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.
NEWARK, New Jersey — Thousands of U.S. ride-hailing workers plan to park their cars and picket at major U.S. airports Wednesday in what organizers say is their largest strike yet in a drive for better pay and benefits.
That included a group of drivers protesting at Newark Airport where they were demanding more protections amid a rise in violence against rideshare drivers.
Uber and Lyft drivers also planned daylong strikes in Chicago; Philadelphia; Pittsburgh; Miami; Orlando and Tampa, Florida; Hartford, Connecticut; Austin, Texas; and Providence, Rhode Island. Drivers also plan to hold midday demonstrations at airports in those cities, according to Justice for App Workers, the group organizing the effort
Rachel Gumpert, a spokesperson for Justice for App Workers, said ride-hailing drivers in other cities may also demonstrate or strike for at least part of the day.
Uber said Tuesday it doesn’t expect the strike to have much impact on its operations on Valentine’s Day.
“These types of events have rarely had any impact on trips, prices or driver availability,” Uber said in a statement. “That’s because the vast majority of drivers are satisfied.”
Gumpert described ride-hailing as a “mobile sweatshop,” with some workers routinely putting in 60 to 80 hours per week. Justice for App Workers, which says it represents 130,000 ride-hailing and delivery workers, is seeking higher wages, access to health care and an appeals process so companies can’t deactivate them without warning.
Gumpert said last year’s strikes at U.S. automakers – which led to more lucrative contracts for their unionized workers – helped embolden ride-hailing workers.
“It’s incredibly inspiring. When one worker rises up, it brings courage to another workers,” Gumpert said.
But ride-hailing companies say they already pay a fair wage.
Earlier this month, Lyft said it began guaranteeing that drivers will make at least 70% of their fares each week, and it lays out its fees more clearly for drivers in a new earnings statement. Lyft also unveiled a new in-app button that lets drivers appeal deactivation decisions.
“We are constantly working to improve the driver experience,” Lyft said in a statement. Lyft said its U.S. drivers make an average of $30.68 per hour, or $23.46 per hour after expenses.
Uber said its U.S. drivers make an average of $33 per hour. The company also said it allows drivers to dispute deactivations.
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COSTA MESA, Calif. —BenQ, an internationally renowned provider of visual display and collaboration solutions, today announced its new “Teach Your Way” Projector Program. Committed to partnering with schools to enable greater positive outcomes for all students by transforming classrooms, BenQ’s program offers planning, pricing, and customer support benefits for BenQ’s latest lineup of maintenance-free LED and laser projectors and InstaShow Wireless Presentation System (WPS).
“Schools have had to purchase outdated, low-resolution projectors in order to save money, but these fail to meet the standards for the future of learning and provide all students with access to state-of-the-art technology,” said Bob Wudeck, senior director of business development at BenQ Education. “The BenQ Education ‘Teach Your Way’ Projector Program offers an easy and affordable pathway to projector upgrades. Plus, our latest solutions offer exclusive features and benefits that align with modern teaching pedagogies and IT standards while adding immense value and reducing TCO.”
The BenQ Education “Teach Your Way” Projector Program is available exclusively to educational institutions. It offers schools special discounted pricing on BenQ projectors — aligning with the company’s pledge to provide top-tier service and product accessibility to today’s evolving education community. As a result, education partners can create richer classroom settings enabled by the sector’s most advanced AV projection solutions.
BenQ Education’s portfolio of classroom solutions is designed to provide not only intuitive use but also greater collaboration and engagement opportunities. BenQ’s lineup of projectors include solutions with 100% solid state and maintenance-free technology, high resolution and brightness, and lower power usage and greater energy quality with unmatched affordability for a substantially lower TCO. This includes the new BenQ LH650 4,000-lumen 1080p laser projector perfectly suited for today’s classrooms. This maintenance-free projector sets a new course in the classroom projector category, delivering twice the pixel density (PPI2) of an average WXGA classroom projector and over 2 million total pixels on a 100” screen. With 90% Rec. 709 coverage for color accuracy, HDR10 for video, lower power consumption, centralized software management, a three-year unrestricted warranty, and special education-only pricing of just $977, the LH650 is designed with sustainability in mind, featuring recycled plastic, a small form factor, and less e-waste.
The new InstaShow VS20 wireless hybrid classroom presentation solution is also available under the “Teach Your Way” Projector Program. The latest in the WPS Series, the InstaShow VS20 facilitates seamless collaboration with up to four devices displayed simultaneously. It integrates wireless presentation, conferencing, and advanced microphone technology into an intuitive, all-in-one button system. Perfect for hybrid classrooms, it connects within six seconds to various devices, supporting USB-C or HDMI connections, and ensures crisp, secure content delivery with 4K UHD presentation. The system enhances audio with an omnidirectional wireless microphone and prioritizes data and network security with robust cybersecurity measures.
About BenQ Education BenQ Education is helping teachers shape the future of learning with interactive display solutions that maximize engagement in and out of the classroom while improving student performance. For over 10 years, BenQ has been the No. 1-selling TI DLP projector brand worldwide, according to Futuresource, and is one of the leading interactive display vendors in North America. The award-winning BenQ Board is the first and only interactive display to feature TÜV- and SIAA-certified germ-resistant screens, interfaces, and pens as part of its purpose-built ClassroomCare technologies designed for healthier classrooms. The BenQ Board RP03 Series has been recognized as the first smart board to achieve Eyesafe® Certification, the advanced blue light mitigation technology developed in concert with optometrists and ophthalmologists. Industry-recognized, BenQ’s Tap ‘N Teach technology for fast sign-on, EZWrite license-free annotation and whiteboard software, InstaShare wireless screen presentation system, and IT-friendly monitoring and management tools create exciting and intuitive active learning experiences. EZWrite 6 is also AWS Qualified, having passed Amazon Web Services (AWS) Foundational Technical Review (FTR), providing schools with assurance in security, reliability, and operational excellence. Educators can focus on giving lessons that leave an impact and give the leaders of tomorrow the tools they need to reach their maximum potential. The company’s products are available across North America through leading value-added distributors, resellers, and retailers. More information is available at www.BenQBoard.com.
All trademarks and registered trademarks mentioned herein are the property of their respective owners.
eSchool Media staff cover education technology in all its aspects–from legislation and litigation, to best practices, to lessons learned and new products. First published in March of 1998 as a monthly print and digital newspaper, eSchool Media provides the news and information necessary to help K-20 decision-makers successfully use technology and innovation to transform schools and colleges and achieve their educational goals.
Chicago — Several schools in the Saint Louis Public Schools (SLPS) district have signed on to bring the immersive power of virtual reality technology to students this school year with ClassVR, from Avantis Education. So far, 17 of the schools in the district have leveraged federal ESSER funding to purchase the award-winning AR/VR headsets, which include thousands of pieces of VR and AR content to support all subject areas. Implementation is planned for later this school year.
Douglas Combs from Haddock Education Technologies coordinated the purchases following an ESSER showcase for SLPS principals and teachers. “When schools come to us asking about the benefits of AR and VR technology in the classroom, we know ClassVR will provide them with what they want,” said Combs. “At SLPS, school leaders were seeking something cool and exciting to engage students in the content they were learning in class. ClassVR is the perfect fit.”
ClassVR is an all-in-one VR/AR headset designed specifically for K-12 schools. Used by more than 1 million students in 100,000 classrooms around the world, it includes all hardware, software, training, support and implementation services needed for teachers to deploy AR/VR in their classrooms. ClassVR gives teachers access to thousands of VR and AR resources and content to enhance lessons and engage students more deeply in what they are learning. Students can virtually experience walking with polar bears, swimming with sharks, or traveling back in time to see what it was like in a World War I trench. New for the 2023-24 school year, Avantis aligned 400+ lessons in ClassVR to U.S. State Standards in science, social studies and English language arts, providing added value and convenience for teachers.
ClassVR qualifies for ESSER funds because it helps teachers support student academic achievement and address learning loss.
“School and district leaders are increasingly looking to new and emerging technologies to help them support student learning and AR/VR is a big part of these conversations,” said Avantis Education’s Chief Executive Officer, Huw Williams. “ESSER funding is making these technologies even more accessible for schools and we are looking forward to being able to bring the power of virtual reality into even more classrooms, both in St. Louis and across the country.”
Avantis Education, the creators of ClassVR, provides simple classroom technology used by more than a million students in over 90 countries.
The world’s first virtual reality technology designed just for education provides everything a school needs to seamlessly implement VR technology in any classroom, all at an affordable price. To learn more visit www.avantiseducation.com and www.classvr.com.
eSchool Media staff cover education technology in all its aspects–from legislation and litigation, to best practices, to lessons learned and new products. First published in March of 1998 as a monthly print and digital newspaper, eSchool Media provides the news and information necessary to help K-20 decision-makers successfully use technology and innovation to transform schools and colleges and achieve their educational goals.
When COVID-19 struck, companies had little choice but to adapt swiftly. Office spaces were replaced by living rooms and in-person meetings transitioned to virtual calls — a temporary solution, or so it was thought.
But months have turned into years, and now it’s clear this is not just a fleeting phase but a profound transformation in work dynamics.
Teachers agree that learning through play is a more effective way for students to learn compared to more traditional approaches
Students say their favorite times in the classroom are when they get to do hands-on activities and believe that play helps them learn
See related article: How to integrate a computer science curriculum into K-5 classrooms
For more news on teaching trends and curriculum, visit eSN’s Innovative Teaching page
A new survey of K-8 teachers and students from LEGO Education found that nearly all (98 percent) of students say purposeful play helps them learn and the majority (96 percent) of teachers believe it’s more effective than traditional methods like lectures or textbooks. On top of that, almost 80 percent of students want more playful learning experiences in the classroom.
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Teacher burnout is a real and growing challenge for US K–12 schools. Last year, school district leaders reported a 4 percent increase in teacher turnover according to a nationally representative survey from RAND.
Anthony Salcito, Chief Institution Business Officer at Nerdy, touches upon the impact of the pandemic on education, the role of teachers, the evolution and challenges of tutoring in the education landscape, and, of course, the potential of AI in education.
Tom Lamont is the painting and design technology instructor at Blackstone Valley Regional Vocational Technical High School (BVT), in Upton, Massachusetts. Mr. Lamont offers his vocational high school students a unique hands-on opportunity to learn about the design industry and to prepare for jobs in the workforce.
While some of the recent efforts focused on recruiting more teachers of color have paid off, keeping those teachers in our schools and classrooms is an urgent challenge.
You’ve heard all the news about kids using ChatGPT to cheat, but there’s another side to this story. Just as the internet revolutionized education, AI will be the next game-changer.
Education is changing because the world is changing. During the pandemic, teachers and students rapidly adopted new tools to pivot to remote and hybrid learning.
Now in his 10th year of teaching, John Arthur’s students have gained national recognition as champions for children and immigrants like them through music videos and other digital content they create and share across platforms.
I believe that the low supply of STEM professionals can be attributed to significant barriers to entry originating in educational settings–this is to no fault of teachers and administrators, but how the educational system is structured.
The benefits of STEM (science, technology, engineering and math) education are numerous, and one would be hard-pressed to find a school district that doesn’t have a project, initiative, class, or lesson with the acronym in its title.
Prior to the pandemic, reading achievement had been showing little to no growth. Scores have continued to decline, in part because of pandemic-related learning interruptions.
Difficult to become a Twitch Partner, for everyone…even the big boss!
The world of streaming on Twitch is more competitive than ever and even the CEO of the platform, Daniel Clancy, experienced it first hand. The CEO of Twitch, who streams on the platform in his spare time, revealed on Twitter/X that he had submitted a secret application to the Twitch Partner Program, but it was rejected. To be admitted to the Twitch Partner Program, streamers must meet several strict criteria, including an average of around 75 viewers per broadcast, excluding views from hosting, raids, first page or integrations. Clancy’s candidacy was rightly rejected because the attendance of his streams was too fluctuating.
A Partner Program too difficult to reach?
This rejection recalls the challenges many streamers face when aspiring to become Partners on Twitch. Streamers who are not CEO of a multinational, and often have more need of the income that could result from it. Even though we can regularly hear criticism on this subject, the Partner Program is still quite strict. And for good reason, it offers Streamer-exclusive benefits, such as monetization opportunities, channel customization, expanded VOD storage, and priority support. The requirement for a constant and high attendance makes accessing the Partner Program difficult, even for established streamers. This is, among other things, what pushes a very large number of them to stream every day of the year or almost.
It’s not humans who decide?
It’s neat that you tested out the process for yourself! Feels very “Undercover Boss”
The rejection of the CEO’s candidacy sparked amused reactions from many Internet users, because it is funny to say the least. We also saw some encouraging reactions to push Dan Clancy to persevere, because one day, he will have his partnership! Above all, for some, it may have proven one thing. One thing Twitch – like most social platforms – wouldn’t easily admit: that many things, and in particular the Partner Program, are not managed by humans, but robots. Indeed, a robot does not differentiate between Dan Clancy or another streamer, but judges them all the same way. A human on the other hand… One wonders if a Twitch employee had had to evaluate Dan Clancy’s Partner Program application, would he have validated it? even if it did not completely meet the required criteria?
Find our guide to choosing the best streaming hardware if you want to get started on Twitch or another platform.
There are several reasons why you’d want to use a VPN on your iPhone. Let’s first briefly talk about what a VPN is.
What is a VPN?
A VPN, or virtual private network, is a service that creates a secure connection over the internet between your iPhone and a remote server. This connection hides your IP address and encrypts your data, making it harder for others to track your online activities.
Protect Your Privacy and Security
If you don’t want your ISP, the government, hackers, or your employer to see what you’re doing on the internet, a VPN can help. It adds an extra layer of security, especially when connected to a public Wi-Fi network, protecting your data from potential threats.
Access Geo-Restricted Content
A VPN can also be used to access geo-restricted content. For instance, if you’re traveling in another country but want to access the US version of Netflix, a VPN can make it seem like you’re still at home, allowing you to access content that is typically unavailable in other countries.
So, if you’re concerned about privacy and security or want to access geo-restricted content, a VPN is just what you need on your iPhone. Now let’s discuss which VPN to choose and how to set it up.
When choosing a VPN, consider what you need from the service and how much you’re willing to pay. While there are free VPN options available, it’s recommended to go for paid options for better encryption, faster speeds, and more features.
Here are three paid VPNs that are considered some of the best:
ExpressVPN
This VPN offers high-quality service and a user-friendly app. It has a wide range of server locations and excellent security features. ExpressVPN is priced at $99.95 per year.
NordVPN
NordVPN’s iOS app is simple to use and offers cheaper introductory pricing of $60 for the first year. It provides various speciality servers, like Onion over VPN, which lets you use the Onion network.
Surfshark
Surfshark’s iOS app is the most affordable option, priced at $60 per year ($48 introductory price for the first year). It comes with features like dynamic multihop connections, an IP rotator, and an ad and tracker blocker.
To explore more VPN options, you can check out our full list of the best iPhone VPNs in 2023. However, it’s important to note that free VPNs may offer weaker encryption, slower speeds, and potential security risks due to data collection and advertisements.
Using a VPN on your iPhone is simple. Here’s a step-by-step guide:
Go to the App Store and search for the VPN app you want to use. Download and install it on your iPhone.
Open the VPN application, create an account, and sign up for a plan. Look for any available free trials or special offers.
Choose a location and connect to the VPN server. You may be asked to install a new VPN profile on your iPhone, which can be done by tapping “Allow” and entering your passcode.
Once connected, explore the various settings in your VPN app. Many VPNs allow for multiple simultaneous connections, so you can protect your other devices as well.
If you want quick access to your VPN, go to Settings > VPN. From there, you can easily disconnect and connect to the last VPN server you were connected to.
By following these steps, you can enjoy the benefits of using a VPN on your iPhone and ensure your privacy and security while browsing the internet.
STEM education has myriad academic and career benefits for students
STEM-focused schools can engage their surrounding communities and stakeholders to craft strong learning programs
See related article: 5 science and technology videos to get students talking
For more news on STEM learning, visit eSN’s STEM & STEAM page
The benefits of STEM (science, technology, engineering and math) education are numerous, and one would be hard-pressed to find a school district that doesn’t have a project, initiative, class, or lesson with the acronym in its title. According to the U.S. Department of Labor, in 2021, there were nearly 10 million workers in STEM occupations–a total projected to grow by almost 11 percent by 2031. This figure represents a growth rate twice as fast as non-STEM occupations.
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Prior to the pandemic, reading achievement had been showing little to no growth. Scores have continued to decline, in part because of pandemic-related learning interruptions.
Indiana is in the midst of an enormous undertaking to improve literacy rates. The approach: Align state standards, curriculum, and teacher training programs with practices rooted in the science of reading.
When it comes to digital equity, U.S. schools are well-positioned to help families get online with low-cost, high-speed internet options through the federal government’s Affordable Connectivity Program
Mentorship is an essential aspect of professional growth and development for early childhood educators, but for many training programs, mentorship components are either not well supported or are missing altogether.
Educators face myriad dilemmas in the wake of ChatGPT’s explosion, with some of the most popular including teaching with ChatGPT and how to address student use of AI chatbots in assignments.
Belonging is a fundamental human need. We are all searching for a sense of connection with the people and places in our lives. Students and school staff are no different.
School models are, for the most part, outdated–and very overdue for replacement. When students reach high school, research shows that close to 66 percent of students are disengaged.
Our students’ belief that everything they need to know is online can, without the right skillset, leave them prey to misinformation. So how do we teach our students to steer through the online ocean of data to be both effective researchers and responsible digital citizens?
In early September, CISA announced a voluntary pledge for K-12 education technology software manufacturers to commit to designing products with a greater focus on security.
Every teacher hopes to ignite, empower, and engage the students who walk through their classroom door. Ample research has shown that student engagement is crucial to overall learning and long-term success.
Opinions expressed by Entrepreneur contributors are their own.
Employer matching contributions to retirement plans are often seen as costly commitments by business owners. As it stands, 48% of private sector workers in the United States don’t have access to a 401(k) or pension plan, according to an AARP study. Yet, for employers, they are worth investing in.
Companies are beginning to understand the positive effects that matching can have on employee loyalty. Offering a 401(k) matching program provides both employers and employees with countless benefits. For example, a 401(k) match might seem expensive, but it’s one of the most cost-effective benefits you can offer your employees. A match is tax-deductible for you, reducing your after-tax burden.
It’s important to take time to make an informed decision and set your company on the right path to providing a secure retirement plan for your team. Consider these three things when deciding whether or not to offer 401(k) matching to your employees:
1. Consider how it will affect your recruitment and retention efforts
Offering a matching contribution can be a great way to recruit and retain star employees. To an in-demand candidate, a matching contribution can make an employer stand out. A matching program can also jump-start an employee’s retirement savings. Savings of 10-15% are generally recommended for retirement, but when you kick in a contribution, this requirement lessens, making it much easier for employees to reach their retirement goals.
Employers tend to offer a match-up to a certain percentage of an employee’s salary. Suppose someone earns $50,000 per year; a 3% match would be $1,500. Consider if your business can afford a match, but also remember that the cost is sometimes worth the loyalty.
Because loyalty is a factor, many large, well-known companies participate in 401(k) matching programs and match certain percentages up to IRS contribution limits. For instance, Amazon and Apple match 50% of employee contributions for up to 4- 6%, respectively. Apple will match 50 or 100% of employee contributions for up to 6%, depending on how long an employee has been with the company. Netflix matches 100% of employee contributions for up to 4%.
2. Consider your cash flow and predictable business growth and expenses
When it comes to your matching contribution, you have two primary options: You can pay for it on a per-payroll basis, or you can wait until the end of the year and fund it all at once. Depending on the financial flow of your business, either method might make sense. Generally, per payroll is preferable since you will need to account for the matching amount in your cash flow planning if you wait until the end of the year. Therefore, putting the money into accounts as you go is often easier.
For per-payroll matches, if your company decides to match 50% for up to 6% of savings, an employee who contributes 6% in a paycheck would receive their 3% matching during the same payroll period. Employees often favor this as it gets their match dollars into their retirement accounts almost immediately. If an employee stops contributing at any point during the year, their employer would have nothing to match, resulting in no retirement deposit.
For end-of-year matching, the plan reviews how much each employee contributed in total after the year is over. Using the match formula, the company calculates how much match the employee is due and makes the contribution all at once. These contributions usually happen in late winter or early spring of the following year, so it can be a long wait for employees. If they contribute in 2023, they may not get their match until well into 2024.
The annual match does benefit some employees if they have swings in income. Someone who saves 10% for the first half of the year and then drops to 2% in the second half could get a full match. That may not work out as well on the per-payroll process.
3. Consider whether now is the right time to start matching at all
If your business is struggling, you may not be able to fund a 401(k) matching program. Turning on and off a match program is extremely hard to explain to employees —even if you warned them in advance. Ultimately, the value of an employee benefit is not defined by a business or its owners. It is determined by the employees themselves. Their experience trumps any owners’ or leaders’ beliefs, so make sure you consider how your employees feel before implementing anything.
Alternatively, you could offer profit-sharing contributions when the company is doing well.Profit sharing is a component of your 401(k) plan where companies can make a discretionary deposit to employees. Companies may choose to go this route if they are in a volatile industry that has extreme highs and lows in cash flow. This can be a great way to ease concerns about 401(k) matching if you are unable to implement that benefit.
When choosing the type of matching contribution that works best for your business, consider your budget and cash flow as well as the expectations of your employees. A 401(k) matching program can boost employee morale and encourage your team to save for retirement. It can also help you recruit and retain top talent. Take time to review all of the options available, and choose the type of matching that will work best for your organization.
Opinions expressed by Entrepreneur contributors are their own.
What drives companies to offer equity compensation? We’ve heard the speech … it fosters employee motivation and performance, it helps with employee retention, it’s an alignment of interests, it increases employee loyalty, etc. While all these are true, one big reason that gets less coverage is taxes. Equity compensation has a direct effect on employees’ financial planning, which is why it’s important that employees understand not only the tax implications but also how to exercise their stock and how to evaluate their options before accepting.
We are coming to a point in time when startup employees who received equity-based compensations as part of their payment package should be paying attention. For many, the option to sell some of their shares through the secondary market has become available; their vested shares are now monetarily beneficial. Plus, there’s a growing number of buyback programs instituted by companies at the moment. As equity compensation becomes more normalized, it’s important we all understand its benefits, potential downsides and implications.
Questions employees should be asking when accepting stock or stock options include: What type of equity am I receiving, and what are the tax implications? How do I know if I’m getting a fair price? What is the best way to split salary, equity and bonus? Our ultimate guide will hopefully clear things up.
We must understand the different types of equity that can be granted and their tax implications (bear in mind that there might be differences depending on the jurisdiction, and it’s always recommended to speak with a tax professional or financial advisor).
Qualified Incentive Stock Options (ISOs): ISOs are the most attractive for tax purposes for employees. Employees do not recognize taxable income when they exercise ISOs, but they may be subject to alternative minimum tax (AMT) in certain cases.
Non-Qualified Stock Options (NQSOs): NQSOs do not offer the same tax advantages as ISOs. When employees exercise NQSOs, they typically recognize ordinary income based on the difference between the fair market value of the stock and the exercise price.
Restricted Stock Units (RSUs): RSUs are a form of equity compensation where employees receive units that represent the right to receive company stock in the future. RSUs generally have a vesting period, and once they vest, employees receive the underlying company shares. At the time of vesting, the fair market value of the stock received is typically considered taxable income.
The following are not as common but are always good to know about:
Restricted stock awards: Restricted stock awards involve granting employees actual shares of company stock, subject to certain restrictions. These restrictions often include a vesting period or performance milestones that must be met.
Employee Stock Purchase Plans (ESPPs): ESPPs allow employees to purchase company stock at a discounted price.
Phantom stock: Phantom stock is a type of equity compensation where employees are granted units or cash bonuses that are tied to the company’s stock value.
Employee Stock Ownership Plans (ESOPs):ESOPs are company-sponsored retirement plans that invest primarily in company stock.
ISOs and NQSOs are the most common types of equity plans, but each one has different exercise price limitations.
The exercise price, or the strike price, refers to the pre-established price at which an equity contract may be executed. This is set when the option price is created so it will have an effect throughout the life of the option. It’s important because it will determine the gains you make in the future.
The exercise price of ISOs must be equal to or higher than the fair market value (FMV) of the stock on the grant date.
The exercise price of NQSOs can be set at any value determined by the company, but it must be at least equal to the FMV of the stock on the grant date.
The real question is … how do I know I’m getting a fair price? There’s an infinite number of variables and combinations we could consider, but valuations are part art and part science. Some experts believe the three most important factors to consider are: current market conditions, the specific terms of your equity and the overall valuation of the company. Employees should know these things so that they’re equipped with the necessary information to negotiate.
Stay informed about the market conditions and trends affecting the industry in which your company operates; economic climate, industry performance, investor sentiment, competitors, etc.
Look for information on recent transactions involving similar companies or companies in your industry. Pricing benchmarks are usually very helpful.
Evaluate the financial health and performance of your company; revenue growth, profitability, client growth and other key metrics that impact the value of your equity.
Different types of equity compensation have different characteristics and potential values.
Evaluate the growth prospects and potential future success of your company.
Overall, is it good to receive equity compensation?
Employees usually get very excited when offered equity compensation, but very few realize that this is not what’s best for everyone. How do you know how to find the best combination of salary, equity and bonuses? It all depends on your personal financial goals and financial plans. It has mostly to do with liquidity and timing. For example, your salary is more liquid than equity compensation. However, in the long term, equity can have a higher value than what you would have received salary-wise. Life circumstances usually dictate how much salary one is willing to sacrifice for more equity and vice versa. There’s not a single right size for all, but it’s good to know where you stand before you negotiate your compensation package.
Remember that compensation structures can vary significantly across industries, companies and roles. Assess your individual circumstances, tailor your compensation package to support your financial goals, and try to align your equity package with both your short-term and long-term objectives. After all, holding equity in a company can be an insignificant piece of paper or a goldmine for the future.
Opinions expressed by Entrepreneur contributors are their own.
As a business owner or senior manager, I’m sure you’re well aware of the unlimited paid time off (PTO) debate. Is this for real? Is this a joke? Like many of my clients, you probably shrugged it off as a fad or something that isn’t practical. But many companies are finding out it can be very practical, and a powerful benefit to offer.
That’s what a recent study conducted by HR platform Namely found. According to the study, 34.5% of the more than 1,000 companies surveyed offer an unlimited PTO plan, a number that has significantly risen over the past few years.
Yes, your business can have an unlimited paid time Off (PTO) plan. And sure, there are a lot of pros and cons, a few of which I describe below. But an unlimited PTO plan is not as hard to implement as you may think. And for me, the benefits significantly outweigh the costs.
So if you’re thinking about it, here are a few things that I’ve learned from some of my clients who are doing this the right way.
The first thing to know is that your unlimited PTO plan doesn’t have to be your only PTO plan. Most of my clients with unlimited PTO plans have multiple plans. For example, there’s a PTO plan for hourly employees which may be the standard 2-3 weeks of vacation plus sick days and then another plan for salaried or senior managers that allows more time off and may include sick days.
Your PTO plan is your decision. There’s no law (yet) about the type of plan you offer (although some states — like Illinois, Maine and Nevada — are requiring employers to provide vacation time). The unlimited PTO plan that you offer to your employees can be the ultimate nirvana, the mecca, the peak and the top of the heap of all vacation benefits. It can be the goal that everyone wants to reach, but to do so, they must perform. This brings me to my next point.
And that is that people should only be eligible for your unlimited PTO plan after fulfilling certain requirements. For my clients with these plans, they only consider employees who have been working for them for at least two years and sometimes as many as five. It’s a perk for loyalty and good work. Other eligibility requirements may include the employee’s position in the company, compensation levels or meeting certain performance milestones. So many of us are struggling not only to attract new talent but retain our best people, and an unlimited PTO plan can be the carrot on the stick for doing this, which brings me to my next point.
And that is that unlimited PTO plans are a great sell. Most workers love the sound of “unlimited” when it comes to their vacation. The workplace has changed, and now, besides offering healthcare and retirement plans, good companies are also revisiting the concept of flexibility by offering more remote working and time off opportunities. So if you’re able to make such a plan viable in your company, you’ve got a great sales pitch to attract talent — particularly younger talent who value this benefit more — in these times of tight labor.
Just be aware of the drawbacks. For example, studies like the one Namely conducted have shown that employees that work at companies with unlimited PTO plans have generally taken less time off than they were taking under previous use-it-or-lose-it plans. This is a potential mental health issue, which has caused some companies to require that employees take at least two weeks off.
“Clearly, unlimited PTO has gained credibility as an employee benefit, but to what end?” says Amy Roy, Namely’s Chief People Officer. “Regardless of their company’s plan, workers seem to be taking less time off. Employers concerned about the wellbeing and retention of their workers encourage the use of paid time off, as it gives employees the chance to reset and refresh.”
Like Roy, you still may have concerns about your employees’ mental health. And you may have other concerns too.
You may be saying how in the heck can your company avoid having employees disappear for weeks or months on end while taking advantage of their unlimited PTO plan? Well, I’ve learned from a few successful clients to include an important caveat.
It’s this: yes, an employee can take “unlimited” time off, but any time off must be approved in advance by a supervisor. That type of policy then ensures that someone isn’t going to say, “Hey, I’m surfing in Australia for the next few months, see ya!” As long as a supervisor is happy with the amount of time someone is taking off, then good for everyone all around. It’s a strong control to avoid people really taking excessive advantage of your program.
The takeaway is that today’s workers love to talk about “4-day work weeks” and “bare minimum Mondays” and, as frustrating as this may sound to business owners who are doing just the opposite, smart companies have to respond with benefits that help employees achieve greater flexibility and work-life balance. An unlimited PTO plan can be just that if implemented the right way.
Opinions expressed by Entrepreneur contributors are their own.
Your employee is asking for a raise. And you can’t blame them. Inflation is running between 7-8%, and people need to, at the very least, keep up with the cost of living. This is now the norm in 2023. It’s happening everywhere. Payroll company ADP recently reported that employees received 7.3% more pay over the past months — with employees changing jobs seeing more than double that amount. And many experts say that trend will continue through this year.
But giving raises is certainly easier said than done. Big companies may be able to absorb the additional costs. But if you’re running a small or even mid-sized business doing so isn’t so simple. The good news is that there are options. So before handing out that raise and shouldering that extra expense, here are seven things you can do that may lessen the impact.
Consider a profit a sharing plan for your employees or a bonus tied to achieving agreed-upon goals. When someone asks for a compensation increase, this can be viewed as a mutual opportunity. You can be the one to happily agree to pay that increase — perhaps even more than what’s being requested — as long as you receive something in return. People don’t have to be in sales to earn a commission. You can set specific job-related goals that either increase revenues and productivity or decrease expenses so that a specific return on investment can be achieved, with added profits shared.
2. Offer more PTO and flexibility
Instead of increasing pay, consider increasing paid time off. Or provide more flexible work hours. Or maybe this is the time to implement a four-day workweek program or expanded work-from-home benefits.
Compensation does not always have to be in cash. People value their time just as much. Flexibility is important, and one of the biggest benefits of working for a small business is the ability to have that flexibility without the bureaucratic oversight experienced by employees at larger companies. Yes, paying someone not to work is still an added cost to you. But if you both agree on job deliverables, you and your employee can together make sure the work gets done on a schedule that suits you both.
Many business owners forget that, in most cases, health insurance payments are both non-taxable to the employee while still being deductible for the employer. If you just give a salary increase, the employee gets taxed, and you have to pay employer payroll taxes. But if instead, you offer to pay more for health insurance, you both save money on taxes, and the employee gets more in their net paycheck. It’s a win-win. Of course, talk to your tax accountant to make sure there are no other factors that would impose on this benefit.
4. Pass through the cost to customers
If you increase your employee’s pay, you may consider passing that cost increase to your customers in the form of higher prices or fees. But be careful. You don’t have to pass on the full amount of a pay increase if you can find savings elsewhere. And if you spread the cost across your entire overhead so that it’s fully absorbed, you may find it easier to spread the price increase across many customers and products and therefore cushioning the impact.
5. Offer a long-term employment contract
When an employee asks for more compensation, you can also ask for something in return: a longer-term commitment. Although most employer/employee relationships are “at-will” which means that both can end things whenever they want, by entering into a longer-term contract you can not only set goals and include future benefits that can be earned, but also agree on a fixed compensation increase over the term of that contract that will enable you to better budget your future costs.
6. Do a 401(k) match
Instead of a salary increase, you can offer to increase your 401(k) retirement plan match for that employee. Not only does that employee receive that money on a pre-tax basis (which means that you can pay a lower amount to the employee). It also means more money in your employee’s 401(k) account, which they can put away for retirement. You also don’t fail any of the required “discrimination tests,” which limits your contributions as a higher-paid employee or owner. Also, thanks to the recently passed Secure 2.0 retirement legislation, some businesses will soon receive a tax credit of up to $1,000 per employee every year for five years when they contribute to a 401(k) plan. This means you can give your employee added compensation and the government will pay for it!
7. Finally, consider an ESOP
Thanks to an aging population, there has been a significant increase in interest in employee stock ownership plans or ESOPS. So rather than dolling out increased compensation to your existing workers, you can create an ESOP where you get paid for a portion of your equity that you sell to an entity owned by your employees, and then you receive significant future tax benefits on both your payback to the bank for financing the transaction and for the income allocated to that ESOP. A great resource to figure out whether an ESOP is right for your business is here.
You’re going to have to pay your employees more this year. That’s a given. But just because your employees request (and need) a raise doesn’t mean you have to bear the entire cost burden. There are options.
TOOTRiS Child Care On-Demand and the Memphis Area Transit Authority partner to provide Child Care benefits to new and current employees
Press Release –
Jan 5, 2023
SAN DIEGO, January 5, 2023 (Newswire.com)
– With 9 in 10 transit agencies across the country struggling to hire bus operators, the Memphis Area Transit Authority (MATA) is launching an innovative solution. MATA is partnering with TOOTRiS Child Care On-Demand to provide new Child Care benefits to employees – including $200/month in financial assistance.
Effective immediately, MATA working parents will have access to the TOOTRiS platform enabling them to quickly search, vet and enroll their children in real-time. With over 185,000 licensed Child Care providers on its nationwide network, TOOTRiS provides parents options including full-time, part-time care, drop-in care, after-school programs, summer camps, and care for non-standard hours – an important option for drivers with night and weekend shifts.
“We’re proud of the valued service our team provides to Memphis, with over 5 million passenger trips each year,” said Bacarra Mauldin, Deputy Chief Executive Officer of MATA. “By partnering with TOOTRiS, we are appealing to a new generation of workers who care about the community and want to work for an organization that cares about them.”
The number of bus drivers across the US is declining as many are nearing retirement. A recent American Public Transportation Association survey found the average transit operator is nearly 53 years old, more than 10 years older than workers in other industries. With the cost of Child Care for two children in Tennessee averaging $16,199, offering Child Care benefits is a way to help parents while providing a rewarding job.
“Innovative agencies like MATA realize that to attract the next generation of employees you need a culture that supports their families as well,” said Alessandra Lezama, TOOTRiS CEO and select member of the ReadyNation CEO Task Force on Early Childhood. “They are an excellent example of how employers can support working parents by providing turn-key Child Care benefits – specifically as it enables more women to return to the workforce.”
About MATA
The Memphis Area Transit Authority (MATA) is the public transportation provider for the Memphis area. As one of the largest transit operators in Tennessee, MATA transports customers in the City of Memphis and parts of Shelby County on fixed-route buses, paratransit vehicles and vintage rail trolleys. For more information, visit www.matatransit.com.
About TOOTRiS
TOOTRiS is reinventing the Child Care industry as the first and only technology that unites all the key stakeholders – parents, providers, employers, agencies – into a single platform enabling them to connect and transact in real-time. Through TOOTRiS, parents and providers also connect directly, allowing working parents to quickly find and secure quality Child Care while allowing providers to unlock their potential and fully monetize their program.
Contact Information:
Jeff McAdam – Creative Director – Press and Media Production jmcadam@tootris.com 720-988-0984
NEW YORK, August 10, 2022 (Newswire.com)
– Villyge, the most comprehensive employee support platform, announces its partnership with college admissions and application counseling platform, Collegewise.
Villyge works with employers to improve the employee experience. Their proprietary platform provides managers with automated “nudges” to help them lead with empathy during employees’ personal life events and employees with the support they need to juggle their goals – personally and professionally. Villyge Experts provide 1:1 personalized assistance for career growth, family building, caregiving, and more. Effective immediately, that support includes college counseling to assist employees, and their children, with the college admission process.
Villyge’s holistic approach to supporting employees, leaders and culture boosts productivity, increases retention and activates talent to deliver a measurable return on investment (ROI) for employers. What’s more, Villyge provides tangible proof that employers care.
“The college admission process has become increasingly difficult to navigate, with families spending thousands of dollars on college guidance counselors in the hopes of increasing their children’s chances of admission,” says Villyge Founder and CEO, Debi Yadegari. “Villyge can ease the financial burden and mental load of families entering this next chapter.”
College planning is notably one of the most stressful times for parents. A recent survey shows that 90% of employees report college planning benefits reduce stress and allows them to focus on their work. Employees estimate that every hour they work with a college advisor saves them 5 to 10 hours of their own time.
“The college application process continues to be a shifting landscape. Collegewise stays on top of the changing requirements and trends to ensure families have the support they need to navigate changes and lighten their load during an immensely stressful time,” says Anjali Bhatia, Collegewise’s CEO. “We are thrilled to partner with Villyge and contribute to their mission of improving the employee experience.”
The addition of Collegewise to Villyge’s platform will provide employees with an even greater level of support, and just in time, as the college process begins in August.
About Collegewise
The first nationwide admissions consulting firm in the U.S., Collegewise has worked with more than 26,000 students, 97% of which have received acceptance to one of their top three schools and have averaged more than $135,000 in scholarships and aid. Collegewise sessions are designed to be effective for working families, enabling counselors to address questions around summer planning, list building, essay brainstorming, and more.
About Villyge
Villyge is a total population solution, offering a holistic approach to keep companies and careers moving forward by supporting employees, leadership and culture. In addition to providing the guidance needed to bring empathy into the workplace, Villyge provides personalized resources to help employees navigate careers, family planning, leave, parenting, eldercare, and more. Villyge cuts attrition, boosts productivity and improves culture, saving the average client $2,000 per employee.
Science, Technology, Reading, Engineering, Art & Math Critical to Early Childhood Learning
Press Release –
updated: Jul 1, 2021
SAN DIEGO, July 1, 2021 (Newswire.com)
– The San Diego Children’s Discovery Museum has named TOOTRiS CEO Alessandra Lezama to its Board of Directors to help the nonprofit fulfill its mission to promote fluency in science, technology, reading, engineering, art, and math (STREAM) among young learners.
While STEM (Science, Technology, Engineering & Math) has been at the forefront of education to prepare the future workforce, the San Diego Children’s Discovery Museum is focusing more broadly on STREAM content to serve a broader need in the community.
“Since we serve the littlest of learners, reading must be part of every aspect of their learning; we incorporate art as a platform to teach science, technology, engineering, and math concepts,” said Krishna Kabra, the Museum’s Executive Director. ”It is essential that all young children see themselves as capable of learning and understanding these fundamental concepts. Our goal is to help them build a lifelong interest in these areas. We believe we can, and we will reduce inequities in early childhood STREAM education.”
Originally founded in 1999 in Escondido as a traveling education program in science and art, the Museum now provides hands-on educational exhibits and programs focusing on science, art, and world cultures for over 100,000 annual visitors, including children, families and school groups.
Since being named Executive Director in August 2020, Kabra – who has more than 20 years of experience in the corporate world – has reconfigured the Museum’s programs as virtual and distance-learning formats due to the pandemic. By offering free, online activities, the Museum reached over 900,000 people from around the world via social media; distributed 3,200 free, hands-on science and art activity kits to local library branches; and served 4,378 local students through virtual workshops.
The Museum also established partnerships with the Oceanside Unified School District, San Diego Public Library Branches, and the Humane Society through virtual and distance-learning program offerings. The Museum is in the process of reopening safely onsite, and, in the fall, will resurrect its Mobile Museum that visits communities throughout the San Diego region. The Museum plans to continue offering virtual programming to reach more children and families.
“I applaud Krishna’s leadership and her ability to pivot the Museum’s programs and offerings to ensure our children continue to have an innovative and fun learning platform and experience,” said Lezama, who founded TOOTRiS in 2019 as a first-of-its-kind SaaS platform for on-demand Child Care. “I am honored to join the San Diego Children’s Discovery Museum Board and support its mission to make sure every child has an opportunity to blossom and succeed.”
Lezama, a seasoned technology executive, joins a Board of Directors that includes local business leaders and entrepreneurs who serve as advocates and ambassadors for the Museum.
“We are incredibly fortunate to have Alessandra on the team,” Kabra said. ”She is the ultimate passionate leader and powerhouse, and brings a tremendous amount of vision, expertise, and ambition. The Museum is at a critical point of inflection, and as we embark upon our next phase of growth, we need exemplary leaders like Alessandra to join us at the helm. She is courageous and committed, willing to lean in, roll her sleeves up, and do what it takes to guide the Museum to the next level. We have big, bold, audacious goals as an organization.”
About TOOTRiS
TOOTRiS is reinventing Child Care, making it convenient, affordable and on-demand. As the world shifts to digitalized services, TOOTRiS helps parents and providers connect and transact in real-time, empowering working parents – especially women – to secure quality Child Care, while allowing providers to unlock their potential and fully monetize their program. TOOTRiS is creating a new digital economy that promotes entrepreneurial opportunities for individuals with passion and talent to become Child Care providers, improving their quality of life while increasing the much-needed supply of Child Care across the state. TOOTRiS’ unique technology enables employers to provide fully managed Child Care Benefits, giving their workforce the flexibility and family support paramount to regaining employee productivity and increasing their ROI.
