#what is that people struggle with childcare and work? Better make it a company perk so people won't worry as much
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bwabbitv3s · 9 days ago
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This goes well with the headcanon that The Wayne Family is cursed/gifted to be the richest family in Gotham. One of those things tied to how they treat Gotham. The more they give to the city and its people the more they benefit. So even if it should be a move that would take a couple years to become profitable in theory it stays in the black instead of the red. As he is always trying to make Gotham and the world better he basically ends up with infinite money.
Which is not to say things just work out because of the curse/gift. The science and ideas behind it all back it as working. Only reason he is not more directly involved in adding benefits it is because they are a union. He is just proving that it is worth the cost to implement and keep it going. It also has the side effect that Wayne company employees are fiercely loyal to the company.
some leaguer asking batman how much money he actually has because "how can you possibly afford all this bats I mean really our base is in space how did you do that"
and he just kinda looks at them with a blank face, maybe smirks a little, and leaves. and everyone thinks he's just being cryptic and nonchalant but really he's freaking out internally because how much money does he actually have?
between the Wayne family money, his stockpiled stolen mob money that's yet to make it's way into various charities, and whatever tim and Lucius are doing with the company these days, he really has no idea
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smkkbert · 4 years ago
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Time for a story - The Candidate
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“Sit.”
Immediately, Hawk sat down. His eyes were completely focused on Felicity, his ears turned forward. He was just waiting for the next command.
“Down.”
Still completely focused on her, Hawk lay down. His muscles were tense, read to jump up if she told him to.
“Up.”
He got up, making Felicity smile.
“And back up.”
Hawk went backwards a couple of steps before he stopped.
“Here.”
The moment Felicity reached out her hand, Hawk was already there. He pushed his cold nose against the palm of her hand and sat down. Continuing to hold her hand stretched out, she lifted her arm, so her hand was a little higher than her head.
“Touch.”
Hawk jumped up and touched the palm of her hand with his nose once more. As soon as his paws were back on the ground, he sat down there and looked at her with vigilant eyes.
“Spin right.”
Hawk did before he looked at her once more, once again ready to do whatever she asked of him. The posture of his body showed that he already knew what she was going to suggest next.
“Spin left.”
Again, he followed her order immediately before he sat down right in front of her. He was so eager to learn and so willing to please. He always was, and it was a joy watching every time.
“Roll over.”
With a noise that sounded like a potato bag dropping to the floor, Hawk lay down and rolled himself over. He didn’t even have to interrupt the fluent movement and sit back up in front of her.
“Speak.”
Hawk barked. Loudly.
“Shake paw.”
Hawk was so eager that he was lifting both of his front paws at the same time, putting them into Felicity’s hand.
„Beg.“
He got up on his hindlegs and lifted both of his paws.
“Pang.”
Felicity aimed a finger gun at him and pretended to pull the trigger. With a loud whine, Hawk fell back and staid on the floor unmoving.
“And now kiss.”
Hawk’s legs were struggling in the air for a moment before he managed to turn back onto his stomach and get up onto his feet. He waited until Felicity had bowed down towards him and licked her face. She chuckled, moving her fingers through his soft fur.
“Good boy.”
Not only Hawk’s tail, but his entire body was waggling from all the joy. He loved to do what was asked of him because he loved if Felicity, Oliver and the kids were proud of him. It was the one thing he really wanted. She pulled him closer and kissed the top of his head. He really was such a good boy, the best of all.
Hawk had been a part of this family for one and a half years now. Compared to the time the family had existed, Hawk was still a relatively new addition to it. Still, the family was unimaginable without him now.
Felicity was still petting Hawk when Emily came in, her usual clipboard pushed under her arm. She smiled at the sight of her boss being so natural and soft when she was talking to her dog.
“Is the next candidate already there?” Felicity asked and glanced at her watch. “I lost track of time completely.”
Emily smiled, her arm tightening around her clipboard when she said, “We all would do if we were playing with Hawk.”
Hawk walked over to her like he had understood every word and snuggled around her legs like a cat. Emily chuckled and petted him which filled him with joy visibly. He just loved being petted by everyone that was friends with his family.
“How did the last job interviews go?” Emily asked. “Is there anyone promising?”
“Kind of.” Felicity shrugged her shoulders. “I am just not really convinced.”
“Too mainstream?”
“Kind of, yes.”
Emily nodded her head. She had been working for Felicity long enough to know what she meant. Felicity was never aiming to hire to the ordinary guys. She always wanted more, preferably someone with an extraordinary background or someone who had trouble to be hired. Those people often thought outside of the box which brought some great new perspective to the company. At the same time, she liked to know that she had given someone a chance that usually had trouble finding a job for whatever reason.
“Well, the next candidate might be what you are looking for then.” Emily shot a brief glance at her clipboard. “Her name is Anahira Ngata.”
Felicity nodded her head and smiled. If Emily thought that she was a good fit, she was sure that it was true. Emily just knew exactly what Felicity was looking for.
While Emily was leaving the office, Felicity looked at Hawk. She nodded to his dog basket that she had put in front of the large windowfront.
“Into your bed.”
Immediately, Hawk hurried over to his basket and lay down there. His head came to rest on the edge of the basket. Although he looked relaxed, his ears stayed turned forwards. He was still alarmed.
When Felicity turned towards the door, the new candidate was already coming in. As soon as Felicity saw her, the candidate’s cheeks turned red from a slight blush. Something told Felicity that it had something to do with the baby carriage she was pushing into the office in front of her.
“Ms. Ngata?”
“Yes,” she replied, shaking the hand Felicity reached out for her, “it’s a pleasure to meet you Ms. Smoak- I mean Mrs. Queen. I’m sorry. I have been a fan of your work for so long and-“
“It’s fine,” Felicity interrupted her softly, smiling at her, before she turned her gaze towards the sleeping baby in the baby carriage, “and who do we have here?”
“Kai, my son.” Ms. Ngata turned visibly calming at the sight of her sleeping baby. “My mom takes care of him usually, but she got sick overnight, and I couldn’t find someone else to take him for the job interview, so I didn’t know what to do with him and, I don’t know, I guessed my only real possibility was taking him with me.”
That was definitely the thing that made her the most nervous. Felicity got that. Whenever she had gone to job interviews, she had been incredibly nervous. This branch was a particularly tough one, all the more for women. Getting into a male-dominated area of work was hard enough for a woman. Being a mother that had to bring her child to the first day of meeting a possible new job was even harder.
At least it was that way with most bosses. Felicity was different though. With two steps, she reached her desk and grabbed a photo from it. She shot a glance at it first before she showed it to Ms. Ngata.
„This,“ she said, lifting the photo for her to see, “is my family. I had trouble with childcare a lot of times too. I always just took my kids with me to work, just like my husband did. I brought our youngest family member with me today too.”
When Ms. Ngata perked up her eyebrows, Felicity nodded towards Hawk. As soon as all eyes were directed at him, his tail started waggling against the floor, creating a patting sound.
“Sweet.”
“Oh, he is.” Felicity smiled at Hawk briefly before she gestured to the chair in front of the desk. “Please sit down. Can I offer you something to drink?”
“No, thanks. I am so nervous, I wouldn’t get anything down.”
Felicity shot her a sympathetic smile and sat down in the soft leather chair behind her table. Emily had been right. She already liked Ms. Ngata.
“So, tell me about you.”
Ms. Ngata sucked in a deep breath before she replied, “I have studied biomedical engineering at Boston University. While studying, I have also been working in the research group of Professor Doctor Buyeo.”
Felicity smiled as the name Professor Doctor Buyeo was very familiar to her. The ambitious woman, who had come to the U.S. from Korea as a child, had been actively supporting the development of the biochips. She had also been the first doctor to ever implement a biochip.
“So, you have kind of worked for Queen Incorporated already.”
“Kind of, yes,” Ms. Ngata replied with a chuckle, “I guess.”
“Why did you choose that field of work?”
“You mean those nerve-stimulators?”
“Or biomedical engineering in general,” Felicity replied with a slight shrug of her shoulder, “you can choose.”
Ms. Ngata continued to look at Felicity for a moment before she lowered her gaze to her hands. She seemed unsure how to answer that question which only made Felicity nosier. She knew that the answers her candidates had to think about for a moment were the ones that were the most honest. Hence, they were also the ones that helped Felicity the most.
When Ms. Ngata lifted her gaze to Felicity again, she could see that she was still struggling. With a deep intake of breath, she seemed to have decided on answering with exactly what was on her mind right now.
„I am a very faithful person,” she explained, “and I believe in a good and fair god.”
Felicity nodded her head slightly. She could follow so far. Felicity was a very faithful person, too. Maybe she didn’t practice her religion as much as she should do, but she did believe in God, and she believed that, ultimately, he made the right decisions. Despite everything she had seen in her life and suffered through herself, she still believed that there was a God that actually meant well with them.
“However,” Ms. Ngata continued after a moment, “I also know that a lot of people are suffering. Babies are born with disabilities. Accidents and diseases cause problems to people too. Some people might still believe that God had his own plans and people shouldn’t interfere, but I don’t agree with that.”
Felicity narrowed her eyes slightly, looking at the woman in front of her thoroughly. She was already excited to hear the rest of this. Just like Emily had said before, Felicity liked to hire people who were able to think outside of the box.
“I think that God wouldn’t have given us the possibility of developing such things as bio-stimulants or abortions or even different kinds of surgery if he hadn’t wanted us to use them.” She smiled the smile of a woman that had been derided for her beliefs a lot of times. “There is so much bad in the world. If we assume that god created all of that, why wouldn’t he be the one to create all the good too? Why wouldn’t he give us the tools to try and make some of the things better?”
Felicity nodded her head slowly. “I like that way of thinking. It sounds nice.”
“It was my way of still believing in God when I realized how cruel this world could be.” Ms. Ngata sighed. “I thought it was a better way of dealing with it than just giving up on everything.”
Again, Felicity nodded her head. “Sounds about right.”
“Well, once I realized that, I figured that I wanted to be part of that. I wanted to help finding the right tools to help people that felt like their lives could improve if only the right technic was invented.”
“But why not medicine?” Felicity asked. “I mean if someone-“
When the baby started crying, Ms. Ngata pushed the baby carriage back and forth a little bit more quickly. She smiled at Felicity, asking her to go on without really saying the words, but Felicity could see how nervous she was.
“Most people who want to help others,” Felicity continued eventually over the cries of the baby, “think about medicine first. Why biomedical engineering?”
“Compared to medicine, it’s still a relatively new field,” she replied, shooting a nervous look towards her baby boy when his cries grew even more desperate, “and I just thought- I-“
Ms. Nagata looked from Felicity to her baby where her gaze stayed. Felicity could see the struggle she was going through, and she could see her making her decision – the wrong decision if you asked Felicity.
“I think we should end the conversation here,” she said, “I shouldn’t have wasted your time. Coming here with Kai has been the wrong decision from the start, and I-“
Felicity got up, shaking her head. She didn’t agree with any of what she was saying. It hadn’t been a mistake that she had come here. Actually, Felicity got a feeling that she was quite right here.
With a couple of steps, Felicity walked around the desk and looked at the crying baby in the baby carriage. Her kids might be quite some time older than Kai, but Felicity knew that she wouldn’t ever forget what it felt like to hold such a small baby in your arms. Kai wasn’t older than four months. He was still so tiny.
“Do you mind if I-“
Felicity looked from the crying baby to the mother, pointing a finger at the tiny human being that continued crying.
“No,” Ms. Ngata replied quickly, “of course not, but you don’t have to if you don’t want to-“
“Not want to?” With a chuckle, Felicity lifted Kai from the baby carriage and rested him against her chest. His head came to rest on her shoulder, and she leaned her face against his head. “Who couldn’t want to hold this beautiful baby?”
Felicity leaned her torso back a little, making sure the baby was safely tugged against her. Her right hand moved under his butt then, and her left hand tugged at the hem of the baby’s shirt. His cried grew quieter, so Felicity rubbed her hand over his back and went up and down with him. It seemed like Kai hadn’t been hungry at all. He had just wanted or needed some attention.
“My kids are all older, but it really doesn’t feel like it’s been years since my youngest was at that age,” Felicity said, almost missing the days when her kids were that small for a moment, but she didn’t allow this thought to go any deeper, “anyway, I think this will allow us to continue our conversation a little longer. That is, if you want to.”
Ms. Ngata seemed unsure what to say about this. Looking at her baby boy, who had almost fallen back asleep in Felicity’s arms, she seemed to be relieved that she still got a chance.
While Felicity was walking up and down in the office, alternating between rubbing her hand over Kai’s back and patting her fingertips against it, Felicity continued to interview Ms. Ngata for the job. Admittedly, at this point, it was less of trying to figure out if she wanted to hire her and more of trying to confirm that her decision had been the right one.
It was safe to say that Anahira Ngata was very passionate about her job. She loved what she was doing, and she did it because she was convinced that she could do some good in the world. In addition to that, she was also very skilled and willed to learn more if she realized that she was pushed to her limits. She was persistent, patient and strong. She wasn’t unsettled easily, and she could deal with a bunch of work.
Emily had been right when she had said that Felicity would like her because Felicity really did. She liked women that managed to make something out of themselves, women that came from rather poor or uneducated families and still decided to work their asses off, so they could graduate from college, study at colleges or universities and have jobs that were usually saved for men. If they decided that they didn’t want to give away their chance at a family of their own despite aiming for a better job.
“So, one last question, if you allow?” Felicity asked eventually.
“Sure.”
“Would you like me to book you a place in our in-house daycare?”
Ms. Ngata perked up her eyebrows. “There is an in-house daycare?”
“Yes.” Felicity smiled proudly, knowing that it was still relatively rare for most bigger companies around here. “I built it a couple of years ago when I realized how easily you could get in trouble with trying to find someone to take care of your kid when it was needed. I have always allowed and still see no problem in bringing your kid to work if that is necessary and if safety measures allow it. If possible, I also have no problem with parents working from home. All those options are still available even since I have opened the daycare.”
“Are your kids in that daycare too?”
“No,” Felicity replied with a smile, “they would be if I hadn’t hired a wonderful woman that has helped raising my husband already. She is part of the family and like the second grandmother they never got to know. I could never put her out of her job, and she likes to have the kids around.”
Ms. Ngata nodded her head slowly before she smiled. “If I get a job here, I would be more than happy if Kai could get a place at daycare. That is if you hire me of course.”
“I will hire you.”
The simple statement made Ms. Ngata’s eyebrows perk up. She seemed to be surprised about the fact that she was already hired.
“Don’t you have to discuss that with the head of HR or the board or anything?”
Felicity waved it off. “They always agree to my decisions because they know that I have never made a wrong choice. If you want to, you can sign the papers right now. Or maybe you want to read them through thoroughly which is absolutely okay too. If you ask my assistant Emily to just give you the papers, you can read them at home, and we can talk about them after the weekend.”
“I don’t know what to say.”
“Just say that you will think about the offer.”
“Of course I will. I probably won’t be able to think about anything else than this offer. It’s like a dream come true.”
“I am happy to hear that.” Felicity stepped in front of the woman that was hopefully going to be her newest employee and offered her hand to her. “I hope to be able to welcome you on board of this crazy ship soon.”
“The chances are good.”
Ms. Ngata took Felicity’s hand and shook it. Felicity was sure that she had enough knowledge of people to know that she wasn’t lying. She really wanted to think about this offer, and she was currently tending towards agreeing to it.
Once they had continued to shake hands, Felicity waited for Ms. Ngata to say goodbye. She was just looking at her though, almost like she was waiting for Felicity to say something more.
“Like I said,” Felicity said almost a little awkwardly, “Emily will give you the papers. If you just call me on Monday. We will find an appointment to sign the papers and talk about them if there are any open questions.”
“Sounds great.”
Again, Ms. Ngata shook her head, but she continued to look at Felicity. When the latter frowned slightly, the candidate shook her head and gestured towards Felicity’s shoulder.
“My baby?”
Following the direction of the gesture, Felicity looked down at the tiny human being that was resting against her shoulder. Only now she realized that Kai was still sleeping in her arms.
“Oh my god,” she said quickly, “of course.”
She put the baby back into the arms of her mother. She really couldn’t say how she could have forgotten that she was still holding a baby in her arms. Maybe she had been too flashed by the idea of hiring this woman. Felicity just already knew that she was going to be a great addition to the company.
“Goodbye then, Mrs. Queen.”
“Ms. Ngata.”
This was all going to work out great. Felicity just knew it, and she really was never ever wrong when it came to her employees. She had like a sixth sense for choosing them.
* * *
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douglassmiith · 5 years ago
Text
Its Time to Bring These 5 White-Collar Perks to the Wider Workforce
Blue-collar employees are the backbone of business, and should be treated as such.
Opinions expressed by Entrepreneur contributors are their own.
Employees today get some pretty sweet perks. Flexible schedules, remote options, free beer in the break room, etc. Smart companies understand that happy employees deliver the best results. And with the spread of the coronavirus, employers are testing the viability of work-from-home benefits on a massive scale. After the scare passes, some companies may discover their teams are more productive when they don’t have to worry about a commute. Though no major companies have committed to a permanent shift, this health crisis presents an interesting opportunity for businesses to learn more about what makes modern workers tick.
Nearly all the companies making headlines for sending employees home employ white-collar workers, but what about all those blue-collar and shift workers who face the same situation? Don’t they deserve to be treated with equal respect? While many jobs require employees to be physically present to perform their duties, businesses shouldn’t leave blue-collar workers behind in their race to do right by their employees.
Your blue-collar workers keep your business running. Without them, customers would go unserved, products would go unsold and revenues would tank. You need great people of all collar colors to stay on top, so give your teammates the benefits they deserve (and earn their loyalty in the process) by offering these traditionally white-collar perks to the rest of your workforce.
Related: 3 Ways to Make People Trust You
1. Flexible scheduling
Life happens to everyone, not just programmers and copywriters. Your team wants the flexibility it needs to respond to emergencies, plan vacations and maximize work-life balance. Sufficient staffing is the first step, but even with a full team, companies with traditional staffing models often struggle to cover shifts and meet the expectations of today’s workforce. Lean on technology, and explore different approaches to solving your problems. For example, MyWorkChoice helps businesses translate existing schedule formats into flexible shift arrangements with smooth transitions, especially in blue-collar industries like manufacturing and warehousing, and empowers employees to design their own schedules using a mobile app.
2. Childcare assistance
Blue-collar workers have kids, too. Help them take care of their families by offering childcare-assistance programs from your office. You don’t have to run a company daycare (though that is an option), but consider subsidizing employee childcare costs to help them afford outside daycare. WeeCare, a childcare startup, helps companies and parents find affordable options. If your company employs enough people, you may be able to negotiate lower rates for your employees.
3. Wellness programs
Healthy employees are happy employees, and happy employees are productive employees. Both sides benefit when you invest in the well-being of your workforce, especially when that workforce stays on its feet all day. HR and benefits startup Rise runs wellness challenges for its workers to stay active, lose weight and eat healthier foods. Try a blend of team competition and incentive-based challenges to help workers achieve their personal health goals. Bring in a registered dietician or physical trainer to help workers set goals and offer prizes to people who hit their targets. 
4. Tuition reimbursement
Young people have enormous student loan debt, even in blue-collar fields. Whether your employees want to pay off old loans or invest in continuing education, make that process easier by offering tuition reimbursement and educational assistance.
ConnectYourCare, a company that specializes in employer healthcare benefits, argues that tuition-reimbursement programs reduce turnover and expenses in the long run. Invest in your employees. While some will leave, others will help your business grow. When you treat people well, even the people who find new jobs will sing your company’s praises and help you attract better talent.
Related: 4 Smart Ways to Reduce Costs Starting Right Now
5. Retirement plans
Not many people want to work forever, yet Bankrate reports that millennials have little trust in the ability of state-sanctioned systems to cover their retirement needs. With sky-high healthcare costs for aging workers and a young workforce with a grim outlook, today’s employers should do everything they can to help workers save for retirement.
Offering 401(k) programs and matching contributions helps, but you can do more for your employees by helping them understand how to put their money to work. Bring in a financial advisor from your retirement-plan provider or another financial company, and invite employees to ask questions about their options. Choose someone with no personal stake in your employees’s choices to ensure your guest doesn’t try to steer them into bad investments.
Why should white-collar workers have all the perks? The blue-collar workforce makes up the backbone of the business world. As companies scramble to attract top talent with world-class perks, remember to offer those same benefits to workers who have been left behind by the craze.
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laurelkrugerr · 5 years ago
Text
It’s Time to Bring These 5 White-Collar Perks to the Wider Workforce
Blue-collar employees are the backbone of business, and should be treated as such.
Opinions expressed by Entrepreneur contributors are their own.
Employees today get some pretty sweet perks. Flexible schedules, remote options, free beer in the break room, etc. Smart companies understand that happy employees deliver the best results. And with the spread of the coronavirus, employers are testing the viability of work-from-home benefits on a massive scale. After the scare passes, some companies may discover their teams are more productive when they don’t have to worry about a commute. Though no major companies have committed to a permanent shift, this health crisis presents an interesting opportunity for businesses to learn more about what makes modern workers tick.
Nearly all the companies making headlines for sending employees home employ white-collar workers, but what about all those blue-collar and shift workers who face the same situation? Don’t they deserve to be treated with equal respect? While many jobs require employees to be physically present to perform their duties, businesses shouldn’t leave blue-collar workers behind in their race to do right by their employees.
Your blue-collar workers keep your business running. Without them, customers would go unserved, products would go unsold and revenues would tank. You need great people of all collar colors to stay on top, so give your teammates the benefits they deserve (and earn their loyalty in the process) by offering these traditionally white-collar perks to the rest of your workforce.
Related: 3 Ways to Make People Trust You
1. Flexible scheduling
Life happens to everyone, not just programmers and copywriters. Your team wants the flexibility it needs to respond to emergencies, plan vacations and maximize work-life balance. Sufficient staffing is the first step, but even with a full team, companies with traditional staffing models often struggle to cover shifts and meet the expectations of today’s workforce. Lean on technology, and explore different approaches to solving your problems. For example, MyWorkChoice helps businesses translate existing schedule formats into flexible shift arrangements with smooth transitions, especially in blue-collar industries like manufacturing and warehousing, and empowers employees to design their own schedules using a mobile app.
2. Childcare assistance
Blue-collar workers have kids, too. Help them take care of their families by offering childcare-assistance programs from your office. You don’t have to run a company daycare (though that is an option), but consider subsidizing employee childcare costs to help them afford outside daycare. WeeCare, a childcare startup, helps companies and parents find affordable options. If your company employs enough people, you may be able to negotiate lower rates for your employees.
3. Wellness programs
Healthy employees are happy employees, and happy employees are productive employees. Both sides benefit when you invest in the well-being of your workforce, especially when that workforce stays on its feet all day. HR and benefits startup Rise runs wellness challenges for its workers to stay active, lose weight and eat healthier foods. Try a blend of team competition and incentive-based challenges to help workers achieve their personal health goals. Bring in a registered dietician or physical trainer to help workers set goals and offer prizes to people who hit their targets. 
4. Tuition reimbursement
Young people have enormous student loan debt, even in blue-collar fields. Whether your employees want to pay off old loans or invest in continuing education, make that process easier by offering tuition reimbursement and educational assistance.
ConnectYourCare, a company that specializes in employer healthcare benefits, argues that tuition-reimbursement programs reduce turnover and expenses in the long run. Invest in your employees. While some will leave, others will help your business grow. When you treat people well, even the people who find new jobs will sing your company’s praises and help you attract better talent.
Related: 4 Smart Ways to Reduce Costs Starting Right Now
5. Retirement plans
Not many people want to work forever, yet Bankrate reports that millennials have little trust in the ability of state-sanctioned systems to cover their retirement needs. With sky-high healthcare costs for aging workers and a young workforce with a grim outlook, today’s employers should do everything they can to help workers save for retirement.
Offering 401(k) programs and matching contributions helps, but you can do more for your employees by helping them understand how to put their money to work. Bring in a financial advisor from your retirement-plan provider or another financial company, and invite employees to ask questions about their options. Choose someone with no personal stake in your employees’s choices to ensure your guest doesn’t try to steer them into bad investments.
Why should white-collar workers have all the perks? The blue-collar workforce makes up the backbone of the business world. As companies scramble to attract top talent with world-class perks, remember to offer those same benefits to workers who have been left behind by the craze.
Website Design & SEO Delray Beach by DBL07.co
Delray Beach SEO
source http://www.scpie.org/its-time-to-bring-these-5-white-collar-perks-to-the-wider-workforce/ source https://scpie1.blogspot.com/2020/03/its-time-to-bring-these-5-white-collar.html
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riichardwilson · 5 years ago
Text
It’s Time to Bring These 5 White-Collar Perks to the Wider Workforce
Blue-collar employees are the backbone of business, and should be treated as such.
Opinions expressed by Entrepreneur contributors are their own.
Employees today get some pretty sweet perks. Flexible schedules, remote options, free beer in the break room, etc. Smart companies understand that happy employees deliver the best results. And with the spread of the coronavirus, employers are testing the viability of work-from-home benefits on a massive scale. After the scare passes, some companies may discover their teams are more productive when they don’t have to worry about a commute. Though no major companies have committed to a permanent shift, this health crisis presents an interesting opportunity for businesses to learn more about what makes modern workers tick.
Nearly all the companies making headlines for sending employees home employ white-collar workers, but what about all those blue-collar and shift workers who face the same situation? Don’t they deserve to be treated with equal respect? While many jobs require employees to be physically present to perform their duties, businesses shouldn’t leave blue-collar workers behind in their race to do right by their employees.
Your blue-collar workers keep your business running. Without them, customers would go unserved, products would go unsold and revenues would tank. You need great people of all collar colors to stay on top, so give your teammates the benefits they deserve (and earn their loyalty in the process) by offering these traditionally white-collar perks to the rest of your workforce.
Related: 3 Ways to Make People Trust You
1. Flexible scheduling
Life happens to everyone, not just programmers and copywriters. Your team wants the flexibility it needs to respond to emergencies, plan vacations and maximize work-life balance. Sufficient staffing is the first step, but even with a full team, companies with traditional staffing models often struggle to cover shifts and meet the expectations of today’s workforce. Lean on technology, and explore different approaches to solving your problems. For example, MyWorkChoice helps businesses translate existing schedule formats into flexible shift arrangements with smooth transitions, especially in blue-collar industries like manufacturing and warehousing, and empowers employees to design their own schedules using a mobile app.
2. Childcare assistance
Blue-collar workers have kids, too. Help them take care of their families by offering childcare-assistance programs from your office. You don’t have to run a company daycare (though that is an option), but consider subsidizing employee childcare costs to help them afford outside daycare. WeeCare, a childcare startup, helps companies and parents find affordable options. If your company employs enough people, you may be able to negotiate lower rates for your employees.
3. Wellness programs
Healthy employees are happy employees, and happy employees are productive employees. Both sides benefit when you invest in the well-being of your workforce, especially when that workforce stays on its feet all day. HR and benefits startup Rise runs wellness challenges for its workers to stay active, lose weight and eat healthier foods. Try a blend of team competition and incentive-based challenges to help workers achieve their personal health goals. Bring in a registered dietician or physical trainer to help workers set goals and offer prizes to people who hit their targets. 
4. Tuition reimbursement
Young people have enormous student loan debt, even in blue-collar fields. Whether your employees want to pay off old loans or invest in continuing education, make that process easier by offering tuition reimbursement and educational assistance.
ConnectYourCare, a company that specializes in employer healthcare benefits, argues that tuition-reimbursement programs reduce turnover and expenses in the long run. Invest in your employees. While some will leave, others will help your business grow. When you treat people well, even the people who find new jobs will sing your company’s praises and help you attract better talent.
Related: 4 Smart Ways to Reduce Costs Starting Right Now
5. Retirement plans
Not many people want to work forever, yet Bankrate reports that millennials have little trust in the ability of state-sanctioned systems to cover their retirement needs. With sky-high healthcare costs for aging workers and a young workforce with a grim outlook, today’s employers should do everything they can to help workers save for retirement.
Offering 401(k) programs and matching contributions helps, but you can do more for your employees by helping them understand how to put their money to work. Bring in a financial advisor from your retirement-plan provider or another financial company, and invite employees to ask questions about their options. Choose someone with no personal stake in your employees’s choices to ensure your guest doesn’t try to steer them into bad investments.
Why should white-collar workers have all the perks? The blue-collar workforce makes up the backbone of the business world. As companies scramble to attract top talent with world-class perks, remember to offer those same benefits to workers who have been left behind by the craze.
Website Design & SEO Delray Beach by DBL07.co
Delray Beach SEO
source http://www.scpie.org/its-time-to-bring-these-5-white-collar-perks-to-the-wider-workforce/ source https://scpie.tumblr.com/post/613310623535726592
0 notes
scpie · 5 years ago
Text
It’s Time to Bring These 5 White-Collar Perks to the Wider Workforce
Blue-collar employees are the backbone of business, and should be treated as such.
Opinions expressed by Entrepreneur contributors are their own.
Employees today get some pretty sweet perks. Flexible schedules, remote options, free beer in the break room, etc. Smart companies understand that happy employees deliver the best results. And with the spread of the coronavirus, employers are testing the viability of work-from-home benefits on a massive scale. After the scare passes, some companies may discover their teams are more productive when they don’t have to worry about a commute. Though no major companies have committed to a permanent shift, this health crisis presents an interesting opportunity for businesses to learn more about what makes modern workers tick.
Nearly all the companies making headlines for sending employees home employ white-collar workers, but what about all those blue-collar and shift workers who face the same situation? Don’t they deserve to be treated with equal respect? While many jobs require employees to be physically present to perform their duties, businesses shouldn’t leave blue-collar workers behind in their race to do right by their employees.
Your blue-collar workers keep your business running. Without them, customers would go unserved, products would go unsold and revenues would tank. You need great people of all collar colors to stay on top, so give your teammates the benefits they deserve (and earn their loyalty in the process) by offering these traditionally white-collar perks to the rest of your workforce.
Related: 3 Ways to Make People Trust You
1. Flexible scheduling
Life happens to everyone, not just programmers and copywriters. Your team wants the flexibility it needs to respond to emergencies, plan vacations and maximize work-life balance. Sufficient staffing is the first step, but even with a full team, companies with traditional staffing models often struggle to cover shifts and meet the expectations of today’s workforce. Lean on technology, and explore different approaches to solving your problems. For example, MyWorkChoice helps businesses translate existing schedule formats into flexible shift arrangements with smooth transitions, especially in blue-collar industries like manufacturing and warehousing, and empowers employees to design their own schedules using a mobile app.
2. Childcare assistance
Blue-collar workers have kids, too. Help them take care of their families by offering childcare-assistance programs from your office. You don’t have to run a company daycare (though that is an option), but consider subsidizing employee childcare costs to help them afford outside daycare. WeeCare, a childcare startup, helps companies and parents find affordable options. If your company employs enough people, you may be able to negotiate lower rates for your employees.
3. Wellness programs
Healthy employees are happy employees, and happy employees are productive employees. Both sides benefit when you invest in the well-being of your workforce, especially when that workforce stays on its feet all day. HR and benefits startup Rise runs wellness challenges for its workers to stay active, lose weight and eat healthier foods. Try a blend of team competition and incentive-based challenges to help workers achieve their personal health goals. Bring in a registered dietician or physical trainer to help workers set goals and offer prizes to people who hit their targets. 
4. Tuition reimbursement
Young people have enormous student loan debt, even in blue-collar fields. Whether your employees want to pay off old loans or invest in continuing education, make that process easier by offering tuition reimbursement and educational assistance.
ConnectYourCare, a company that specializes in employer healthcare benefits, argues that tuition-reimbursement programs reduce turnover and expenses in the long run. Invest in your employees. While some will leave, others will help your business grow. When you treat people well, even the people who find new jobs will sing your company’s praises and help you attract better talent.
Related: 4 Smart Ways to Reduce Costs Starting Right Now
5. Retirement plans
Not many people want to work forever, yet Bankrate reports that millennials have little trust in the ability of state-sanctioned systems to cover their retirement needs. With sky-high healthcare costs for aging workers and a young workforce with a grim outlook, today’s employers should do everything they can to help workers save for retirement.
Offering 401(k) programs and matching contributions helps, but you can do more for your employees by helping them understand how to put their money to work. Bring in a financial advisor from your retirement-plan provider or another financial company, and invite employees to ask questions about their options. Choose someone with no personal stake in your employees’s choices to ensure your guest doesn’t try to steer them into bad investments.
Why should white-collar workers have all the perks? The blue-collar workforce makes up the backbone of the business world. As companies scramble to attract top talent with world-class perks, remember to offer those same benefits to workers who have been left behind by the craze.
Website Design & SEO Delray Beach by DBL07.co
Delray Beach SEO
source http://www.scpie.org/its-time-to-bring-these-5-white-collar-perks-to-the-wider-workforce/
0 notes
maritzaerwin · 5 years ago
Text
14 Ways to Invest in your Employees in 2020
As a business owner, employee turnover doesn’t just take up your time, but it also eats into your margins and by losing good people your business is worse off.
The simple truth is that if you’re not taking the time to invest in those around, you’re neglecting the future of your business. Investing in the workforce is a vital part of creating an engaged team and keeping hold of good people.
Here are fourteen ways you can invest in your team this year…
 1) Personal & Professional Development
The fact is that many of us feel disengaged in the workplace, and in many cases, this is to down to a lack of challenge and no clear development path. When your employees feel as though their career is at a dead-end, that’s when employment opportunities elsewhere become an attractive proposition.
One of the best ways to engage your employees in their development is with an ‘Individual Advancement Plan’. An IAP is a great tool when you’re looking to set both long and short-term goals for your employees. The beauty of the IAP is that it empowers your team members to really ask the essential questions, to understand how they can develop between points A and B.
To really reap the rewards of these development plans, you need to empower your management teams or give yourself the time to check-in on these goals, monthly, quarterly or annually (whichever you feel necessary) to consistently track progress. Without tracking progress goals and ambitions will inevitably get lost in the noise of the day-to-day.
2) Onboard New Employees Quickly
According to inc.com, more than half of all employees who quit voluntarily, and do so within the first twelve months of their employment. While it’s important to get the right people to your organization, you need to ensure they hit the ground running. From their first day, they need to completely clear on their role and how that fits with the overall ethos of the company.
Doing so, even before their first day, can go a long way towards helping them feel motivated and engaged in the long term. In order to help them do that, you need to consider:
Providing an overview of your business values
Offering an insight into how their role would contribute to the business’s goals
Giving them the opportunity to ask questions
Opportunities to meet with co-workers and interact with them
3) Offer Benefits and Perks Which Matter
When you decide to offer benefits and perks to your employees, there’s no one size fits all. If you want your perks to keep your employees happy, they need to be carefully customized to suit specific needs and desires.
For example, if your team works around the clock and they have children, consider offering early start childcare vouchers or some kind of perk that would benefit their personal life, such as flexible working hours.
You could also offer vouchers towards books, conferences, and courses to those who are keen on furthering their professional horizons.
4) Define Each Job Role
Finding meaning in work is a crucial employee engagement point for the modern-worker these days. Employees want to know about the bigger picture, and how their role will sit within that frame, so it’s up to you to tell them where the pieces of the jigsaw fit together.  
Unclear expectation between each party is a sure-fire way to lead to conflict, resentment, and disengagement. For example, if your employee thinks that achieving X goal goes above and beyond, yet you believe they should be hitting Y target, then there’s a clear breakdown of communication. Discuss goals regularly, starting from the moment you sit down for the interview.
5) Create an Enticing Mission Statement
As we’ve already touched on, the 21st-century employee isn’t just looking for a way to pay the bills; they are looking for a way to make a difference and impact social causes.
Sit down and take some time to create a mission statement for the business and ask your employees for input and feedback. What do they like about the role? What are the clients saying? Combining employee experiences into your business values gives your employees a sense of pride in their work and shows that what they do has an impact on those around them – whether that’s clients or their peers.
6) Flexible Work-Life Balance
Building a successful business takes a lot of elbow grease and long hours. While you can afford to take a day or hideaway in your office if you’re feeling a little under the weather if you really need to, it’s crucial to remember that your employees are the face of your business and their performance correlates with how well your business does, so you can’t afford to run them into the ground.
That being said, sometimes you will need to ask more from your employees than what is expected of them, but doing so consistently can be a recipe for disaster, causing fatigue, stress and burn out.
Always try and do your best to be flexible with what you’re asking, and you’ll find that your employees will be more responsive. Your business is your life, but you must remember that the people who work for you have a life of their own too.
7) Team Building Events
While forcing friendships in the workplace, will never turn out well, you can encourage closer working partnerships.
Team-building activities like team sports, go-karting and paintballing are all great ways to get everyone together and interacting outside the office. Of course, if that’s doesn’t suit your team vibe, then you could schedule team lunches, or after work drinks – basically, as long as your team can converse outside of a working environment, anything goes.
Photo Credit – Pexels.com
8) Create Competitive Compensation Packages
As the cost of living increases the average minimum wage is struggling to keep pace, millions of employees all over the world are concerned about money, which means offering low wages isn’t enough if you want to attract the top talent to your business or encourage your best employees to stick around.
Once you have set benchmarks for where everyone is in terms of wages and bonuses, ensure that you evaluate each situation annually. According to Glassdoor, more than 1 in 3 employees will leave a position if they don’t receive a pay rise.
If you’re not fairly compensating for your workforce, another company will be more than happy to take them off your hands.
9) Allow Lateral Movement
When you take a chance on a young professional, more often than not, they’re still trying to figure out which path is for them. Over time, despite undeniable passion and motivation, you may find the employee is looking towards a different path to the one you expected.
Don’t discourage this; it’s almost always better to promote from within, and it’s up to you to help this person make the transition into their new role. When someone’s passions and interests align with their job role, they are more likely to be engaged and happy, which means your business will benefit.
Offering lateral movement will also help you keep hold of some of your younger staff members who might otherwise have jumped ship.
10) Feedback Culture
Caught cold by an employee resignation? This is never a good sign.
The first moment of realization that an employee is unhappy shouldn’t be when they slide the letter across your desk. This is particularly bad in a small team, as everyone else will have either been told or figured out that this person is unhappy, and from their point of view you’ve done nothing about changing it.
Strong communication in the workplace means that you should feel secure in telling your employees where they can do better and what they’ve done well. Conversely, it also means that your employees should feel empowered to come to you and speak up when something isn’t working. Even the best bosses in the world, such as Elon Musk ask for, and even champion, negative feedback.
It’s not easy to accept negative feedback; it’s pre-programmed into us to shrink away from such a situation. One thing you could do as a starting point is to send out pulse-surveys, with questions about how they feel at work, what they enjoy, what they believe is working, and what isn’t.
When you start looking through your responses, keep an eye out for patterns and commonalities, which are impacting your employees.
11) Root Out Toxicity
If you find that you’ve had a few unexpected resignations, or morale overall feels low, despite your best attempts otherwise, you could find that something or rather someone is the reason.
Toxic employees are one of the biggest reasons that people leave their jobs. They can be anyone from senior management to a fellow employee. Whoever they are, they are capable of spreading negativity, tanking morale and annoying, or even angering, their colleagues.
From a management perspective, it can often be challenging to spot these kinds of people, as they can often be model employees in terms of their performance – but you could be losing other employees as a result.
In most cases, it’s not as simple as limiting interaction with fellow staff members – which isn’t always practical in a small business. If this is the case, then it’s essential to speak to the person involved and explain how their behavior is impacting the rest of the team. If this doesn’t hit home, then it may be time for a change.
Negativity in business starts with a small seed, but eventually, as it grows, it has the potential to impact every aspect of your business.
12) Celebrate Milestones and Occasions
Many companies will offer paid days off on birthdays or celebrate a work anniversary, but have you thought of taking it one step further?
Personal milestones and occasions are also worthy of a celebration, and as an employee, it’s great to know that your co-workers and management figures care about your life away from the working environment.
Whether anniversaries, pregnancies or engagements; whatever the occasion, don’t be afraid to pop a cork and get everyone involved.
13) Recognize Achievement
For many reasons for leaving your job polls, one of the most common reasons that rank consistently at the top is: being under-appreciated.
Lack of appreciation can come in many guises, from being underpaid, not receiving positive feedback, broken promises, and failing to act on employee suggestions.
To create an environment where employees feel as though their efforts are recognized, you could need to begin to recognize those who have gone above and beyond.  
This could be as simple as starting an employee of the month initiative and then announcing the winner at the team lunch, mentioning their contribution in the weekly meeting, or taking them aside and showing your gratitude.
Even the smallest gesture can go a long way.
14) Hold Exit Interviews
However hard you try; employees will come and go – it’s just a natural part of life. Whatever someone’s reason for leaving, be it personal or professional, it’s important to close the door with respect and without any ambiguity, which is where exit interviews come in.
This will be similar to the pulse surveys mentioned earlier, in that you can ask what they enjoyed, what they didn’t, what they would change and why they’ve decided to move on (assuming this isn’t because of a sensitive personal issue).
Soon to be former employees may find it easier to open up in this scenario, and any feedback they give you should be used to better your approach with current employees and any new ones that come in.
Takeaways
Taking the time to invest in your employees is not only suitable for the individual but beneficial to the entire organization too.
Many of the suggestions we’ve mentioned don’t require you to invest massive amounts of money, but what they do require is an investment in time and attention from you. Making the workplace a better environment for everybody, not only improves professional lives but also helps your employees in their personal lives too; limiting unhappy campers and therefore reducing staff turnover.
The post 14 Ways to Invest in your Employees in 2020 appeared first on CareerMetis.com.
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zipgrowth · 6 years ago
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Why the Littlest Learners Deserve the Most Attention—and Money
Can a pacifier accurately monitor children’s neurodevelopment, based on their sucking patterns? Can vacant parking lots be redeveloped into libraries for children in “reading deserts?” And how can an AI-enhanced robot help toddlers improve language skills?
These were among the projects pitched at Early Futures, a conference hosted by the Omidyar Network, Promise Venture Studio, and Sesame Workshop in San Francisco on Nov. 27-28, 2018. The gathering convened about 250 early-childhood education entrepreneurs, funders and researchers united around a common vision: that the problems confronting the world’s littlest learners deserve the most attention—and money.
When it comes to fundraising, companies, including not-for-profits, shouldn’t be shy from asking for what they need, said Nancy Lublin, CEO of Crisis Text Line, a nonprofit that offers free counseling for people in crisis. Early-childhood education, she declared, is one of the most dignified ventures that entrepreneurs and investors can be a part of, one that deserves proper financial support.
Yet this sector suffers from under-investment—even though these services are often critical in pinpointing and addressing development problems later down the road. Investing in programs and services during one’s most formative years, Lublin added, can help parents and educators better understand children’s development needs before they start formal schooling.
Lublin was one of many voices at the conference who sought to shift the perception that caring for children up to age 4 is solely the responsibility of the individual families. That message was reinforced by pediatrician Dr. Nadine Burke Harris, who is also founder and CEO of The Center for Youth Wellness. Echoing themes from her popular 2014 TED Talk on childhood trauma, Harris shared her latest research linking adverse childhood experiences to developmental delays, academic struggles and even chronic illness.
Harris’ advice for entrepreneurs and investors: Any venture that hopes to make meaningful and lasting impact in supporting early-childhood development must be well-versed in the medical and educational communities, as both fields are undoubtedly interconnected.
Supporting early-childhood development also requires new strategies, interventions and metrics, said Dr. Jack Shonkoff, the Director of the Center of the Developing Child at Harvard University.
Citing findings from his recent article, published in Pediatrics Journal, he claimed that over four decades of research has shown that while early-childhood interventions can produce positive outcomes in a child’s health and brain development, these impacts are typically moderate and ineffective at scale. That’s partly due to the fact that previous research relied heavily on defining “evidence-based” interventions as those that worked for the mean average of the participants in the study. But this narrow definition of efficacy obscures what may be working exceptionally well for some children, and poorly for others.
Shonkoff argued that breakthroughs in other medical fields offer inspiration for how early-childhood research can be more effective. In the neurosciences, findings in neuroplasticity and how stress shapes human development should inform how researchers design and test new interventions. He suggested that the medical and education fields redefine the criteria for determining whether an intervention is “evidence-based” to also account for children who fall outside of “average.”
Photo credit: Meg Hamel
Early Entrepreneurs
Alongside researchers, nonprofits and startup entrepreneurs also took to the stage. Below are a few standouts from more than 50 organizations that shared their efforts to help parents, children and caregivers tackle a host of factors that are critical to one’s upbringing.
Poverty: Impoverished communities usually lack basic educational resources that are important to a child’s development. An Ohio-based nonprofit, The Conscious Connect is redeveloping vacant lots, abandoned spaces and other “book deserts” into places that provide children with access to culturally-relevant books. EMPath Economic Mobility Pathways, a Boston-based nonprofit, aims to apply brain science to its mentoring service that helps low-income people reach economic independence by providing coaching in health, family life, finances and education.
Social development: Strengthening social emotional skills is often integral to preparing children to live, grow, and thrive in the world around them. Better Kids, a New York-based startup, has developed lesson plans and games that aim to help children understand their own emotions.
Screening for developmental delays: A common theme throughout the two-day event was a call-to-action for better and more accurate tools to help parents screen for potential developmental issues. That got a couple companies perked up. San Francisco-based BabyNoggin offers a mobile platform that lets parents and pediatricians screen for developmental delays, and helps them obtain referrals if intervention services are needed. Reflection Sciences, based in St. Paul, Minn. offers an early-learning readiness assessment that focuses on helping children strengthen their executive functioning skills.
No San Francisco tech conference is complete without pitches that raise eyebrows. BrainChild Technologies is working on a “smart pacifier” that can help parents measure their infants’ developmental progress based on their sucking behavior. The company recently won a grant from the National Science Foundation to explore whether this pacifier can help adults track early signs of autism spectrum disorder.
Childcare marketplace: Depending on where a family lives, finding a qualified and trustworthy childcare provider can difficult. In recent years, a gaggle of startups have emerged to create marketplace listings to connect childcare providers and parents. MyVillage and Wonderschool are two companies that provide aspiring childcare providers with the resources, training and professional network they need to run in-home childcare programs. Their aim is to increase the supply of qualified providers, especially in “childcare deserts” where few such services exist.
Why the Littlest Learners Deserve the Most Attention—and Money published first on https://medium.com/@GetNewDLBusiness
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hannaraney41255-blog · 6 years ago
Text
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zeroviraluniverse-blog · 7 years ago
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As France's economy takes off, a new problem: labour shortages
Visit Now - https://zeroviral.com/as-frances-economy-takes-off-a-new-problem-labour-shortages/
As France's economy takes off, a new problem: labour shortages
* GRAPHIC-Firms struggle to find workers: reut.rs/2sgCkPm
* GRAPHIC-wage pressures building: reut.rs/2EtraM3
* GRAPHIC-French unemployment tops 9 pct: reut.rs/2BlGpF1
By Leigh Thomas
PARIS, Feb 9 (Reuters) – Business is booming for Sylvie Guinard, who runs French machine manufacturer Thimonnier. The problem is, she can’t find the enough staff – even in a country where millions of people are out of work.
Guinard, who has a workforce of about 80, struggled for months to find the 10 engineers and technicians she needed to try to keep pace with an order book that rose by a third last year, and she still has two roles unfilled.
What’s more, the situation’s even more desperate at her suppliers.
“They just can’t find workers to make parts for us. I’ve got suppliers that are screwing up all my orders,” said Guinard, whose family-owned company near Lyon exports 85 percent of the machines it makes for the packaging industry.
Thimonnier and its labour shortages are emblematic of the wider French manufacturing industry and, in turn, other Western countries like Germany and the United States where a strong economic rebound is outpacing the capacity of workforces.
The situation is most stark in France as the labour shortages – a problem that also afflicts the construction, engineering and IT industries – come despite a stubbornly high unemployment rate that is currently 9.4 percent and has not dropped below 9 percent for six years.
The reason for the simultaneous high unemployment and lack of workers is a massive skills mismatch. France simply does not produce enough of the skilled workers it now needs.
That means that even as the country is enjoying its strongest growth in six years, the lack of skilled workers is creating production bottlenecks and snarling up supply chains, company executives told Reuters. That in turn is potentially capping how fast the economy can grow.
More than a third of French manufacturing companies are operating at full capacity, the highest level since early 1990, while 40 percent report difficulties recruiting workers, a quarterly survey from the INSEE statistics office showed last month. In a sign of surging demand for labour, hiring on permanent contracts rose 6.4 percent in the fourth quarter to 48 percent, levels not seen since before the global financial crisis.
As elsewhere in the West, wage pressures are building and many employers are resigned to having to raise salaries at some point.
“There’s a real skills deficit because many young people have turned their back on the industrial sector,” said Guinard. “Bidding competition is going to set in, but it’ll be disastrous for industry because it’s already hard to get by with the hourly rates we have in France.”
DANGLING PERKS
Companies in France are moving to head this off by attracting skilled workers by other means, such as dangling long-term contracts, training and other perks.
For pumps and valves maker Poclain Hydraulics, this involves helping to pay for childcare, offering concierge services and even getting a bus stop built at the company’s headquarters in an industrial park 55 km (34 miles) north of Paris.
“It’s clear that the trend in France is towards wage pressure … but for now it’s limited,” said Alain Everbecq, Poclain’s head of human resources.
While he expected wage increases of about 2 percent this year, he said that could change when the company, which employs 2,400 worldwide and nearly 900 in France, reviews salaries in July.
Pierre Vauterin, who runs Triumph Controls France, a small aircraft and rail components maker near Paris, said he faces direct competition for engineers and technicians from his much bigger clients, who can offer more generous overall packages.
“I often hire young people, telling them that they’ll get more responsibilities than what they’d get starting at (airplane engine maker) SNECMA or Airbus,” he said, adding that they get training to build up their skills.
HIRING, MARGINS
Many employers have until now avoided moving to permanent contracts over fears that under France’s strict labour rules they would not be able to let workers go if business sours down the line.
President Emmanuel Macron helped ease those concerns with an overhaul of the labour code in September, his first major reform. However employers say it is largely booming client demand, rather than the labour reforms, that has pushed private sector hiring to record levels.
While companies may be doing their utmost to avoid raising wages, eager to protect margins after years of weak growth, they may soon have no choice as competition among employers heats up, said Alain Roumilhac, head of ManpowerGroup in France, the U.S. staffing company’s biggest market.
“Companies are very cautious about their margins. When we talk to clients, they say that if we can’t get the salary they planned on, then they would rather not hire,” he told Reuters.
“But that can change if they realise business is better than expected, margins are improving and they’ve got flexibility to increase wages,” he said.
Employers want to avoid following in the steps of Germany where the IG Metall union and the Suedwestmetall employers’ federation struck a deal this week for a 4.3 percent pay raise.
Yet French companies have over the last decade tended to raise wages faster than in other euro zone countries, slowly but steadily eroding their competitiveness internationally.
As the economy has picked up, wage growth has reached levels not seen since 2008, reaching 3.3 percent in the third quarter, according to the most recent data from the INSEE.
SKILLING UP
Economist Alexandre Vincent at the COE-Rexecode think-tank points to France’s vast pool of unskilled labour as the main reason France has shortages of workers while the unemployment rate tops 9 percent.
“There’s a slice of the population that is very strikingly excluded from the labour market,” Vincent said, adding that France stood out among major economies for low employment rates for the unskilled.
Even though companies are hiring at record levels, the vast pool of unskilled labour means the unemployment rate is unlikely to fall below 8 percent without sweeping reforms, according to the central bank and the International Monetary Fund.
Triumph Controls France’s Vauterin, like other CEOs Reuters spoke to, said France’s main problem was that the education system was woefully ill-adapted to meeting companies’ needs.
Well aware of the problem, Macron’s government outlined plans on Friday to make apprenticeships much more common, a move bosses say is desperately needed.
The measures will make up one of three pillars of a broader reform due to be presented in April that will also overhaul unemployment insurance and professional training.
The central bank frets that without such reforms the economy will struggle to grow any faster than the 1.9 percent it grew last year. But it will take time for the reforms to bear fruit.
“These are mid-term answers whereas companies need to hire now,” Vincent said.
Reporting by Leigh Thomas; Editing by Pravin Char
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