development: Develop managerial and leadership skills for current and future leaders within the organization to ensure strong leadership in the future.

Performance Reviews: Conduct regular performance assessments to identify skill gaps and opportunities for improvement, helping to guide targeted training initiatives.

Technology and Tools Training: Ensure your employees stay ahead of the curve by training them on the latest technologies and industry tools to maintain competitive advantage.

Benefits of Employee Training and Upskilling:

Enhanced Performance: Employees equipped with the right skills perform more efficiently, contributing to better outcomes.

Career Growth: Upskilling provides employees with pathways for career advancement, promoting long-term professional development.

Adaptability: Continuous training helps employees stay up-to-date with industry trends, new technologies, and evolving standards.

Increased Engagement: Employees who receive training are more motivated, engaged, and invested in their roles.

Talent Retention: By showing employees that their growth matters, companies can reduce turnover and retain top talent.

Improved Productivity: A well-trained workforce can directly boost productivity, leading to a more efficient and effective organization.

For more information on employee training and upskilling in Central Texas, visit Workforce Solutions of Central Texas at www.workforcesolutionsctx.com.

[sensitive-virgo]

Your Step-by-Step Guide to Becoming a Dental Assistant in Texas: Start Your Career Today!

Your Step-by-Step ⁢Guide to Becoming a Dental Assistant in Texas:‍ Start Your Career Today!

Are you ready to embark on an⁤ exciting career in the healthcare field? Becoming a dental assistant in Texas ⁢is a fulfilling ⁢opportunity that⁢ combines administrative duties⁢ with direct patient care. In this comprehensive ⁢guide, we will walk you through the steps to kickstart your⁤ career today!

Why Become a Dental​ Assistant?

Before we dive into ⁣the steps, let’s explore some of the benefits of becoming ​a dental assistant:

Job Security: The demand for dental ⁢assistants is consistently high.

Flexibility: Many dental offices offer part-time positions.

Competitive Salary: ‍ Texas offers attractive salaries for dental assistants.

Career Advancement: Opportunities for specialization and ‍training in different areas of dentistry.

Step 1: Understand the Job Responsibilities

As a​ dental assistant, your responsibilities will include:

Preparing​ patients⁣ for⁤ examinations.

Assisting dentists during procedures.

Handling dental x-rays.

Scheduling appointments and ⁢managing patient records.

Educating patients⁢ on oral hygiene and care.

Step 2: Meet the Educational‍ Requirements

To become a dental assistant in Texas, you generally need at‍ least a high school diploma or ⁣GED. While formal education is not ⁢mandatory, completing ​a dental assisting ‍program can⁣ significantly benefit your career prospects. Texas dental assistant programs typically cover:

Anatomy and physiology of the oral cavity.

Infection control procedures.

Radiography and safety measures.

Patient management techniques.

Step 3: Get Certified (Optional but Recommended)

Although certification is not required in Texas,⁢ obtaining it can enhance your employability. You can pursue certification through:

Dental Assisting National Board (DANB): ‍Earn the CDA (Certified ‌Dental Assistant) credential.

Radiography Certification: This is essential if you perform x-rays.

Step 4:​ Gain ⁢Practical Experience

Internships are crucial ‌for gaining practical experience. Many dental assisting programs ⁤include an⁣ externship, which ⁤provides you with hands-on training in a real dental office. This is where you’ll:

Apply theoretical knowledge.

Learn ⁤office procedures ‌and ⁤patient‍ interaction.

Network⁤ with industry‌ professionals.

Step ‍5: Find Employment Opportunities

Once you have the​ necessary education and experience, it’s time to start looking for jobs. Use the following resources:

Online Job Boards: Websites like Indeed and Glassdoor.

Networking: Connect with local dental ⁢professionals on platforms like LinkedIn.

Dental Offices: Visit and inquire about open positions directly.

Step⁤ 6: Continue Your ‌Education

Dental practices often look for employees willing to⁤ continue their education. Consider advanced training in:

Surgical dental assisting.

Orthodontics.

Dental‍ hygiene.

Many employers offer support for⁤ continuing education, so be proactive about‌ expanding your skillset.

Common Challenges and How to Overcome​ Them

Like any career path, there may ⁢be challenges. Here are‍ some common ones and tips to overcome them:

Challenge

Solution

Stressful Environment

Practice stress-relief techniques and ‍prioritize self-care.

Long Hours

Communicate with your employer about scheduling for better work-life balance.

Dealing with Difficult Patients

Develop strong communication ​skills and remain patient.

Case Study: A Successful‌ Career Journey

Meet ⁢Jessica, a ​Texas native ‌who became a​ dental assistant at 21. ​She completed a dental ⁣assisting​ program, gained ⁣experience through externships, and obtained her CDA ‌certification. Today, Jessica works with a renowned dental practice and is pursuing her passion for pediatric dentistry. Her‍ journey highlights that with determination and ⁣training, you can achieve your​ career dreams!

Tips for Success as a Dental Assistant

Here ‌are some practical tips to succeed in this‍ exciting career:

Stay organized and manage your time effectively.

Maintain a​ positive attitude, even in stressful situations.

Build rapport with patients to make them feel comfortable.

Keep up with ⁣the latest⁣ dental technologies and practices.

Conclusion

Starting your career as ‌a dental assistant​ in Texas is a rewarding journey filled with opportunities⁣ for growth and development. By following these steps and staying committed to your education and training, you can ensure​ a successful future in ‌this essential healthcare field. Start your ⁣career today and become a vital part of helping others maintain​ their dental ​health!

https://dentalassistantclasses.net/your-step-by-step-guide-to-becoming-a-dental-assistant-in-texas-start-your-career-today/

[bilbobagginsomebabez]

for those who want it, here's the full list:

-They created a huge new statewide paid family and medical leave program, raising the number of workers receiving paid leave from 25% to 100%.

-They fully legalized marijuana.

-They made school lunches free for all students

-They created new protections for Uber and Lyft drivers

-They codified Roe v. Wade -

They funded the replacement of all lead pipes in the state -

They banned noncompete agreements and created statewide paid sick leave.

-enacted a raft of laws to make the state a trans refuge, and ensure people receiving trans care here can't be reached by far-right governments in places like Florida and Texas.

-ensured that everyone, including undocumented immigrants, can get drivers' licenses.

-They made public college free for the majority of Minnesota families.

-dropped a billion dollars into a bevy of affordable housing programs, including by creating a new state housing voucher program.

-massively increased funding for the state's perpetually-underfunded public defenders, which lets more public defenders be hired and existing public defenders get a salary increase.

-raised Minnesota education spending by 10%, or about 2.3 billion

-created an energy standard for 100% carbon-free electricity by 2040.

-voting: automatic registration, preregistration for minors, and easier access to absentee ballots.

-expanded the publicly subsidized health insurance program to undocumented immigrants. This one's interesting because it's the sort of things Dems often balk at. The governor opposed it! The legislature rolled over him and passed it anyway.

-expanded background checks and enacted red-flag laws, passing gun safety measures

-gave the state AG the power to block the huge healthcare mergers that have slowly gobbled up the state's medical system.

-restored voting rights to convicted felons as soon as they leave prison.

-made prison phone calls free.

-passed new wage protection rules for the construction industry

-created a new sales tax to fund bus and train lines, an enormous victory for the sustainability and quality of public transit. Transit be more pleasant to ride, more frequent, and have better shelters, along more lines.

-passed strict new regulations on PFAS

-passed the largest bonding bill in state history! Funding improvements to parks, colleges, water infrastructure, bridges, etc. etc. etc.

-passenger train from the Twin Cities to Duluth

-indexed the state gas tax to inflation, effectively increasing the gas tax (think about this in context with the public transport funding. they're restructuring major financial incentives away from cars towards public transport)

-indexed a bunch of stuff to inflation, including the state's education funding formula, which helps ensure that school spending doesn't decline over time

-made hourly school workers (e.g., bus drivers and paraprofessionals) eligible for unemployment during summer break, when they're not working or getting paid.

-passed a bunch of labor protections for teachers, including requiring school districts to negotiate class sizes as part of union contracts.

-created a state board to govern labor standards at nursing homes

-created a Prescription Drug Affordability Board, which would set price caps for high-cost pharmaceuticals

-created new worker protections for Amazon warehouse workers and refinery workers

-passed a digital fair repair law, which requires electronics manufacturers to make tools and parts available so that consumers can repair their electronics rather than purchase new items

-"As far as I can tell there isn't a single news story written about it, but Minnesota Dems made huge improvements to the state's Public Employee Labor Relations Act, making it far more labor-friendly (e.g., by making staffing ratios a mandatory subject of bargaining)."

-made Juneteenth a state holiday

-banned conversion therapy

-spent nearly a billion dollars on a variety of environmental programs, from heat pumps to reforestation

-expanded protections for pregnant and nursing workers - already in place for larger employers - to almost everyone in the state.

-banned price gouging in public emergencies

-created a new child tax credit that will cut child poverty by about a quarter

-dropped a quick $50 million into homelessness prevention programs

-increased child care assistance

-banned "captive audience meetings," where employers force employees to watch anti-union presentations.

-forced signal priority changes to Twin Cities transit. Right now the trains have to wait at intersections for cars, which, I can say from experience, is terrible. Soon that will change. (again that reprioritization from cars to public transit)

-provided the largest increase to nursing home funding in state history & bumped up salaries for home health workers, to help address the shortage of in-home nurses.

-legalized drug paraphernalia, which allows social service providers to conduct needle exchanges and address substance abuse with reduced fear of incurring legal action

-banned white supremacists and extremists from police forces, capped probation at 5 years for most crimes, improved clemency, and mostly banned no-knock warrants.

-laid the groundwork for a public health insurance option.

Massive Minnesota W read em for yourself