Everybody, surely, loves a quick “Thanks, nice work!” comment from their boss, and few workers would balk at the promise of some kind of meaningful reward, like a bonus, for a job well done. But a new survey suggests that the vast majority of employers in the U.S. are failing to recognize their staff’s achievements properly, even though they know that it can be a big driver for success in the long term, as well as keeping employessvengaged and happy.
The data should, at the very least, prompt you to set aside that tedious financial report for five minutes, reach inside yourself to dredge up a bit of holiday season cheeriness, and go out and thank your staff.
The data, from Utah-based staffing company Express Employment Professionals, along with Harris Poll, is profound. Fully 99 percent of U.S. hiring managers surveyed said that they know that recognizing workers is important, and 53 percent admit it’s “absolutely essential.” But 45 percent say that there are no resources available for them to actually effectively show this recognition to their staff. In other words, nearly half of the 1,000 hiring managers surveyed feel they can’t properly thank their workers.
Employers think that a reputation for showing gratitude gives them a competitive advantage, as 93 percent say it boosts loyalty and 85 percent say it lowers staff turnover levels. And 82 percent of employers are willing to “invest in recognition for long-term success,” the report says. When they dole out gratitude and recognition, employers feel it makes workers feel valued, boosts morale, lifts productivity and engagement and strengthens loyalty. Many employers say that recognition is a frequent and ongoing situation (71 percent said this), with 70 percent saying they practice private praise, 65 percent praising workers in meetings, and 59 percent use company communications.
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But among job seekers, only 54 percent say they’ve seen regular recognition by their employer, and 46 percent say praise and other rewards are often kept merely for “big wins.” Monthly recognition is very uncommon, the data show, with 27 percent experiencing private praise, 24 percent shoutouts, and 20 percent having been publicly praised.
From this you may conclude that many company leaders are paying lip service to the notion of expressing gratitude to their workers, but are coming up short on the actual delivery — either doling out infrequent or insubstantial rewards, only rewarding the highest achievers, or forgetting to thank their workforce altogether.
The report quotes a Forbesarticle that shows how meaningful rewards can boost worker morale, with recognition reportedly leading to a 366 percent increase in “fulfillment” among staff and a 208 percent increase in community. Though these big numbers imply that gratitude has positive benefits that extend beyond the holiday season, you might be wary of them: they quantify ephemeral feelings and emotions.
Nevertheless, it’s clear that U.S. employers could do better at expressing gratitude, from simple praise in private or public, to non-monetary perks and maybe even bonuses.
In several discussions on Reddit that touch on this topic, workers revealed many different ways companies either did or did not show praise properly. One commenter, with a particularly bad example of employer gratitude failure, noted that “The company I work for sent out a memo saying ‘it is a privilege to come to work’. Who the f*** do they think they are? Its my privilege to make them 1000’s of dollars every week? Okay, sure thing boss man.” Another user in the same thread pointed out that when it comes to showing gratitude “good employers do. Wish there were more of those, tho.”
A much more positive experience was related in a different thread by a user who noted “I’ve got birthday gifts from my current job, too. Boss and his sister give big hugs, kisses and even sing. This year I had mentioned needing new prescription glasses so they got me a ~ $200 voucher for the local optician.” This last quote has “family feeling,” and “small business employer” written all over it.
The final word for your company and your staff? Say thanks, and say it more often — not just at this time of year.
Iowa Senator Joni Ernst has introduced legislation aimed at changing how some recipients use Supplemental Nutrition Assistance Program (SNAP) benefits to buy prepared meals.
Why It Matters
SNAP currently serves more than 42 million low- and no-income Americans nationwide. Under the longstanding Restaurant Meals Program (RMP), eligible participants use their EBT cards to pay for prepared meals, just as they would for groceries, with program rules and participating vendors varying by state.
The proposed legislation is the latest in a series of changes taking place in the SNAP program. Several states have recently opted to bar SNAP recipients from using their benefits to buy “junk food” snacks and drinks.
What To Know
The McStopping Chains from Using SNAP EBT to Make Entrees (McSCUSE ME) Act focuses on reviewing the RMP, a special SNAP option that allows eligible participants to purchase meals at participating restaurants using their electronic benefit transfer (EBT) cards.
RMP is currently limited to specific populations, including elderly individuals, people with disabilities, and homeless Americans, who may face challenges preparing their own meals.
Only approved restaurants accept SNAP benefits under the program, and recipients cannot use funds to purchase alcohol or leave tips. Participation varies by state, with nine states currently running programs: Arizona, California, Illinois, Maryland, Massachusetts, Michigan, New York, Rhode Island, and Virginia, while Oregon is currently piloting using RMP. Each state sets its own rules for eligibility and participating restaurants.
According to Ernst, $524 million has been spent through RMP over the past two years, “almost exclusively on fast food.”
California accounted for the highest spending, with more than $475 million between June 2023 and May 2025. Other states, including Arizona, New York, and Michigan, also reported millions spent on prepared meals.
The McSCUSE ME Act would reform RMP in several ways. Vendor eligibility would be limited to grocery stores and other retailers that offer healthy prepared food options, excluding fast food and quick-service chains. The program would continue to allow participation by the elderly, disabled, and homeless, but automatic spousal eligibility would be removed. The legislation also requires an annual report detailing the number of participating vendors, the number of beneficiaries, and total program costs.
What People Are Saying
Ernst said: “The ‘N’ in SNAP stands for nutrition—not nuggets with a side of fries. I wish I was McRibbing you, but $250 million per year at the drive through is no joke and a serious waste of tax dollars. I hate to be the one to say McSCUSE ME, but something needs to be done because taxpayers are not lovin’ it.”
The Trump administration has revealed plans to make all current SNAP recipients reapply for their benefits in an attempt to prevent fraud.
Agriculture Secretary Brooke Rollins told Newsmax on Thursday the plan is to “have everyone reapply for their benefits, make sure that everyone that’s taking a taxpayer-funded benefit through … food stamps, that they literally are vulnerable and they can’t survive without it.”
SNAP fraud can occur when incorrect information is submitted, intentionally or unintentionally, such as misstated income, household size, or identity. Errors can be intentional, or in some cases arise from caseworker mistakes, outdated employer payroll data, or confusion over complex rules. Misusing benefits, such as by exchanging SNAP benefits for cash, is also considered fraud.
State SNAP agencies already require recipients to recertify their details as often as every six months, and households are expected to report any updates to their employment situation, income, or other personal information.
The entire job market is in turmoil, we know, but a new report highlights that it’s worse for this year’s graduating class than for people starting their working lives. Most job seekers say the entire process of finding and then applying for work took much more effort. If your company is looking for fresh, young talent, this news could inspire you to change your own recruiting efforts.
The new study, from the National Association of Colleges and Employers (NACE) and Texas-based recruitment service Indeed, found that on average Class of 2025 graduates sent out 10 job applications for every six that the Class of 2024 sent, HRDive reports. They were also sending out applications earlier, beginning around 6.5 months before graduating, compared to an average of 6 months in 2024. This might suggest they’re conscious of the worsening state of the employment market, but NACE said it thinks the opposite is true.
In a press release accompanying the report, the group noted that the mean number of job offers this year’s graduates received after sending out applications was 0.78, a significantly low figure, and lower than last year’s 0.83 and seriously down from the average 1.13 and 1.14 offers the Classes of 2023 and 2022 landed during the same phase of their life. But compared to last year, graduates were keener to accept these offers: 86.7 percent of seniors who received an offer accepted it, compared to 81.2 percent last year and 85.1 percent in 2023. The differences here are more subtle, but still point to a graduating year that’s slightly keener to secure a job sooner rather than later.
Graduates were, compared to earlier classes, “more likely to say they were unsure about their plans, and more were planning to enter the military, suggesting they were unsure about private-sector employment,” NACE noted. Meanwhile many of this year’s graduating class understand the value of experiential education, and 84 percent of the cohort took part in an “internship, co-op, or other experiential learning program” the report said, also noting that students “overwhelmingly” said internships were the top way to develop their skills.
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Curiously, despite other reports suggesting that AI use during the job application process is soaring to the point that recruiters are overwhelmed, fewer than one in three students in the NACE survey said they’d used the controversial tech during the application process, and the report says only 22 percent of employers used the tech themselves during recruiting.
The big lesson for your company here is that the changes in the job market affecting new graduates may impact the business of finding and recruiting new talent. The pool of available candidates may be bigger than expected, and the number of applications you receive for open posts may be up compared to what your HR team has seen in recent years — affecting the time and effort they need to put in to downselect to the final choice.
Meanwhile, a separate report again highlights that the kind of perks you may have to offer to attract Gen-Z workers may be different from those that appealed to older generations of worker. Professional services company KMPG’s new U.S. CEO Timothy Walsh is trying to lure Gen-Z workers to the firm by offering up a new office suite that’s “outfitted with moody lounges and a barista bar,” according to a report at Fortune. Having joined the firm as an intern over 30 years ago, Walsh has seen many aspects of the business change—including the new push for entry-level workers to manage entire teams of AI agents. Refurbished headquarters are an effort to try to attract workers to work in the office more per week, as opposed to strict RTO mandates like those from companies like Amazon and JPMorgan, but they also are designed to facilitate hybrid work setups, since these remain popular.
Walsh is clearly aware of this fact, and also that Gen-Z staff are tending to look for more meaningful job perks than appeal to older age cohorts, as well as employers that facilitate their desire for better work-life balance. All of this could feed into the way you try to appeal to the Class of 2025.
Supplemental Nutrition Assistance Program (SNAP) benefits will resume normal payment schedules in December after more than a month of chaos caused by the government shutdown.
But when will you get yours?
Why It Matters
SNAP payments provide food assistance benefits to some 42 million low- and no-income Americans each month.
The 43-day shutdown left millions of SNAP recipients unsure when or whether they would receive benefits on time. After the administration said November payments wouldn’t go out, the program became entangled in lawsuits and conflicting court rulings.
President Donald Trump on Wednesday signed a funding bill ending the shutdown and allowing SNAP payments to resume. The House approved the bill earlier in the day after the Senate passed it on Monday.
What To Know
Now that government funding has been approved, SNAP benefits for December will be paid according to their regular schedules in each state.
Recipients are paid via electronic benefit transfer cards that are similar to debit cards. These are loaded with money each month and can be used in participating stores across the country.
The date a recipient receives their monthly SNAP benefits depends on the state or territory they live in.
States follow different schedules for issuing SNAP benefits. Some, such as California, base payments on case numbers, while others—like Connecticut and Delaware—use the first letter of a recipient’s last name. Smaller states, including Alaska and South Dakota, often distribute all benefits on a single day.
Here are the payment dates for each state and the District of Columbia:
Alabama: December 4 to 23
Alaska: December 1
Arizona: December 1 to 13
Arkansas: December 4 to 13
California: December 1 to 10
Colorado: December 1 to 10
Connecticut: December 1 to 3
Delaware: December 2 to 23
District of Columbia: December 1 to 10
Florida: December 1 to 28
Georgia: December 5 to 23
Guam: December 1 to 10
Hawaii: December 3 to 5
Idaho: December 1 to 10
Illinois: December 1 to 20
Indiana: December 5 to 23
Iowa: December 1 to 10
Kansas: December 1 to 10
Kentucky: December 1 to 19
Louisiana: December 1 to 23
Maine: December 10 to 14
Maryland: December 4 to 23
Massachusetts: December 1 to 14
Michigan: December 3 to 21
Minnesota: December 4 to 13
Mississippi: December 4 to 21
Missouri: December 1 to 22
Montana: December 2 to 6
Nebraska: December 1 to 5
Nevada: December 1 to 10
New Hampshire: December 5
New Jersey: December 1 to 5
New Mexico: December 1 to 20
New York: December 1 to 9
North Carolina: December 3 to 21
North Dakota: December 1
Ohio: December 2 to 20
Oklahoma: December 1 to 10
Oregon: December 1 to 9
Pennsylvania: December 3 to 14
Puerto Rico: December 4 to December 22
Rhode Island: December 1
South Carolina: December 1 to 19
South Dakota: December 10
Tennessee: December 1 to 20
Texas: December 1 to 28
Utah: December 5, 11 and 15
Virgin Islands: December 1
Vermont: December 1
Virginia: December 1 to 7
Washington: December 1 to 20
West Virginia: December 1 to 9
Wisconsin: December 1 to 15
Wyoming: December 1 to 4
What Happens Next
As part of the government spending deal, SNAP benefits have been appropriated for the full fiscal year, which ends on October 1, 2026.
During a remote cabinet meeting at Prince Georges community college this morning in Largo, Maryland Gov. Wes Moore announced the state is immediately taking three more steps designed to assist Maryland residents struggling through the federal government shut down.
During a remote cabinet meeting at Prince George’s Community College this morning in Largo, Maryland, Gov. Wes Moore announced the state is immediately taking more steps to assist the state’s federal workers affected by the government shutdown.
First, the state will offer a second round of emergency loans for federal workers who have been furloughed and those who are continuing to work without a paycheck.
“With this second round of loans, Marylanders are eligible for up to $1,400 in financial support,” Moore said. “That’s $1,400 that can make sure that they get the food that they need, $1,400 to make sure their children can be supported, $1,400 to make sure their parents, who may be seniors, can age in dignity.”
In addition, the state will allocate $10.1 million to help low-income Maryland residents who are federal employees pay their utility bills.
These actions come in addition to a commitment to pay for 50% of SNAP benefits for eligible Marylanders in November.
Moore expressed frustration at the length of time it is taking to get the government back open, and he blamed President Donald Trump for the shutdown.
“At a time when we are seeing executive inaction from Washington, we are going to show the people of Maryland what executive action looks like,” Moore said.
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In recent years, the teaching profession has faced unprecedented challenges, with inflation emerging as a significant factor affecting educators’ professional lives and career choices. This in-depth examination delves into the complex interplay between escalating inflation rates and the self-efficacy of educators–their conviction in their capacity to proficiently execute their pedagogical responsibilities and attain the desired instructional outcomes within the classroom environment.
The impact of inflation on teachers’ financial stability has become increasingly evident, with many educators experiencing a substantial decline in their “real wages.” While nominal salaries remain relatively stagnant, the purchasing power of teachers’ incomes continues to erode as the cost of living rises. This economic pressure has created a concerning dynamic where educators, despite their professional dedication, find themselves struggling to maintain their standard of living and meet basic financial obligations.
A particularly troubling trend has emerged in which teachers are increasingly forced to seek secondary employment to supplement their primary income. Recent surveys indicate that approximately 20 percent of teachers now hold second jobs during the academic year, with this percentage rising to nearly 30 percent during summer months. This necessity to work multiple jobs can lead to physical and mental exhaustion, potentially compromising teachers’ ability to maintain the high levels of energy and engagement required for effective classroom instruction.
The phenomenon of “moonlighting” among educators has far-reaching implications for teacher self-efficacy. When teachers must divide their attention and energy between multiple jobs, their capacity to prepare engaging lessons, grade assignments thoroughly, and provide individualized student support may be diminished. This situation often creates a cycle where reduced performance leads to decreased self-confidence, potentially affecting both teaching quality and student outcomes.
Financial stress has also been linked to increased levels of anxiety and burnout among teachers, directly impacting their perceived self-efficacy. Studies have shown that educators experiencing financial strain are more likely to report lower levels of job satisfaction and decreased confidence in their ability to meet professional expectations. This psychological burden can manifest in reduced classroom effectiveness and diminished student engagement.
Perhaps most concerning is the growing trend of highly qualified educators leaving the profession entirely for better-paying opportunities in other sectors. This “brain drain” from education represents a significant loss of experienced professionals who have developed valuable teaching expertise. The exodus of talented educators not only affects current students but also reduces the pool of mentor teachers available to guide and support newer colleagues, potentially impacting the professional development of future educators.
The correlation between inflation and teacher attrition rates has become increasingly apparent, with economic factors cited as a primary reason for leaving the profession. Research indicates that districts in areas with higher costs of living and significant inflation rates experience greater difficulty in both recruiting and retaining qualified teachers. This challenge is particularly acute in urban areas where housing costs and other living expenses have outpaced teacher salary increases.
Corporate sectors, technology companies, and consulting firms have become attractive alternatives for educators seeking better compensation and work-life balance. These career transitions often offer significantly higher salaries, better benefits packages, and more sustainable working hours. The skills that make effective teachers, such as communication, organization, and problem-solving, are highly valued in these alternative career paths, making the transition both feasible and increasingly common.
The cumulative effect of these factors presents a serious challenge to the education system’s sustainability. As experienced teachers leave the profession and prospective educators choose alternative career paths, schools face increasing difficulty in maintaining educational quality and consistency. This situation calls for systematic changes in how we value and compensate educators, recognizing that teacher self-efficacy is intrinsically linked to their financial security and professional well-being.
Dr. Jason Richardson, Garden City Elementary School & the International University of the Caribbean
Dr. Jason Richardson is a Teacher Leader at the Garden City Elementary School in Savannah, Georgia and a Professor of Graduate Studies at the International University of the Caribbean (Jamaica). He holds a Diploma in Principalship from the National Leadership College of Jamaica, Bachelor of Education from the International University of the Caribbean, Master of Science in Counseling and Consulting Psychology from the International University of the Caribbean, Educational Specialist Degree and a Doctor of Education Degree in Leadership and Management from the William Howard Taft University.
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Dr. Jason Richardson, Garden City Elementary School & the International University of the Caribbean
Nearly a million pregnancies end in miscarriage in the U.S. every year. And yet, most companies offer no bereavement leave for this kind of loss. Millions of individuals and families face this grief with no formal acknowledgment from their employers.
As a father, I know the depth of love and responsibility parents feel from the very beginning. And throughout my career, I’ve seen colleagues, employees, and friends struggle in silence after pregnancy and infant loss. These experiences shouldn’t be met with silence. They should be met with care.
Over the past few years, we’ve seen growing awareness among employers that loss takes many forms, and that traditional bereavement policies often don’t reflect that reality. Historically, bereavement policies were designed to allow employees to make funeral arrangements. Today, more leaders are recognizing that grief is not only a logistical issue, and that employees need time and support to process profound loss.
Support For pregnancy loss
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Yet one area remains largely unaddressed: pregnancy loss. For many families, miscarriage or stillbirth brings deep grief that is rarely acknowledged in the workplace. SHRM’s 2024 Employee Benefits Survey found that while 91 percent of employers offer some form of paid bereavement leave, only 39 percent of those include coverage of pregnancy loss, failed surrogacy, or failed adoption. Without recognition or support, the grief from these events often leads to isolation, disengagement, and even attrition.
Today, very few states mandate pregnancy-loss bereavement leave. Among them are California and Illinois, which have recently amended their laws to explicitly include miscarriages and other reproductive losses. But in most states, this kind of leave remains voluntary.
For Hope, a 37-year-old benefits analyst, pregnancy loss was both physically grueling and emotionally isolating. “When I miscarried while on vacation, I felt terrified and alone,” she shared with us. “Having someone compassionate to talk to made all the difference.”
Later, after experiencing a second loss, she reflected on how little acknowledgment many parents receive at work. “Pregnancy loss is a unique kind of grief,” she explained. “I felt bonded with my babies even before the world recognized them, and when that bond was suddenly broken, it left me feeling alone.”
Now, she shares her story to help others feel seen. “I’m proud to speak openly because miscarriage is too often silenced,” she said. “By talking about it, I hope to make it easier for other parents to find support.”
Stories like Hope’s remind us that grief doesn’t fit neatly into policy categories, and that true workplace care means recognizing the many forms loss can take.
Pregnancy loss in the workplace
Jessica Zucker, PhD, a psychologist internationally recognized for her pioneering work in reproductive mental health and founder of the #IHadaMiscarriage campaign, has long advocated for greater acknowledgment of pregnancy loss in professional settings. In her work with us, she shared: “Support for this ubiquitous experience is not optional: When workplaces fail to respond, people leave jobs, cultures weaken, and silence, stigma, and shame persist. But when employers acknowledge grief and provide evidence-based resources, they build trust and resilience across the entire organization.”
When companies acknowledge pregnancy loss as a legitimate reason for leave, they’re not just checking a box; they’re reinforcing a culture of compassion and trust. Research from The Grief Tax 2025 report shows that nearly 80 percent of bereaved employees considered quitting and over 75 percent feared losing their job after a loss, with work-related impacts lasting an average of 16 months—evidence that meaningful support can make a lasting difference. Meanwhile, a McKinsey & Company analysis estimates that unresolved grief costs U.S. businesses more than $75 billion each year in lost productivity.
Expand employer support
Some forward-thinking organizations have already begun expanding their policies to reflect this reality. They’re increasing bereavement days, broadening eligibility to include chosen family, and explicitly covering pregnancy and infant loss. It’s a quiet but profound shift in how we define care at work.
At Empathy, we’ve seen this shift firsthand. Our platform was built to help families navigate loss with compassion and clarity, addressing both the emotional and practical burdens that accompany it. And this past month, we expanded our loss support offering to include dedicated pregnancy loss support, ensuring that parents facing reproductive loss have access to expert guidance and care tailored to their experience.
My hope is that through Empathy’s loss support and similar offerings, and the efforts of advocates like Jessica Zucker to destigmatize this issue, we will see more people moving forward after these types of losses, with their employers’ support.
October is Pregnancy and Infant Loss Awareness Month and it’s timely to think about expanding bereavement, not just for just policy reform. But because it’s a chance to show employees they matter when it matters most. For families, it offers validation. For companies, it builds cultures of resilience. For all of us, it is simply the right thing to do.
JUST KEEP SAYING LATER. SO THE LONGER THE SHUTDOWN LASTS, THE MORE PEOPLE WILL BE IMPACTED. WITH WASHINGTON GRIDLOCK, PEOPLE ARE NOW HELPING EACH OTHER IN WAYS THEY CAN. FOOD BANKS ARE WORKING TO FEED FAMILIES WHO STAND TO LOSE FEDERAL FOOD ASSISTANCE STARTING THIS WEEKEND, AND LOCAL BUSINESSES ARE HELPING FEDERAL WORKERS WHO ARE GOING WITHOUT A PAYCHECK. KCRA 3’S VAN NESS CORTEZ IS STANDING BY LIVE. HE’S IN YUBA CITY TODAY. AND LET’S TALK ABOUT SOME OF THOSE BUSINESSES AND WHAT THEY’RE TELLING YOU. YEAH. SO WE’RE HERE AT GROCERY OUTLET IN YUBA CITY BECAUSE THEY ARE AMONG THE LOCAL BUSINESSES HELPING FEDERAL WORKERS AMID THIS SHUTDOWN. A LOT OF FEDERAL WORKERS WORKING THEIR FIRST FULL PAY PERIOD WITHOUT ANY PAY, LEAVING MANY SCRAMBLING FOR BASIC NECESSITIES. WHILE PAYCHECKS SIT ON PAUSE FOR THOUSANDS OF FEDERAL WORKERS, LOCAL BUSINESSES IN NORTHERN CALIFORNIA ARE STEPPING IN. I DON’T THINK ANYBODY EVER EXPECTS SOMETHING TO HAPPEN WHEN THEY’RE IN NEED. JEREMY DELAY AND HIS WIFE ARE OWNERS OF YUBA CITY’S GROCERY OUTLET, AND SAYS THE SHUTDOWN GOES BEYOND CAPITOL HILL. I MEAN, I WOULD SAY 2 OR 3 A DAY IS WHAT WE’RE SEEING SO FAR. THEY’RE OFFERING A DISCOUNT TO FEDERAL WORKERS. SACRAMENTO REGION, HOME TO MORE THAN 14,000. IF THEY JUST TELL THEM, HEY, WE’RE IMPACTED BY THE SHUTDOWN, HERE’S OUR BADGE THAT SHOWS THAT WE’RE ACTIVE. YOU KNOW, WE WORK FOR A CERTAIN DIVISION AND IT’S A SIMPLE CODE AT THE REGISTER THAT JUST TAKES THE DISCOUNT RIGHT OFF. AND THAT SPIRIT SPREADING A FEW MILES AWAY. KEVIN CARTER, OWNER OF NEW EARTH MARKET, IS ALSO STEPPING IN. WAS THAT ONE OF THE REASONS WHY YOU WANTED TO EXTEND IT OUT TO FEDERAL WORKERS, TO HELP BACK AND GIVE BACK TO YOUR COMMUNITY 100%? I MEAN, THERE’S A LOT OF MOVING PARTS GOING ON RIGHT NOW, RIGHT, WITH WITH THE SHUTDOWN AND WITH THAT. BUT THEN WE HAVE THE LOOMING SNAP PROGRAM WITH THOSE BENEFITS GOING TO BE REDUCED FOR PEOPLE ON NOVEMBER 1ST. SO THERE’S A LOT OF MOVING PARTS WITH FOLKS IN THE COMMUNITY RIGHT NOW. SO WE’RE TRYING TO DO WHATEVER WE CAN AS BEST WE CAN TO HELP FOLKS. CARTER HAS FAMILY IN THE AIR FORCE SAYS THIS FEDERAL SHUTDOWN HITS CLOSE TO HOME. IT’S REALLY NOT A BUSINESS DECISION AT THAT POINT. IT’S A COMMUNITY DECISION WITH NO END IN SIGHT FOR THIS GOVERNMENT SHUTDOWN. BOTH OWNERS SACRIFICING GAINS, SHOWING, GIVING BACK GOES BEYOND MONETARY VALUE. WE’RE MAKING THAT DECISION TO HELP OTHERS BECAUSE IT’S WHAT WE WANT TO DO HERE. WE CAN AFFECT CHANGE HERE LOCALLY, IN OUR COMMUNITY. WE CAN DO THAT ON OUR OWN. WE DON’T HAVE TO WAIT FOR SOMEONE ELSE. WE CAN DO THAT. AND THAT’S WHAT WE DO. THIS IS NOW THE SECOND LONGEST U.S. GOVERNMENT SHUTDOWN IN HISTORY. AND THESE OWNERS SAYING THAT THIS DISCOUNT WILL BE IN PLACE FOR AS LONG AS IT CONTINUES. LIVE IN YU
Northern California businesses offer discounts to federal workers during shutdown
Local businesses in Northern California are providing discounts to federal workers affected by the ongoing government shutdown
As the government shutdown drags on, some Northern California businesses are stepping in to support federal workers facing financial strain.In Yuba City, Grocery Outlet owner Jeremy Delay said his store is offering a 10% discount to federal employees. “We’re just hoping to help anybody who needs help, period,” Delay said, noting that two or three federal workers stop by each day to take advantage of the offer.The Sacramento region is home to a little more than 14,000 federal workers, according to the U.S. Bureau of Labor Statistics. At New Earth Market, owner Kevin Cotter is extending a similar discount.“There’s a lot of moving parts going on right now with the shutdown,” Cotter said. “Then we have the looming SNAP program, with benefits set to be reduced for people on Nov. 1. So we’re trying to do whatever we can to help folks.”Cotter, whose brother served in the Air Force, said the issue feels personal. “I think about him, but it’s not just him,” he said. “I think about all the folks who’ve been part of the military in this community over the years.”The shutdown — now the second longest in U.S. history — has left many workers struggling to cover basic needs.“We’re making that decision to help others because it’s what we want to do here,” Delay said. Cotter added, “This isn’t really a business decision. It’s a community decision. What’s best for the folks who live in this community — that’s what’s important.”With no end to the shutdown in sight, both business owners said they plan to continue offering discounts for as long as it lasts.See more coverage of top California stories here | Download our app | Subscribe to our morning newsletter | Find us on YouTube here and subscribe to our channel
, Calif. —
As the government shutdown drags on, some Northern California businesses are stepping in to support federal workers facing financial strain.
In Yuba City, Grocery Outlet owner Jeremy Delay said his store is offering a 10% discount to federal employees. “We’re just hoping to help anybody who needs help, period,” Delay said, noting that two or three federal workers stop by each day to take advantage of the offer.
The Sacramento region is home to a little more than 14,000 federal workers, according to the U.S. Bureau of Labor Statistics. At New Earth Market, owner Kevin Cotter is extending a similar discount.
“There’s a lot of moving parts going on right now with the shutdown,” Cotter said. “Then we have the looming SNAP program, with benefits set to be reduced for people on Nov. 1. So we’re trying to do whatever we can to help folks.”
Cotter, whose brother served in the Air Force, said the issue feels personal. “I think about him, but it’s not just him,” he said. “I think about all the folks who’ve been part of the military in this community over the years.”
“We’re making that decision to help others because it’s what we want to do here,” Delay said.
Cotter added, “This isn’t really a business decision. It’s a community decision. What’s best for the folks who live in this community — that’s what’s important.”
With no end to the shutdown in sight, both business owners said they plan to continue offering discounts for as long as it lasts.
Today, DEI is a loaded term in a fraught politcal and cultural climate, but current disfavor doesn’t change the fact is that inequalities of many types persist in the workplace. Cue a new ABC report that highlights how women are actively leaving the U.S. workforce in increasing numbers because the cost of child care is so high. “It’s the 21st century,” you may be thinking, “shouldn’t this be impacting men as caregivers on an equal footing?” Explain that to the nearly half-million women who’ve dropped out of the labor market since January, the report says.
The surge in women workers deciding that the working life isn’t for them has been “driven largely by women with young children,” Minnesota’s ABC affiliate 5 Eyewitness News reports. Some 450,000 women have followed this path since the start of 2025, and the news outlet points to one clear reason: “the high cost of daycare has been to blame.”
The report quotes financial planner Bjorn Amundson of Saint Paul-based financial planning firm Quarry Hill Advisors, who suggests that before families make this big decision they should split expenses across different accounts that reflect today’s polarizing financial realities. Mortgages, for example, won’t change, but, as Amundson notes, “discretionary expenses” will — do you really need that Netflix subscription as well as the HBO and Apple TV ones? So it may make sense to practice having one parent at home for a while, “and see what it feels like before you pull the trigger. It’s one of the toughest decisions you make as a parent.”
But there’s a bigger trend at play here, with KSTP pointing out that the loss of so many female workers could not only “erase the historic gains women have made since the pandemic, but also reshape the labor force for years to come.” A BBC report from August that tackled this trend noted that “after years of leaning in and pursuing career growth, an emerging slice of college-educated women are either going part time or quitting their jobs entirely.” At the time, the BBC said data showed that between “January and July 2025, 212,000 women left the workforce at the same time that 44,000 men entered it.”
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Meanwhile, other reports suggest one driving factor for this trend is the emergence of the “sandwich generation.” As Business Insider recently put it, the “growing share of American workers” are facing a difficult reality of “caring for both aging parents and children at the same time.”
Can we blame the “tradwife” trend for some of this — a conservative-leaning notion that women’s place really is in the home? The trend, science news site Phys.org contends, is all about a “modern-day housewife who embraces traditional gender roles, typically focusing on homemaking, childcare and supporting her husband, often while sharing her idealized lifestyle on social media.”
But a recent study highlighted in this report suggests that there are deeper, non-political reasons involved that play into the explanation of why so many women are leaving the U.S. workforce. In a survey of 1,000 younger women age 18–34, researchers found that “what attracts them to tradwife content is less the male-breadwinner female-caregiver model and more the aesthetic of simplicity, leisure and escape from the pressures of increasingly demanding yet insecure work.”
Meanwhile, a new op-ed at the Boston Globe shines a light on a totally different facet of this issue: it may be “provocative” to say it, but “the smartest workplaces usually have more women,” the article contends.
Why should you care about all this?
Because, amid complex, changing geopolitical circumstances, the reality is that if your company’s benefits and compensation policies result in excluding more women than you may have thought, you’re simply missing out on a long list of potentially fabulous job candidates.
Citigroup’s CEO Jane Fraser landed her company in the spotlight this year for precisely this reason: by embracing hybrid-friendly work policies that are appealing to working mothers, Fraser considered she’s putting her company at a competitive advantage for hiring talented workers who otherwise may stay at home, or seek jobs at rival firms.
Many American workers want to use GLP-1 drugs, like Ozempic, to meet their weight loss goals. The trouble is, most employee health plans don’t cover them — but a new company hopes to change that.
A prescription drug employee benefit company, called Andel, announced its debut at the HLTH conference in Las Vegas on Monday. Early next year, Andel will help reduce the cost of providing GLP-1 medications in employee benefits packages by forming an employer co-op. Under this setup, Andel is able to buy the medication in bulk directly from drug manufacturers instead of negotiating prices from pharmacy benefit managers, which are usually owned by insurers. Employers can reduce the cost even further by adding subsidies.
“Instead of asking [employers] to sign up to a fully-funded insurance plan, which is really expensive and unpredictable and challenging, all we would ask for is a small 50 to $100 per claim subsidy, which we pass directly to reduce the cost of the drugs,” Andel CEO and Co-founder Jay Bregman says.
Employers are legally required to cover GLP-1 medication for diabetes, but not for weight loss. The injectable version of the drugs typically costs between $1,000 and $1,500 a month — which isn’t doable for most employers, especially with premiums projected to spike by 9 percent next year. Currently, 64 percent of employers do not cover GLP-1 medication to help workers shed pounds — but boy, do they wish they did. Up to 35 percent of Americans say they “are interested” in using the drug to lose weight, according to a PwC survey.
An Inc.com Featured Presentation
Lesley Grady, senior vice president of enterprise marketing at Sequoia — a benefits brokerage known for serving Silicon Valley tech startups and large companies — confirms strong interest in GLP-1 coverage. She says their clients are looking for creative solutions to make the medication more affordable for employers. The brokerage plans to start offering Andel to clients who are looking to beef up their benefit plans.
“Employees in tech have high expectations of their benefits, but I think employers obviously know that if they include it with unchecked access, it will blow up their budget,” Grady says. “So they’re really under pressure to find solutions right now that don’t just open up their floodgates — we see that strategy with Andel.”
Andel doesn’t plan to stop with weight loss drugs — in the coming years, the company hopes to apply the same cooperative, subsidy model to preventative Alzheimer’s drugs and potentially gene therapy, the co-founders told Inc.
“Expanding access to healthcare is the cornerstone of our mission,” says Andel Co-founder Ritu Malhotra. “Andel gives employers an innovative new pharmacy-benefit solution that fills the coverage gap.”
Andel was co-founded by Bregman, who successfully exited three companies — including the ridesharing network Hailo, rebranded to Lyft Europe — and Malhotra, who’s also a pharmacist and former CVS Health executive. At the conference, the founders announced they raised $4.5 million in capital to launch the platform. Investors include Lightbank, Seedcamp, Bertelsmann Investments, Houghton Street Ventures, and Springboard.
Eric Ong, partner at Lightbank — a venture capital firm that invests heavily in benefit tech companies — told Inc. that Malhotra’s PBM experience and Bregman’s entrepreneurial success is uniquely positioned to help tackle the high cost of in-demand prescription drugs. The firm invested in the company because they haven’t seen any other solutions addressing this challenge, he says.
“There’s a disconnect between employers wanting to offer good benefits and health benefits and keeping their employees healthy — at the same time, they can’t afford it. So, we just found that really interesting and sort of novel in the market today,” Ong says.
CHARLOTTE Former safety Leonard Wheeler might have only played one season for the Panthers.
But his impact on the team, its players, and the community, continues.
The 56-year-old Wheeler has a lot of titles these days, from executive coach, motivational speaker, to NFL Legends community co-executive director. But the one he loves to talk about is prostate cancer survivor.
Thanks to an early diagnosis, he’s well now, and using his platform to encourage other men to get checked.
Wheeler played here in 1998, but a torn ACL the following year ended his NFL career after eight seasons. He also played for the Bengals and the Vikings, but has made Charlotte home, and is a regular presence at Legends events here, including last weekend when he gathered with nearly 100 other former players to watch the Panthers come back to beat the Dolphins.
This week, he’ll be back to hit the Keep Pounding drum heading into the fourth quarter, and tell his important story to anyone who will listen.
Panthers.com caught up with Wheeler this week to talk about his journey, and the importance of early detection.
Q: What does it mean to be back here at Bank of America Stadium this weekend to celebrate Crucial Catch weekend?
Wheeler:“It means a lot to be able to share the story. When you think about it, us having over 2,500 guys playing this game, they’re going to all be affected in some way with prostate cancer in their families, right? When you think about it, one out of eight men and one out of six men of color would be impacted by prostate cancer. So to be able to bring that awareness on such a Crucial Catch weekend is huge.
“It’s about staying alert, staying aware. My mantra now is “suit up, get checked.” When you think about us as former athletes or as athletes in general, we’ve been suiting up our whole life pretty much, right? And one of the things that we’re really good at as men is that we’re great at hiding. So it’s really creating that accountability around, I need for you to stop thinking that you’re OK, and I need for you to know that you are.”
Q: When were you diagnosed, and how did that come about?
Wheeler:“I was diagnosed in July of last year, and I went through my procedures about seven and a half months ago. There were a lot of different options for me because they caught it so early. But, early or late, it’s still cancer inside your body. So I went through the Tulsa Pro procedure, which was a whole prostate ablation. Instead of having a radical prostatectomy, I was not eligible for radiation or anything like that because it was so early.
“But this is what’s so scary about it. No symptoms. My PSA rose from 1.1 to 2.1 and 3.1 over three years. So my physician saw a trend. I was not over the threshold, which is 4. I was at a 3.1. So, thank God that my physician, my primary care doctor is curious.”
Q: So you weren’t experiencing any problems, no reason to think you were anything other than completely fit and healthy?
Wheeler:“Not one, not one reason to think anything was wrong, not one, nothing. Absolutely nothing. But that’s how scary it is, because sometimes you’re not going to have any symptoms. That’s why we have to do our part and get checked and get screened.”
Q:I remember having this conversation with Brentson Buckner last year, and he was saying there’s just so much to live for once you’re in your 50s. We still have a lot of life to live, right?
Wheeler:“That’s right. There’s a lot to do. So my wife is a nurse of 28 years, OK? So she knows the language. She was scared before we were all even thinking about anything because she knew. So to have her in my corner was a godsend. And we have a lot to be grateful for.”
Q: Since the ACL injury in 1999 that cut your career short after eight seasons, what have you been doing since then?
Wheeler:“I started my company 25 years ago. I’ve been doing global executive coaching for major corporations. I work in the NFL office with the Legends Community. Chad Pennington and I are co-executive directors for the Legends Community, and we have Mike Rucker, one of our directors, here in Charlotte. Thomas Davis is one of our coordinators here. And so we’ve been able to really create a lot of awareness around the benefits, and we’re trying to change the narrative on how former players look at the NFL.”
Q: With all that you’ve done since your playing days, what is the thing you’re most proud of?
Wheeler:“I would say that I’m most proud of my family. When I think about my wife and our kids, we have a daughter, who finished her master’s at the University of Madrid in Spain. We have a son who’s a senior in college, and a son who’s a freshman in college. So, I’m really proud of my wife. I’m proud of my family. And I’m really proud that we’re creating awareness around something that could change the narrative for families when it comes to prostate cancer.
“Man, we have to get better at having hard conversations when it comes to health. Especially African American men, we are great hiders. You grow up keeping everything to yourself. Can’t do it.”
Q: You were here last weekend, when you gather around a bunch of former Panthers players, what are those conversations like?
Wheeler:(Laughs) What is so funny is that you remember that maybe the two interceptions you had in ’95 become five interceptions in 2025. But the camaraderie becomes even more important because it’s great to have the connection. It becomes the extended locker room where you can chop it up, and you start to realize that you’re not alone, and that some of us are going through the same struggles when it comes to transition after your career. Or you can celebrate things that you might be proud of about your kids or about your wife and you’re able to celebrate that with each other. And it just becomes magical, man. I mean, it becomes a locker room mentality. And you don’t even care about really what you did in the NFL. You just love seeing the guys and their families and loving them.
“It is really cool because you get to help paint a canvas of how you want life to look like moving forward. And you get to help create that canvas for them. And that’s exciting. For us to be able to, for me to be able to work in the league office with (NFL executive VP of football operations) Troy Vincent and educate guys on the benefits available to them, and to be in the locker room with my boys like John Randle and Warrick Dunn and Torry Holt and Will Shields, and Orlando Pace and Mike Rucker and Thomas Davis. All of us get to still work together. Come on, that’s priceless.”
For more information about early detection and the NFL’s efforts to encourage everyone to get regular screenings and how those early screenings can save lives,you can click here for the American Cancer Society’s web page.
I went to an Inc. Best Workplaces event expecting ideas. I didn’t expect a mirror.
As panelists shared what made their cultures thrive, they ticked off all the expected benefits: unlimited PTO, mental health stipends, flexible schedules, even monthly wellness reimbursements. And yet, every one of them, unprompted, said the same thing:
“I don’t really use those benefits myself.”
They weren’t bragging. If anything, it came with a sheepish shrug. But that confession stuck with me.
An Inc.com Featured Presentation
Because I’m guilty of it too.
As the founder of Avidon Health, a behavior change platform that helps companies support their employees’ well-being through coaching, content, and mental health tools, I spend every day working to help other people feel better. But am I actually practicing what I promote?
Don’t skipover the Golden Rule
Somewhere along the way, many founders abandoned the Golden Rule: Treat others as you want to be treated, in favor of what we now call the Platinum Rule: Treat others how they want to be treated.
In theory, that’s a good thing. It prioritizes empathy. It builds custom experiences. It’s how you evolve from one-size-fits-all to inclusive leadership.
However, too many founders go straight to the Platinum Rule without ever checking in on themselves. They build generous cultures, design flexible policies, and pour effort into creating workplaces people love.
Then they exclude themselves from that very design.
The founder culture gap
According to Inc.’s 2025 Best Workplaces data, 80 percent of honorees offer mental health resources. But if the people in charge are too burned out, busy, or ashamed to use those tools themselves, what message does that send?
I’ve heard the rationalizations. I’ve made them.
“I don’t have time.”
“My team needs it more than I do.”
“I’m the exception, not the example.”
But those justifications fall apart under the weight of reality.
The mental health crisis at the top
Founder burnout should be the headline.
A 2025 survey from Sifted found that 54 percent of founders experienced burnout in the last year. Even more staggering, 46 percent rated their mental health as “bad” or “very bad.”
Balderton’s Founder Wellbeing Report 2024 shows that 70 percent of founders agree that stress and burnout are persistent and significant problems.
And we wonder why good companies fade, why teams disengage, or why vision starts to erode. The truth is that your culture can’t be healthier than you are.
Imagine if founders used the mental health tools they provide
Let’s flip this.
What if my own mental health weren’t an afterthought but a recurring line item on my calendar?
What if I took advantage of the exact same health coaching that we provide to our clients?
What if I talked about it openly?
The ripple effects would be powerful.
Research shows that when leaders actively model health-supportive behaviors, their employees are more likely to adopt similar behaviors, leading to improved team-wide well-being.
We’re so focused on protecting the team, we forget that we’re part of the team too.
If you want your team to trust the culture you’ve built, they need to see you live it. That means using the PTO. That means saying no when you’re overwhelmed. That means seeking help when you’re struggling.
As leaders, we can’t just preach resilience. We have to practice it.
The culture you build should include you
If you’re designing a workplace for the long haul—for retention, for impact, for an Inc. Best Workplace award—don’t build it around the version of you that never gets tired, never needs help, and never steps away.
Build it for the version of you that’s human.
The one who also needs support.
Because that’s who will build something worth following.
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Our CorporetteMoms morning writer, Ann, just returned from an eight-week paid sabbatical, and offered to write about it. Today she’s sharing tips on how to take advantage of an employer’s sabbatical policy, how to prepare for a sabbatical as a lawyer, and what it’s like to return after eight weeks away! Huge thanks to Ann for sharing! — Kat
I recently returned to work after a fully-paid, eight-week sabbatical (cue the tiny violins)! Now that I’m back at work, I thought I’d share some information about my employer’s sabbatical policy, how I prepared for my sabbatical, and what my first weeks back were like. (I’m a litigator, and yes, even busy litigators can take a sabbatical.)
A few years ago, my employer, a small legal nonprofit, added a sabbatical benefit. Before that, I thought sabbaticals were only for tenured professors. Since then, I’ve heard of other nonprofits that offer sabbaticals, and the practice seems to be growing.
Readers, have you ever taken a sabbatical? What was it like?
What It’s Like to Go on Sabbatical As a Lawyer
Where I work, the policy was added as a retention and professional development benefit. Legal nonprofits know they cannot compete on salary, so something like a sabbatical is a great way to reward and recognize long-term employees. In turn, junior employees get their own professional development opportunities. For example, when my manager took her sabbatical, I did her job.
Of course, having rested and reinvigorated employees is also a plus.
Our policy is pretty simple: After seven years of employment, you are eligible for your first sabbatical, which you must take within the year. (There are some very narrow exceptions that seem harder to get than just taking it when you are supposed to.) After the first sabbatical, you are eligible to take one every five years. (I’m already planning my next one, ha!)
The sabbatical is fully paid for six weeks, and you have the option to add two weeks of accrued vacation for a total of eight weeks. During the sabbatical, you are not supposed to access work email, join Zoom meetings, or do any work at all. No one is supposed to contact you except in really limited circumstances. (I got the impression it had to be something like a coworker’s death.)
Now, you must be wondering, does anyone really take advantage of this? Would there be any professional ramifications, like the kind parents face when they take parental leave? Where I work, no. Our policy was designed so employees actually use it. The reason why it’s so successful is everyone takes it — from our executive director down. If there isn’t buy-in from management, there’s no reason for offering it.
For example, I was talking with co-counsel at a Biglaw firm, and he joked that his firm had a sabbatical policy on paper, but it was so complicated and frowned upon that rumor had it only one person ever managed to use it.
So what do you do with all that no-strings-attached time off? Most people travel. My family took a nearly five-week trip to Asia and Australia, and I did childcare the rest of the summer to save money on daycare to pay for said trip. One colleague moved, another person spent quality time with their college-bound kid, our ED got back into running, and someone who’s up for their sabbatical this year is planning a spa/wellness getaway to decompress.
In the weeks before my sabbatical, I worked with my manager to finish any loose ends and hand off anything I couldn’t finish. As I mentioned, I filled in for my manager, so she mostly filled in for me. We also delegated some discrete tasks to other staff to give them a chance to learn a little about what I do. I also let any outside partners know I was going to be out, and who was filling in. Finally, my out-of-office message stated I was on sabbatical and to get in touch again when I got back.
During my sabbatical, I didn’t peek at any email or hear a peep from anyone I worked with. After I got back, I had a pretty quiet week — it happened to be the end of summer so lots of my colleagues were on vacation. Before I left, I had set up meetings with my team and management to catch up on what went on while I was out. We aren’t required to catch up on email, but I’m an inbox-zero person so I did it over a few days.
What It’s Like to Return to Work After a Sabbatical
How did I feel when I got back? Well, the sky didn’t fall — the work moved along and I just jumped right back in. Given that my sabbatical consisted of a really ambitious travel itinerary followed by a short stint as a SAHM, I was ready to go back to work. I’m not sure I felt rested (again, personal choice on my part — maybe more rest next time!), but I felt reengaged and full of new ideas.
I know a sabbatical is a tough sell — Americans often don’t even take their allotted annual leave. But, hopefully this gives you some information to advocate for a sabbatical policy where you work!
Readers, do tell: Does your employer allow sabbaticals? If you’ve taken a sabbatical, what did you use it for, and how did it go? If you’re planning one — or daydreaming about one — what will you / would you do?
The Supplemental Nutritional Assistance Program, better known as SNAP, looks a little different in Pennsylvania this month.
Work requirements for the program, which provides low-income households with food assistance, changed on Sept. 1 after the passage of President Donald Trump’s domestic policy bill. Recipients now must provide an exemption or proof that they’re working on average 20 hours a week to continue to qualify. If they don’t, they’re limited to three months of SNAP benefits for a three-year period. Approximately 42,000 Philadelphians could lose their benefits under the new requirements.
Louise Hayes, a supervising attorney at Philadelphia’s Community Legal Services, said this “time limit” tying benefits to work requirements was actually part of a 1996 Personal Responsibility and Work Opportunity Reconciliation Act. But the expansiveness of this is unlike anything that’s come before.
“It’s been around a long time, it’s just never been implemented in Philadelphia before,” Hayes said. “And then the huge reconciliation bill that was passed at the beginning of July makes the time limit apply to a lot more people.”
At CLS, Hayes said the main priority is getting exemptions for residents so the changes don’t apply to them, which she hopes will help more recipients keep their benefits. Pennsylvanians making more than $217.50 per week are considered exempt. Once an exemption is in place, it’s good for a year. Other exemptions include people who are caregivers, pregnant, on unemployment, in a drug or alcohol treatment program, homeless or if they have a medical conditions that reduce their ability to work.
Hayes said SNAP recipients should have gotten an exemption screening form in the mail last month. If not, they need to notify their social worker or local County Assistance Office.
“A bunch of these exemptions, people have to raise their hand and let the County Assistance Office know,” Hayes said. “We are very worried about their capacity to handle all this influx of new work.”
For those who don’t meet any exemptions but do comply with the 20-hour per week rules, Hayes said they’ll have to submit paystubs or some other proof that they’re meeting the requirement twice per year. However, she noted that people can comply through volunteering, as well.
According to the state, people who have reached the time limit, haven’t notified the state of an exemption or don’t meet the work requirements will get a notice in the mail saying their eligibility will end. Hayes said if people appeal a ruling within 15 days of the notice, benefits should continue until a hearing, and they can prove eligibility in that time.
A round of changes for the immigrant community is schedules for Nov. 1. Refugees, asylum-seekers and other humanitarian immigrants will no longer be eligible unless they have a Permanent Resident Card, aka a green card. There are fewer exemptions for these cuts, although Hayes said some people might have a green card but had no reason to report it to SNAP until now. Cuban and Haitian immigrants will remain eligible.
The policy bill will also reduce spending for Medicaid, which is expected to cut off assistance to nearly 8 million people nationwide, the New York Times reported. With all of the changes, Hayes said it’s been a busy time for CLS — especially after two benefits assistance organizations in Philadelphia closed last year — but they’re hoping to ramp-up capacity at the end of the year to help even more residents after the November changes.
With the new requirements applying to so many residents, which Hayes called a “paperwork-intensive process,” she said she hopes there’s enough capacity to help people.
“It’s been a lot for the state to try to do on short notice, in addition to a whole lot of other things that have to do with the results of that federal law,” Hayes said. “One thing that I hope they will do is ensure that they have adequate staff to all of this work.”
Amazon is completing its takeover of Whole Foods, eight years after buying the grocery brand for $13.7 billion.
The Wall Street Journal reported on Wednesday that on Nov. 10, Amazon plans to give new job offers to U.S. Whole Foods corporate employees, complete with new titles, salaries, and benefits.
The affected employees work in positions ranging from merchandising to marketing, and will be offered a month to review the new compensation packages, according to the report.
Under the new job offers, corporate Whole Foods employees will gain Amazon discounts and healthcare benefits, but lose perks, including four weeks of remote work a year. Amazon implemented a return-to-office mandate requiring five days a week in the office beginning in January.
Additionally, Whole Foods corporate workers will receive Amazon stock instead of an annual bonus, starting next year. Corporate employees will keep a 20% discount at Whole Foods stores for a year, but lose the perk in 2027.
Amazon bought Whole Foods in 2017 and offers a discount to shoppers with Amazon Prime subscriptions. It has also implemented its technology to make stores available for Amazon package pickups and returns.
Since the acquisition, Whole Foods has increased sales by more than 40% and expanded its footprint from 467 stores in 2017 to 535 stores in October 2024, per The Business Journals.
Amazon previously allowed Whole Foods staff to keep their job titles and their benefits. Whole Foods even had its own dedicated CEO, Jason Buechel, until January, when Amazon expanded his responsibilities to include Amazon Fresh grocery stores and Amazon Go convenience stores. Buechel is now Amazon’s vice president of worldwide grocery.
In a leaked meeting in June for Amazon’s grocery team, Buechel said that internal bureaucracy slows down Amazon’s grocery business and holds the team back. He mentioned that it was “taking too long” for spending approvals and other decisions to occur.
“Ultimately, we’re wasting time,” Buechel said at the meeting. “It’s taking too long for decisions and approvals to take place, and it’s actually holding back some of our initiatives.”
Whole Foods falls under Amazon’s physical stores segment, which also includes Amazon Fresh and Amazon Go stores. During the second quarter of 2025, Amazon’s physical stores generated $5.6 billion in sales, a 7% increase from the same time last year.
Amazon is completing its takeover of Whole Foods, eight years after buying the grocery brand for $13.7 billion.
The Wall Street Journal reported on Wednesday that on Nov. 10, Amazon plans to give new job offers to U.S. Whole Foods corporate employees, complete with new titles, salaries, and benefits.
The affected employees work in positions ranging from merchandising to marketing, and will be offered a month to review the new compensation packages, according to the report.
Some recipients of Social Security disability and retirement benefits will receive an extra payment in November, with the first coming this week.Related video above: Protect yourself from scams this shopping season People who receive Supplemental Security Income (SSI) and have collected Social Security since before May 1997 will be paid on Friday. For those who receive both benefits, Social Security will be paid on Monday, Nov. 3.Adults and children are eligible for SSI if they have limited to no income or resources and have a disability and blindness, or are 65 and older. About 7.4 million people receive SSI benefits, according to the U.S. Social Security Administration (SSA).SSI recipients will receive a second check next month, coming on Nov. 29. However, this is not an additional payment. That check will count toward December’s allotment.SSI payments typically occur on the first of every month but since Dec. 1 is on a Sunday, and the SSA does not make payments on weekends or federal holidays, the administration is pushing the payment up a couple of days.”We do this to avoid putting you at a financial disadvantage and make sure that you don’t have to wait beyond the first of the month to get your payment,” the SSA said in a blog post. “It does not mean that you are receiving a duplicate payment in the previous month, so you do not need to contact us to report the second payment.”
Some recipients of Social Security disability and retirement benefits will receive an extra payment in November, with the first coming this week.
Related video above: Protect yourself from scams this shopping season
People who receive Supplemental Security Income (SSI) and have collected Social Security since before May 1997 will be paid on Friday. For those who receive both benefits, Social Security will be paid on Monday, Nov. 3.
Adults and children are eligible for SSI if they have limited to no income or resources and have a disability and blindness, or are 65 and older. About 7.4 million people receive SSI benefits, according to the U.S. Social Security Administration (SSA).
SSI recipients will receive a second check next month, coming on Nov. 29. However, this is not an additional payment. That check will count toward December’s allotment.
SSI payments typically occur on the first of every month but since Dec. 1 is on a Sunday, and the SSA does not make payments on weekends or federal holidays, the administration is pushing the payment up a couple of days.
“We do this to avoid putting you at a financial disadvantage and make sure that you don’t have to wait beyond the first of the month to get your payment,” the SSA said in a blog post. “It does not mean that you are receiving a duplicate payment in the previous month, so you do not need to contact us to report the second payment.”
NetSupport – a classroom management solution used throughout the globe – has published the results of a survey asking educators who either manage or use technology about the use and benefits of education technology in their schools. Educators were asked about the challenges they encounter and whether more funding or training or another support would improve the effectiveness of education technology.
Given the growth in number of edtech tools used per school district reported by LearnPlatform – tripling between 2017 and 2023 – NetSupport wanted to gather insight from classroom teachers, IT staff, and administrators about how well-equipped educators feel about using and managing technology.
Among the findings:
93 percent of educators felt that education technology makes teaching and learning better.
When asked who was more responsible for ensuring education technology was used effectively, 34 percent of respondents said that teachers were key in making sure that education technology was used effectively. Twenty-seven percent of respondents reported that IT staff were responsible for making sure that education technology was used effectively and an equal percent of respondents said it was the responsibility of school leaders.
When asked what would be most helpful in maximising the use of technology 32 percent reported that they wanted more time to learn and improve how to best use classroom tech and 22 percent said they needed more time for training. These two responses combined – 54 percent – are nearly double the 28 percent who reported they wanted more funding to purchase technology.
10 percent of respondents stated that they wanted fewer technology tools and a simplified approach to using classroom technology.
Al Kingsley, CEO of NetSupport, said, “These results support our experience in working with teachers and education leaders. Across the globe and in the United States, educators say that devices and learning technology offer significant benefits, but we cannot overlook the pressing need to give teachers proper training and time to manage the technology they are currently using.”
“Furthermore, purchasing technology needs to be made on clearly stated goals,” added Kingsley. “The fact that respondents to this survey suggested that teachers, IT staff, and school leadership shared roughly the same amount of responsibility indicates to me that perhaps there is some confusion about who is responsible for such decisions. There is less confusion about responsibilities when the decision to purchase is based on clearly stated objectives.”
AI continues to shape our daily lives and education is no exception. While AI offers promising enhancements to education, ethical and safety implications give many parents pause. With 93% of parents of school children ages 5 and up concerned about AI being used in the classroom or at school, Norton, a consumer Cyber Safety brand of Gen™ (NASDAQ: GEN), today released deeper insights into what parents think about their children using AI and shared best practices to safely navigate the back-to-school season.
Norton surveyed parents and found that 50% are concerned that AI-generated content may be biased or incorrect, and they fear an over-reliance on technology.
“Keeping our children safe starts with open, ongoing conversations. The Smart Talk, created in collaboration with National PTA, helps families talk about digital safety and promote personal responsibility with technology. With open discussions, we can embrace innovation while guiding children to use technology safely and responsibly,” said Kim Allman, Head of Corporate Responsibility and Public Policy at Gen.
Parents’ Perspective on the Dangers and Benefits of AI in Education
A recent Norton survey found parents of school children ages 5 and up have mixed opinions on their children using AI. Among the top concerns:
51% worry about their children coming across inappropriate content.
50% are concerned that AI-generated content may be biased or incorrect, and they fear an over-reliance on technology.
46% are apprehensive about their children sharing personal data online.
Despite these concerns, many parents remain optimistic about AI’s role in their children’s lives, touting the various ways that it can be used to a child’s advantage in the classroom. Norton found:
Nearly half (49%) of parents noted they would approve of their child using AI to complete schoolwork, out of the 35% of parents who support their oldest child using AI in the classroom.
69% believe it should be utilized for research in classrooms or at school.
48% trust lesson plans and curriculum created with AI tools.
On the other hand, only one-fourth (25%) of parents with children ages 5 and up are very confident teachers will be able to identify assignments or essays produced by AI.
Helping Keep Kids Cybersafe
Here are some tips to help keep your children cybersafe at school this year:
Protect Personal Information: Educate your children on how to safeguard their personal information, especially when it comes to interacting with AI platforms or chatbots. Norton 360 with LifeLock offers comprehensive protection including antivirus, malware, ransomware and identity theft protection, in case your child’s personal information falls into the wrong hands.
Verify Website Safety and Use a VPN: It is important for you and your children to check the browser connection and the URLs to ensure a site is secure, even more so when accessing AI tools or platforms. Norton recommends using a Virtual Private Network, like Norton Ultra VPN, to help provide real-time protection against scammers while also offering secure password management and alerts.
Enable Age-Appropriate Settings: Using AI settings designed for different age groups will help ensure your family is set up for success when handling AI tools and platforms. Additionally, parental controls like Norton Parental Control will help you monitor and manage your child’s online activities.
Promote Integrity and Responsibility: Norton advises parents and teachers to talk with children and students about the importance of integrity and mindful behavior as a foundational step of Cyber Safety. For example, The Smart Talk—co-created by National PTA and Norton—is a tool to help individual families have tailored conversations about household tech decisions and how to be responsible digital citizens.
The Society for Science (the Society), a nationally recognized leader in STEM education, announced the selection of 100 extraordinary educators for the Advocate Program for the 2024-2025 school year. Now in its 10th year, this program offers training, stipends, and year-round support to STEM educators and mentors helping students from traditionally underrepresented races/ethnicities and low-income households to enter STEM research fairs and competitions.
The Society is awarding a total of $326,000 in funding. The Advocate Program aims to expand access and opportunity across science and technology for students, acknowledging the critical role educators and mentors play in developing research skills necessary for future scientists and engineers and science-minded citizens. This year, as teachers navigate the evolving landscape of AI and other new technologies in the classroom, their guidance remains essential for students who will become trailblazers in diverse and emerging fields, from addressing global challenges in climate science to pioneering innovations in biotechnology.
Educators not only assist with the logistical challenges of entering STEM research competitions, including selecting competitions to enter, gathering appropriate materials, and meeting deadlines, but also Advocates often guide students in pinpointing and selecting research topics and carrying out projects.
Award recipients this year come from 38 states, the District of Columbia, Puerto Rico, and the Northern Mariana Islands. This is also the first year there are two educators from the U.S. Virgin Islands. Twenty-nine are middle school teachers, 56 are high school teachers, two are affiliated with universities while six work in nonprofit settings. This year’s Advocates are reaching students from a myriad of geographic areas as well, with 91 in public schools, 1 in a private school, and 1 in a tribal school—spanning urban, rural and suburban communities.
This year, 87 Advocates will each receive a $3,000 stipend, while 13 Lead Advocates will each receive $5,000 and oversee a group of educators in the program. Lead Advocates have the same goals and framework for the year as the regular Advocates, with the added responsibility of organizing and hosting cohort calls, where they mentor and discuss challenges and opportunities. The program operates in one-year cycles where Advocates work to increase the number of students they guide through the research and competition processes. All Advocates aim to add a minimum of three–five additional students each cycle, depending on their individual goals and experience level.
“As we celebrate the 10th anniversary of our Advocate Program, it’s inspiring to reflect on how far we’ve come—from just 9 teachers in our inaugural year to 100 passionate educators annually. These educators are empowering students to explore, innovate and enter science competitions. Their commitment is a testament to the transformative power of education, and we are thrilled to see the continued growth and impact of these programs,” said Maya Ajmera, President and CEO of Society for Science and Executive Publisher of Science News.
Over the decade, 398 teachers from 47 states and the District of Columbia have participated in the program. Advocates report that the program has significantly enhanced their knowledge and capacity to support students in research and competition. Additionally, survey data indicates that students who participated in the program experience increased content knowledge, self-confidence, and skill-building related to STEM.
To date, Advocates have supported more than 7,000 students during their participation in the program, of which, 5,200 students have successfully competed in at least one science research competition. During the 2023-2024 cycle, 68% percent of student mentees participated in science competitions at the local and/or national level. Overall, students of Advocates are responsible for over 9,200 unique competition entries, with many students entering more than one competition. Ninety percent of those students are from low-income households and 75% are of a race or ethnicity underrepresented in STEM.
In June, this year’s class of educators gathered at the annual Advocate Training Institute in the nation’s capital where Lead Advocates met with their cohorts for the first time to converse on critical topics ranging from effectively engaging underrepresented populations in STEM research to empowering students to see themselves as scientists. New Advocates also began planning their initiatives for the coming school year under the mentorship and direction of Lead Advocates.
This year’s Advocate Program is made possible by Arconic Foundation, Battelle, the Central Intelligence Agency, Intel Corporation and Regeneron.
The following are 2024-2025 Lead Advocates, who will oversee groups of Advocates.
2024 – 2025 Lead Advocates:
Stephen Beall, City High School (Tucson, AZ) Christina Campos, West Oso Junior High (Corpus Christi, TX) Rochelle Darville, West St. John High School (Edgard, LA) Chance Duncan, Russellville High School (Russellville, AR) Susie Fisher, Tongue River Middle School (Ranchester, WY) Dede Henderson, South Hamilton Middle and High School (Jewell, IA) Kaleena Jedinak, Tybee Island Maritime Academy (Tybee Island, GA) Ben Martin, McCluer High School (Florissant, MO) Maria Martinez, Harmony School of Excellence Laredo (Laredo, TX) Joy Mordica, Equity Research Group Inc (Brookhaven, GA) Eual Phillips, Spring-Ford Area High School (Royersford, PA) Jennifer Stover, Lufkin High School (Lufkin, TX) Paul Timm, Lyons-Decatur Public Schools, (Lyons, NE)
2024 – 2025 Advocates:
Rachel Acuna, Alta Vista Early College High School (Anthony, NM) Jakara Bachua, STEM NOLA (New Orleans, LA) Carmen Bird, Alfredo Andrews Elementary School (Kingshill, VI) Ronald Brillantes, Porcupine School (Porcupine, SD) Aja Brown, The Metropolitan Soundview High School (Bronx, NY) Karen Bruening, Pensacola High School (Pensacola, FL) Glen Bybee, Los Angeles Academy Middle School (Los Angeles, CA) Christina Campos, Antonio E. Garcia Center (Corpus Christi, TX) Janirette Chaves Rodriguez, River Springs Middle (Orange City, FL) Tanya Chiarella, Billerica Public School (Billerica, MA) Jacob Contreras, Tornillo High School (Tornillo, TX) Patrice Cooley, Indiana Math and Science Academy North (Indianapolis, IN) Ann Cowan, Hiram High School (Hiram, GA) Keishla Crespo, Escuela con Causa Rosalina C. Martinez (Guaynabo, PR) Jane Cunningham, Cass Technical High School (Detroit, MI) Susan Curtis Flores, Truman Middle (Fontana, CA) Lakshmi Darbha, Aavanee.org (Clarksburg, MD) Geizi Dejka, San Juan College High School (Farmington, NM) Harry Dittrich, Pathway School of Discovery (Dayton, OH) Marifi Doculan, Marianas High School (Saipan, MP) Susan Dougherty, Stamford High School (Greenwich, CT) Roger Dowdney, Thomson-McDuffie Middle School (Thomson, GA) Colleen Duda, Bronx Center for Science and Mathematics (Bronx, NY) Velicia Everett, Sampson Middle School (Clinton, NC) Terica Gagophien, Vicksburg High School (Vicksburg, MS) Shauna Garbe, Barratt Elementary School (American Fork, UT) Genevieve Garcia, Kotlik School (Kotlik, AK) Jennifer Gentry, Ph.D., Critical Reasoning Science Partners (Nashville, TN) Sondra Harris, Indiana Math and Science Academy West (Indianapolis, IN) Sam Hartpence, Pathfinder High School (Lander, WY) Jennifer Hatch, Medomak Valley High School (Waldoboro, ME) Brigette Hernandez, Woonsocket High School (Woonsocket, RI) Rebecca Hiatt, Baylor College of Medicine Biotech Academy at Rusk (Houston, TX) Matt Hinchley, Liberty Bell Junior-Senior High School (Winthrop, WA) Tracyee Hogans Foster, Dogwood Middle School (Richmond, VA) Stacie Hopple, New Lexington Middle School (New Lexington, OH) Sunitha Howard, Lincoln High School (Yonkers, NY) Rania Ibrahim, Dana Middle School (Arcadia, CA) Oktay Ince, Horizon Science Academy Columbus High School (Columbus, OH) Jasmine Jones, Skyline High School (Dallas, TX) Carol Jones, Pine Ridge Middle School (West Columbia, SC) Pamela Joslyn, Susan Clark Junior High (Muscatine, IA) Abraham Kamara, Memorial Middle School (Owasso, OK) Michele Karnbach, Woodbridge High School (Woodbridge, VA) Sarah Kim, Magnolia Science Academy 6 (Los Angeles, CA) Olivia Kuper, North Greene High School (Greeneville, TN) Valerie Ledford, Columbia High School (Lake City, FL) Brianne Loya, Bioscience High School (Phoenix, AZ) Jeniffer Madrid, Rice Intermediate School (San Carlos, AZ) Abigail Marshall, Browning High School (Browning, MT) Demvia Maslian, New Mexico Military Institute (Roswell, NM) Justice Mason, Little Rock Southwest High School (Little Rock, AR) Kristi Mathiesen, Monte Vista Middle School (Monte Vista, CO) Sumitra Miriyala, AT Still University (Kirksville, MO) Shawn Mithell, DuVal High School (Lanham, MD) Pamela Nagafugi, University of Colorado (Denver, CO) Sam Northey, SPPS Online High School (St. Paul, MN) Stephen Nye, Julia Landon College Preparatory and Leadership Development Academy (Jacksonville, FL) Wayne Oelfke, Ft. White High School (High Springs, FL) Sharon Okoye, Albemarle Road Middle School (Charlotte, NC) Tara Olenja, Hughes Academy of Science & Technology (Greenville, SC) Alfred Olivas, INSIGHTS Science Discovery (El Paso, TX) Sellah Owiti, Colleton County High School (Waterboro, SC) Suneetha Panda, Northeast High School (Macon, GA) Brenda Perez-Goodrum, New Liberty Innovation High School Salem (Salem, MA) Garrick Purdie, Duplin Early College High School (Kenansville, NC) Liliana Ramos, Ronald Reagan / Doral Senior High School (Doral, FL) Jacquelyn Rondhuis, Parkrose High School (Portland, OR) Laura Rosado, Colegio San Ignacio de Loyola (San Juan, PR) Christine Sanfratello, Lindenhurst Senior High School (Lindenhurst, NY) Zulaika Shamshieva, Tallahassee School of Math and Science (Tallahassee, FL) Latasha Sheffield, Athol High School (Athol, MA) Katie Southard, Salem High School (Salem, AR) Quinton Spikener, XyayX the Movement (Brooklyn, NY) Jason Cyril Tajores, Ivanna Eudora Kean High School (St. Thomas, VI) Mashika Tempero Culliver, RB Hudson STEM Academy (Selma, AL) Kaneka Threatt, Lowndes County Career Tech Center (Hayneville, AL) Julie Throne, Cedar Shoals High School (Athens, GA) Romalyn Ubaldo, Santa Rosa High School (Santa Rosa, NM) Carol Unterreiner, Milwee Middle School (Longwood, FL) Lizbeth Valera, San Luis Middle School (San Luis, AZ) Jeanettra Watkins, Homewood Flossmoor High School (Flossmoor, IL) Aisha Weaver, Johnnie Colemon Academy (Chicago, IL) Candice White, Turning Point Secondary School (Arlington, TX) Yolanda Whitted, Girls Global Academy (Washington, DC) Jill Wood, Independence High School (Coal City, WV) Heather Wygant, Santa Cruz County Office of Education (Santa Cruz, CA)
Kevin is a forward-thinking media executive with more than 25 years of experience building brands and audiences online, in print, and face to face. He is an acclaimed writer, editor, and commentator covering the intersection of society and technology, especially education technology. You can reach Kevin at KevinHogan@eschoolnews.com
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There was an interesting thread on Reddit a while ago about job perks — readers, what employee benefits and perks does your company offer, and how are you optimizing these perks? There are, after all, a TON of them out there — I was blown away compiling this list!! — and there’s a lot of money involved.
In the past, we’ve discussed how many vacation days we get, and tech budgets, and (eons ago) we had a guest post from my friend Sue on how she saves $10,000 a year by maxing out her work benefits, including her flex-spending account, commuter spending account, and dependent care spending account… but we haven’t talked about employee benefits and perks too much. So let’s discuss!
Here are the questions:
Which of the following perks do you get automatically?
Which perks were not automatic — you needed to be employed there for a certain amount of time, you had to get to a certain level within the company, you negotiated something different than your coworkers, etc.
How do you find information about perks and benefits — word of mouth? Is there a portal, or just an HR department, or just lengthy paperwork you got on Day 1?
Have you negotiated for any of these perks (either for a new job or as part of a promotion)? If you were choosing among multiple job offers (such as after finishing law school or grad school), how much did the employee benefits factor into your equation?
What employee benefit or perk is your favorite? Will you try to negotiate for it if/when you leave your current company?
What would your advice be to someone just starting who has the same perks you have?
Employee Benefits & Perks You Might Be Getting
Stuff You Probably Know About
remote / hybrid policies and arrangements
vacation days, “closed office” holidays, half-day Fridays, sick leave, and other PTO
fully paid or discounted health insurance: You probably don’t even identify this as a benefit unless you’re comparing your employer’s plan to the marketplace. I was surprised by how many people in the Reddit post said their health insurance is 100% paid by their company, often for the employee and dependents, sometimes the employee’s entire family!)
401k contribution or match (or a pension): Some companies contribute 3% (for example) automatically, regardless of whether or not the employees contribute to their 401k; others will match up to a specific dollar amount.
professional development funds / education reimbursement
access to a Flexible Spending Account or a Health Savings Account
signing bonuses, year-end bonuses, other bonuses
company stock or equity: Sometimes “phantom stock benefits” — one Redditor described it as shares appointed that have no value unless the company goes public one day, but it seems like the phrase typically means a form of compensation that tracks the company’s actual stock, but without giving equity in the company, as described in this Smart Asset article.
relocation package or reimbursement for moving expenses (One friend’s relocation package even included broker help with selling their home!)
Employee Assistance Programs: You may not know that EAPs typically provide more than mental health services. Offerings may also include legal advice, assistance with financial issues, referrals to childcare and other family supports, and more.
Other Health-Related Perks
free or discounted therapy sessions
Health Advocate services
executive physicals (such as those mentioned in this PartnerMD article)
“earned perks” such as $25 if you walk 10,000 steps or work out for 30 minutes for X days in a particular month
pet health insurance
Note also that employers can often choose what the company plan will and will not cover, or create different tiers of employees. For example, one of my employers did not cover birth control pills (until the women rioted, ha) — and there’s been a lot in the news lately about whether insurance plans cover weight loss drugs)
Parental and Family Planning Job Perks
maternity and paternity leave: Note that the FMLA only applies if your company employs 50+ people.
STEAM education–science, technology, engineering, arts, and mathematics–prepares students for success beyond high school by helping them develop much-needed durable skills such as critical thinking and problem-solving.
An integrated STEAM education also puts students on the path to success with higher test scores, stronger attendance records, better disciplinary records, and increased engagement and graduation rates.
STEAM education is trending at an opportune time: The COVID-19 pandemic caused learning loss across the board, and a STEAM-centered curriculum that engages students while weaving important 21st-century education principles into real-world lessons is critical for success.
Let’s take a closer look at STEAM education:
What is an example of STEAM education?
Makerspaces are a great example of STEAM learning, letting students combine creativity and art elements into more traditional STEM topics. School makerspaces have emerged as centers of creativity, problem solving, collaboration, and more. These skills–often referred to as soft skills, but also known as durable skills for their importance in the workplace–are a focus of 21st-century classrooms. These days, school libraries often include makerspaces and librarians are becoming well-versed in the coding, robotics, engineering, and tinkering skills necessary to help students bring their ideas to fruition. Let’s look at some STEAM education facts: Here are 5 resources (digital and non-digital) for school makerspaces that might be worth a look.
What does STEAM do for education?
As STEM has risen in prominence over the past decade, arts education has yet to achieve the same recognition and integration. In order to provide a rich, robust, and inclusive curriculum for youth, STEM needs to evolve to STEAM. And in many ways, that transition is already taking place as technology and engineering drive the next wave of art and creative expression. You can’t have one without the other. As our digital world encompasses new storytelling mediums across design, audio engineering, music production, digital art, and more, new unique skill sets are required to prepare young people for careers of the future. STEAM education principles need to become embedded into media production, music production, and graphic design to enable the next wave of innovation and creativity needed for these major technological shifts. STEAM education lesson plans can incorporate so many learning principles. Here’s why creativity is essential in today’s curriculum.
What is STEAM and STEM activity?
Much STEM and STEAM activity happens in labs. A STEM or STEAM lab is an environment where students, irrespective of grade, can come together and actively participate in hands-on STEM and STEAM learning. These educational spaces encourage active learning and problem solving. In these STEM laboratories, students can develop their science, engineering, and mathematics skills by using technology to create, collaborate, and complete projects–learning and applying knowledge to find new solutions. Imagine a technology-enhanced learning environment where everything is student-centered and supports theme and project-based learning–that’s a STEM lab! And these are just a few STEM and STEAM education examples. Here are 4 ideas to consider when creating a STEM or STEAM lab.
What is the value of STEAM education?
Science, technology, engineering, and math are broad but dynamic subjects that contain innumerable and specific learning concepts. Arts and sciences have traditionally been perceived as different subjects with few commonalities, and STEM programs often omit the arts from the conversation. But with a STEAM-centered curriculum, students are trained to introduce design, agile thinking, and creative solutions to solve social and scientific problems and bring new inventions to fruition. What’s more, a multi-subject approach to a STEAM education promotes deeper conceptual learning and career self-determination, and prepares youth for interdisciplinary STEAM careers in a rapidly changing workplace. So, what’s the impact of STEAM education? A STEAM learning approach encourages collaboration to understand and distill new concepts. By integrating the arts, a STEAM-centered curriculum uses tools such as quantitative visualization or fine arts imagery to deepen one’s understanding of science, math, and technology. Here’s why students will benefit from STEAM learning.
What are 3 benefits of STEM?
A new study at the University of Missouri–in partnership with Harvard-Smithsonian researchers–shows that when colleges host ‘STEM Career Days,’ the students who attend are far more likely to pursue a career in a STEM-related field. The findings not only highlight the benefits of college recruiters introducing high school students to STEM-related opportunities, but they can also help increase and diversify the STEM workforce in the United States. The benefits of STEAM education and STEM learning help students develop much-needed skills such as problem-solving, critical thinking, and collaboration. Students learn how to navigate challenging situations regardless of what career field they pursue. STEM learning benefits are invaluable.
Laura Ascione is the Editorial Director at eSchool Media. She is a graduate of the University of Maryland’s prestigious Philip Merrill College of Journalism.
