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  • Big drop for Long Island unemployment rate | Long Island Business News

    Big drop for Long Island unemployment rate | Long Island Business News

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    The Long Island unemployment rate fell significantly in September, after it had climbed for three straight months. 

    The not-seasonally-adjusted unemployment rate for Long Island in September was 2.7 percent, down from the 3.4 percent rate from August, according to preliminary numbers from the New York State Department of Labor. 

    The September not-seasonally-adjusted unemployment rate for Nassau County was 2.7 percent and the rate for Suffolk County was 2.8 percent, the DOL reports. 

    September’s unemployment rate for Long Island was a percentage point below the 3.7 percent unemployment rate recorded in September 2021. 

    The state’s seasonally adjusted unemployment rate dropped from 4.7 percent in August to 4.3 percent last month. 

    New York City had the highest unemployment rates in the state in September, led by the Bronx (7.2 percent); Brooklyn (5.2 percent); Staten Island (4.9 percent) and Queens (4.8 percent). 

    Columbia, Saratoga and Yates counties led the state with the lowest unemployment rate in September at 2.4 percent, followed by Genesee and Wyoming counties at 2.5 percent.  

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    David Winzelberg

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  • Don’t Lose the Talent: How to Help Employees With Long COVID

    Don’t Lose the Talent: How to Help Employees With Long COVID

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    Oct. 24, 2022 – As a leading disability insurance attorney in the U.S., Frank Darras has seen firsthand the impact long COVID has had on employees and the challenges they face navigating not only the disease itself, but also the workplace.

    Through referrals that come in from across the country, Darras says he has a real-time view of the pandemic and the enormous obstacles employees with long COVID face trying to explain and prove their condition.

    “It’s terrifying to be suffering from a disease and a problem that there’s no cure for yet,” says Darras, a founding partner of law firm DarrasLaw in Ontario, CA. “And having your job and your family’s financial future hanging in the balance … is horrific for the employee.”

    Already, experts are predicting that the economic fallout and ripple effect of long COVID could be in the trillions of dollars.

    “It’s a very significant fraction of the total workforce … in a tight labor market environment as we’re in, it’s a really important factor,” says Matt Craven, MD, a partner with consulting firm McKinsey & Co., and author of an upcoming report that estimates that acute and long COVID will cost the U.S. economy a billion productive days in 2022.

    Meanwhile, there is still much about long COVID that remains unclear. The CDC describes it as a “wide range of new, returning, or ongoing health problems” that happen at least 4 weeks after infection. In one recent large study involving 100,000 people in Scotland, one in 20 COVID patients said they had not recovered “at all” more than half a year after the start of their infection, while about 40% reported being “only partially recovered.”

    “Long COVID is a term that we use a lot, but it’s really not well-defined, because different people have been impacted by COVID in very different ways,” says Cheryl Bates-Harris, the senior disability advocacy specialist with the National Disability Rights Network.

    Engaging and Accommodating Employees

    Employees with long COVID generally fall into two categories: those with debilitating, long-term symptoms that prevent them from working altogether and those with milder to moderate symptoms that allow them to remain productive with the right workplace accommodations.

    Employees may not realize they can ask for accommodations, experts say, while inexperienced employers may not know how to help, or what to do with an employee who suddenly may only be able to function at 50% capacity. 

    “In a situation where many industries are labor-constrained right now, the importance of maintaining the long-term employer-employee relationship is greater than ever before,” says Craven, who leads McKinsey’s public health response to COVID-19. “What flexibility are they able to offer so that they’re not permanently losing a worker who could be a great asset for them over the longer term?”

    For employees with mild to moderate long COVID symptoms, employers should provide a safe and supportive environment to openly discuss how they can help, advocates say. It is also important to be educated about long COVID.

    Under the Americans with Disabilities Act, employers are expected to make “reasonable accommodations” for people with a disability, but advocates encourage employers to set a positive example by having these conversations and listening to their employee’s needs regardless of their status under the Disabilities Act.

    “You would hate to throw away years of work experience and years of training that’s gone into that person, simply because there’s a part of their job they can’t do or they’re now experiencing health impairments,” Bates-Harris says.

    If an employee cannot walk long distances because they become out of breath easily or tire quickly, employers can offer telework as an option where feasible, allowing an employee to work from home, experts suggest. They can make sure the employee is equipped at home with the devices and tools they need to do their job well. 

    If an employee’s job does not allow them to work from home, an employer can reduce their physical exertion, make sure they are given enough or extra rest breaks, or give them more time to use inhalers and nebulizers for shortness of breath, for example. They can also provide individual mobility devices, like electric scooters, so that an employee can move around without exhausting themselves, says Bates-Harris.

    Those who have brain fog may prefer a quieter workspace. There are also apps that can help, including ones that can help workers keep track of tasks and stay organized. Employers can also provide a shorter workday or set a more flexible work schedule, while maintaining employees’ full-time status.

    “I don’t care if my people come in at 4 in the morning and work till 10 a.m.,” Darras says. “Whatever kind of flexible schedule works for them, I want to make sure that I’m flexible in making my premises accessible.”

    A collaborative workplace environment and using shared tools and documents can help lessen interruptions if an employee is sick or absent. Zoom meetings that are recorded can also help employees catch up and stay connected. An employee may request different responsibilities and tasks more suited to their health condition.

    As an employer himself, Darras has tried to make these accommodations, saying it’s a chance for employers to figure out how to keep staff happy.

    A Legal Right to Go on Leave

    Ultimately, long COVID requires employers to be more flexible, experts say. If a worker is exhausted from an intense week, they may need to take time off to recover or attend medical appointments. Bates noted that one of the biggest complaints her organization gets are calls regarding time off and attendance.

    While every case is different, in the U.S., the Americans with Disabilities Act and the Family Medical Leave Act grant many workers a number of protected rights, including unpaid sick leave. Those working for a company with 50 or more employees or for a government or public entity for at least 1,250 hours over the course of 12 months may qualify for up to 12 weeks of unpaid leave per year for family and medical reasons.

    The Leave Act protects an employee from being fired for going on extended leave and requires employers to continue their group health benefits during that period of absence. 

    If people have long COVID symptoms so severe that they can’t work at all, they may qualify for Social Security Disability Insurance benefits, advocates say. But they caution that the process to qualify may not be quick or easy, and is compounded by the fact that many with long COVID can’t work due to extreme fatigue and brain fog, making the physical process of applying even more daunting.

    Re-Evaluating Workplace Policies

    As many pandemic-related costs shift away from the government back to individuals and the private sector, employers will need to decide what kind of workplace benefits and health coverage they offer, says Pooja Kumar, MD, a senior partner with McKinsey who leads the firm’s work on U.S. public health.

     “What do their benefits structures look like? How matched are they to the known impact from long COVID?” she says, adding that it is not just about benefits and accommodations. “How do you actually continue to motivate a workforce when people are functioning at 80% because of physiological reasons?”

    Darras says employers should also have a COVID-19 safety plan and make sure the company’s short- and long-term disability insurance benefits do not have limits on self-reported conditions – symptoms such as pain and chronic fatigue that are difficult to verify using medical tests but that are common among long COVID patients. It is something he has done at his own firm, and he suggests employers ask for guidance from a regional office for the Occupational Safety and Health Administration if necessary.

    Part-time employees should not be forgotten either, advocates say. Employers can consider what they can do to help part-time staff meet the requirements to make them eligible for disability insurance.

    While many of these accommodations may cost money, advocates stress the long-term benefits.

    “The institutional knowledge and experience that current employees have far outweighs anything they’re going to get by hiring a new person off the street and training,” Bates-Harris says. “Employers who have experience hiring people with disabilities learned long ago that the cost of accommodating an employee far outweighs the cost of hiring new employees.”

    With less than 3 years of information on COVID-19, Craven also stresses the importance of being agile. “Create policies now but revisit them over time based on new information, how people are using them, how they’re working for employees, how they’re working for employers,” he says.

    “Version one doesn’t have to be perfect.”

    Resources for Employers

    Employers can also reach out to the Job Accommodation Network, which is funded by the U.S. Department of Labor. It is a leading source of free, expert, and confidential advice for issues including workplace accommodations and disability employment.

    It’s a resource many employers are unaware of, Bates-Harris says, and is “designed to keep people on the job and to allow employers to retain long-term employees.”

    Employers can also consult the Equal Employment Opportunity Commission, a federal agency that deals with employment discrimination, or the Department of Labor website to learn more about their legal obligations.

    “Frankly, as an employer, I’m responsible for [my employees], so I’ve looked at it and said, “It’s just an investment in my people,’” says Darras, who has a large percentage of staff who have been with the firm for more than 20 years.

    “I want people to retire with me. … I want them to be healthy and thrive.”

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  • 4-day work week firms are seeing a surge in job applications

    4-day work week firms are seeing a surge in job applications

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    Job applications have soared at companies taking part in the trial for a four-day work week.

    Westend61 via Getty Images

    Trying to attract and retain workers? Forget pizza parties and nap pods. Companies in the U.K. are looking at a more promising solution: the four-day work week.

    “Visits to our recruitment page have gone up by 60% and enquiries to the company have gone up by 534%,” Helen Brittain, human resources director at environmental consultancy Tyler Grange, told CNBC’s Make It.

    The company is among those taking part in the U.K.’s trial for a four-day work week. Since implementing a shorter working week, the firm has noticed a huge difference when it comes to recruitment and retainment of employees.

    “The interest that people are showing in the company is amazing,” Brittain said.

    Tyler Grange isn’t the only company that has noticed a difference. Gaming-focused communications consultancy The Story Mob is another one, according to its founder and co-CEO Anna Rozwandowicz.

    “We have definitely seen an increase in interest from job seekers,” she said, adding that shortly after shifting to the four-day work week, the team was able to fill a position that had been vacant for a long time.

    Britain’s four-day work week trial is the largest of its kind so far, and has had widely positive reactions from employees and companies taking part. The idea behind it is simple: Workers aim for the same levels of productivity and output in 20% less time, for 100% of their pay.

    The 4 Day Week Global campaign has also started a trial in Australia and New Zealand and is planning to expand in the United States, Canada, Europe and South Africa throughout 2022 and 2023.

    Recruiting in an employee’s market

    For education technology firm Bedrock Learning, making recruitment and retention easier was a key driver for shifting to a four-day work week.

    “Being brutally honest, it is a retention and recruitment piece,” its CEO and founder Aaron Leary told CNBC’s Make It. “It has been very much an employee’s market through the pandemic and there’s been a lot of movement, a lot of changing and Bedrock was also sort of susceptible to that,” he added.

    Our retention of staff went up from 80% to 98%.

    Mark Haslam

    Managing Director, Loud Mouth Media

    Like many other companies, Bedrock Learning struggled with the Great Resignation and the shift to flexible working, which made maintaining a company culture more difficult while making it easier to switch jobs. In early 2022, job vacancies also hit an all-time high in the U.K., according to the country’s Office for National Statistics, increasing competition for workers and therefore making recruitment harder.

    Marketing agency Loud Mouth Media, also part of the four-day work week trial, was also affected. “That’s why we got involved,” said Managing Director Mark Haslam.

    “During Covid our guys were just getting tapped up, left, right and centre,” he says, adding that competition for talent also intensified as companies started adding new perks for employees.

    The shift to the four-day work week has been game changing for both companies.

    “I would say things have completely sort of stabilised compared to what they were in terms of like retention,” Bedrock Learning’s Leary said, adding that only one employee has resigned since June, when the trial began.  

    According to companies trialing a four-day work week that CNBC Make It spoke to, employee recruitment has improved. However, the surge in applications doesn’t necessarily make it any easier to find the right candidate, said one managing director.

    Westend61 via Getty Images

    Over at Loud Mouth Media, Haslam also noticed major changes in both recruitment and retention.

    “I would say our applications have doubled. We get a lot more ad hoc applications,” he said. “Our retention of staff went up from 80% to 98%.”

    More applications = better candidates?

    However, the surge in applications doesn’t necessarily make it any easier to find the right candidate, Haslam said.

    “If somebody comes to me and says I want to work for you because you do a four-day week, we don’t entertain them remotely. Because it’s not a genuine driver for somebody and that just means somebody wants to work less, you know, it makes you kind of question their ethics,” he says.

    Haslam said he wants to hire candidates who are aligned with the company’s values and goals, and that goes beyond the four-day week.

    Tyler Grange has had similar experiences.

    “We get an awful lot of people apply because we’re a four-day week trial company and not because they’ve got the right skill that we would actually be looking for in our business,” said Human Resources Director Brittain.

    The firm’s managing director Simon Ursell agrees. “There aren’t that many applicants that are applying specifically for the roles we want,” he said. Even with the four-day work week, it remains difficult to fill some roles and find suitable candidates as the job market remains tough, he added.

    “So, it’s not the panacea.”

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  • Wipro CEO clarifies on moonlighting, says perfectly fine with a side job, but conflict of interest is a no-no

    Wipro CEO clarifies on moonlighting, says perfectly fine with a side job, but conflict of interest is a no-no

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    Wipro CEO & MD Thierry Delaporte on Wednesday clarified that the company is perfectly fine with employees having a side job here and there, but the IT major cannot accept employees holding jobs in an obvious conflict of interest, clarifying its stance on the raging moonlighting debate kickstarted by the company Chairman Rishad Premji in a tweet about two months ago.

    “There are contracts which have to be respected. In particular, when people are going for another job that has conflict of interest with Wipro, how can we accept that?  So, yes we don’t accept that,” said Delaporte in a press briefing after the Q2 results announcement.

    He elaborated further that Wipro employment contracts not only expect employees to dedicate time to the company, but also to themselves and their families.  “We are perfectly fine with someone having a side job here and there. It’s different. If you’re working for a company in our environment for example, it’s not a question of legality, it’s a question of ethics. We don’t believe it’s right having two jobs with a conflict of interest.”

    He also emphasised that the company is not doing anything new or different, but merely standing by clauses in its employment contract. “We are not doing anything new or different. It’s clear to our people when joining Wipro. I’m not talking about side jobs. I’m really talking about being in an obvious situation of conflict of interest. Our employees understand that,” he added.

    Wipro Chairman Rishad Premji’s tweet on August 20 about moonlighting being “cheating – plain and simple” snowballed into a fierce debate in India’s $150-plus-billion software exports industry. Should it allow its 4.5-million-strong white-collar workforce to take up income-generating side gigs or not?   

    Top industry voices have mostly been critical of it. Premji has since said that Wipro fired 300 employees found moonlighting for competitors. Wading into the debate, Tata Consultancy Services’ COO N. Ganapathy Subramaniam had said that the company sees a long-term loss to the industry, and IBM India Managing Director Sandip Patel finds dual employment “not ethically right”. Infosys has warned that employees caught moonlighting will be terminated as it is unethical to take up a second job ‘during or after work hours’, while RPG Enterprises Chairman Harsh Goenka had backed Wipro in a tweet: “If the customer finds even a remote chance of data compromise, it will not be tolerated.”   

    But moonlighting has also found a few proponents. Tech Mahindra MD & CEO C.P. Gurnani is supportive of the idea and has even said he would introduce policies to enable employees to be more open about it. Former Infosys director Mohandas Pai has said it doesn’t amount to cheating. And Union Minister of State for Entrepreneurship, Skill Development, Electronics & Technology, Rajeev Chandrasekhar, said “efforts of companies to pin their employees down are doomed to fail”. 

     
    Also read: Wipro to give 85% employees 100% variable pay in Q2

    Also read: Wipro’s attrition rate rises by 2.5% YoY, adds 605 new employees

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  • How to Avoid Nightmare Employers and Job Scams

    How to Avoid Nightmare Employers and Job Scams

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    Lexey Watson, an art director based in New York, thought she found her dream job after graduating. Experienced in advertising but just out of college, Watson felt like this company offered the quintessential “good opportunity” she needed to boost her resume. Aside from promises to work with big-name brands and a client she’d long been interested in, the office itself was hard to pass up: free snacks, comfy couches, natural lighting — who doesn’t love the lax atmosphere of a startup?

    After applying for a full-time art director position — and being offered it — Watson ecstatically agreed.

    Then, things got weird.

    “When I opened my offer letter, it said I was being hired for an internship position, which was never communicated to me before,” Watson says. “I was told it was full-time.”

    Thinking it was a mistake, Watson brought it up to her soon-to-be bosses, who said it was “normal” and that “they were working on it.” They said she’d have a full-time position within six to eight weeks.

    “I wanted to give them the benefit of the doubt, and they worked with so many brands that I loved, so I felt like it was legit,” she says.

    That client she was promised to work with? Not even signed with the company — and wait — it gets weirder. All of the big-name brands it worked with were only in niche overseas markets.

    “I was like, ‘Oh, these are great brands, and I’d love to work on those accounts,’ and then it wasn’t even for the U.S. market at all,” Watson says.

    Related: 13 Startup Red Flags to Avoid

    Aside from being paid minimum wage in her “temporary” intern position — which lasted far longer than the communicated eight weeks, despite Watson’s nudging — she also had to run errands for one of her higher-ups, told it was “something all the interns do” and “not to feel bad.”

    The task? Bring an envelope of cash to a psychiatrist on the Upper East Side to fill an Adderall prescription under the table.

    “I literally had to sit there like I was a patient. I’d go in, exchange the money and then leave,” Watson recalls. “It was the sketchiest thing ever.”

    After a few months, Watson knew she needed out and started actively applying elsewhere — something she didn’t exactly keep a secret from others in the office. Watson recalls a day her bosses asked her to stay late, and she was honest about needing to leave for an interview.

    “I made them feel extremely awkward, but I really didn’t have a choice,” she says. “I didn’t want to be sitting in that meeting when I could be out getting a real job.”

    The next day, Watson’s boss told her that if she got the job she should “make sure to tell them that you had the role we hired you for” in an attempt to cover his tracks.

    It’s been about four years since Watson left that company, and she has found far better opportunities since. Still, the experience holds weight through its sheer layers of misconception — and unfortunately, Watson isn’t alone.

    Aaron Aceves, a writer and teacher based in Texas, was recruited on LinkedIn in 2020 by an independently run college prep company under the assumption that he’d be editing and consulting clients on their applications. Once he was on board, though, his boss insisted he essentially write the application essays for the clients, which made him feel both uncomfortable and blindsided. When he finally quit, his boss charged him a “quitting fee,” which led to months of fighting for the money he was owed.

    Related: A Financial Checklist for Quitting Your Job

    Then there’s David Jacobowitz, who joined a startup whose product he was a fan of in 2016. He was told the company was thriving, only to receive news of mass layoffs just three months later. Higher-ups informed the entire staff, floor by floor, they might not have a job in two weeks. The company had been sinking for far longer than Jacobowitz was led on.

    The list goes on.

    In an age when it doesn’t take much for someone’s digital footprint to seem legitimate, we’re all vulnerable to falling for jobs that trap us in a bait-and-switch situation.

    The people recruiting you are charming and witty, and they have the data (or so it seems) to steer you in their direction. Perhaps you hate your current job, don’t have one or are generally mesmerized by what a new opportunity brings. But when things seem too good to be true, they usually are.

    Still, there’s a way to avoid these nightmares and prevent yourself from getting trapped in something you didn’t sign up for. Using Watson, Aceves, Jacobowitz’s — and my own — real-life job catfish experiences, I applied my journalistic skills to vetting employers — going through the motions of a job search as if it were an ongoing investigation to see if these warning signs could be identified and avoided before joining the company.

    Related: The New Job-Hunting Checklist

    We all know Glassdoor, and although it can be helpful, it can also serve as a vehicle for catfish employers to mask their motives with fake reviews — let alone smaller companies that might not even have a profile or enough data to provide an accurate assessment. If you want to job search like a reporter, you’re going to have to dig a little deeper. Here’s what I found:

    Take note of red flags

    Take notes during your job hunt, both before the interview and throughout the hiring process. By consciously writing down any findings that seem questionable, you’ll have something to reference if you get the offer but still have concerns.

    • Turnover trends: Do some research on previous employees on LinkedIn. See if there are any patterns — how long do people normally stay at the company? When they leave, is there a trend regarding where they go?
    • Diversity: Check if there’s a pattern regarding the age, race or ethnicity of people who work there. Aceves recalls various instances where his former employer made off-handed and problematic remarks about Asian employees and clients. Sure enough, all the employees listed on the company’s LinkedIn page appeared to be the same race as his former boss. Diversity is crucial, especially if you’re already on the fence.
    • Professionalism: During the interview, pay attention to how the employer talks about current employees and, if applicable, whoever you are replacing. A surefire red flag is if they talk poorly about a former employee. Sure, things happen, and relationships turn sour. But professionalism is still absolutely crucial during the hiring process, so take note of any time it begins to waver.
    • Inconsistencies: Take note of any inconsistencies between the job description and what’s discussed in the interview. If either one is vague or seems contradictory to the other, it likely means that the employer or company isn’t clear about what the position entails, which means you might end up doing something you didn’t sign up for.
    • Urgency: If an employer is being overly aggressive or pushing you to make a quick decision after sending an offer letter, it’s wise to run in the other direction. Stable companies that value you will give you a reasonable amount of time to make your decision after you’ve been offered the job.

    Related: When My Company Had High Turnover of New Employees, I Realized the Problem Was Me

    Vetting the hirers

    First, do an extensive search on any information readily available online — their job history, social media and presentation on company websites. If it seems like there are gaps, take note of any questions you have for them, or ones that could be answered by doing more in-depth research.

    • TruthFinder: Use online resources to do a more extensive background check. Websites like TruthFinder let you do a public record search, where you can see court history, criminal records and other information scoured from the web. Fair warning: It does take upwards of 15 minutes, so be patient, and it costs about $30 a month — but it does deliver what it promises (in painstaking detail). Pro tip: If you’re really in the throes of your job hunt, it has a slightly cheaper version that’s only one month, but you get unlimited searches.
    • PACER: As far as free resources, there’s PACER, which lets you search court records by state. This one is a bit trickier to navigate, but if you have a hunch and know the employer’s business address, you can search by the city of jurisdiction and see if they’ve ever filed for bankruptcy or been sued.

    Vetting the company

    If you’re in the early stages of applying, an easy way to spot “ghost jobs” is to take note of how long the job has been posted and when it was last updated. If it’s been more than a month, it’s wise to run in the other direction, because companies attempt to feign growth by keeping up postings for positions that have either been filled or don’t exist at all.

    Related: Employers Are Posting ‘Ghost Jobs’ But Not Really Hiring — And Annoying Job Seekers Along the Way

    Next, spend a good amount of time on the company site. How legitimate are the testimonials, if there are any? Does the company have a clear mission and values? Here’s an easy test: If it seems like the company’s mission statement or “about” page could apply to a multitude of services or work, it’s likely not very cohesive in its values. You don’t want to work somewhere with a flimsy mission that lacks clarity. When it comes to researching a company, focus on specificity and nuance, not a groovy-looking landing page.

    It’s easy to create fake addresses and phone numbers, so if you want to check the legitimacy of a business, contact the local chamber of commerce associated with the company to ensure it exists.

    When it comes to financials, if the company is publicly traded, quarterly reports are available through an easy Google search — this will give you a window into how well the company is performing. If this is new to you, Investopedia has a killer guide to decoding an earnings report.

    Related: Red Flags You Should Look for in Quarterly Earnings Reports

    If the company is privately owned, financial health is a bit more difficult to suss out, given the company is not required to share financial reports like publicly traded companies. However, there are a few alternatives to gauge a private company’s stability.

    • Investors: Many privately owned companies are backed by investors, especially startups. Do some deep research on the company to see if there’s been any press releases or news regarding any investors backing the company, and see what other businesses they’ve supported in the past.
    • CB Insights: This is a great resource to check financials for both private and public companies. The database itself is huge, so chances are likely that the company you’re applying to will be listed. CB Insights gives you detailed transaction history of funding, investors, board members and even a window into the company’s web traffic. You can sign up for a seven-day free trial with unlimited searches.
    • Don’t be afraid to ask: If you move far enough along in the interview process and haven’t successfully gauged the company’s financial state, don’t be shy about asking how their last quarter was, and if there are any reports or projections for growth they can share.

    Interview those from inside

    Although the internet has myriad resources to vet possible employers and companies, the best — and cheapest — source is a direct one.

    Reach out to former employees if their information is available on LinkedIn or the company site. Although you can ask questions during the interview process, catfish employers are unlikely to show their true colors, and you’re going to want to ensure you speak to someone who will be honest about the culture and work environment. Don’t be shy about making an introduction and asking for more information. Here’s an easy message template:

    Hey, X,

    I saw you have experience working with Y. I’m on the job hunt right now and weighing my options, I was wondering if you’d be open to answering a few questions I have about Y and the work culture before I make my decision.

    Best,

    Z

    It can seem daunting, but the truth is most people are kind and willing to help. Of all the individuals I interviewed, the number one thing they wish they could have done before taking their positions was to talk to former employees, and they stated they’d be more than willing to warn others in the future. Anyone who has ever been in a nightmare employment situation will not be shy about steering you in the right direction.

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    Madeline Garfinkle

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  • Remote jobs have tripled during the pandemic—these are the top 10 companies hiring for them

    Remote jobs have tripled during the pandemic—these are the top 10 companies hiring for them

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    Though people are returning to in-office work, the option for remote work remains high and is likely to keep growing.

    The share of jobs that explicitly say workers can be remote has nearly tripled from pre-pandemic, from roughly 4% of in 2019 to nearly 12% of jobs in 2022, according to ZipRecruiter data.

    Some previous growth is now reversing as people resume in-person activities, particularly in education, tourism, agriculture and sports and recreation jobs, according to the job-search platform. Remote roles in business, arts and entertainment, and finance and insurance have leveled off throughout the last two years.

    But elsewhere, remote opportunities are rapidly expanding: technology, legal, engineering and science jobs are well-suited for remote work, and organizations — especially in health care, financial services and tech — are continuing to offer them.

    Here are the top 10 companies hiring for the largest share of remote-capable jobs on ZipRecruiter in 2022:

    1. Anthem: 60,445 remote jobs listed this year
    2. CBRE: 51,304 remote jobs listed this year
    3. USAA: 42,311 remote jobs listed this year
    4. Capital One: 36,336 remote jobs listed this year
    5. Cerebral: 34,526 remote jobs listed this year
    6. Change Healthcare: 30,602 remote jobs listed this year
    7. Meta: 29,052 remote jobs listed this year
    8. SAP: 282,62 remote jobs listed this year
    9. Kronos: 25,965 remote jobs listed this year
    10. SelectQuote: 25,799 remote jobs listed this year

    Upwards of 60% of job seekers hope to find remote opportunities, according to ZipRecruiter data. And a similar share, 56%, of full-time U.S. workers — more than 70 million people — say their job can be done working remotely from home, according to Gallup.

    Women are more likely than men to prefer remote work, and Black, Asian American and Latino workers are more likely than white peers to want the setup, per ZipRecruiter. Workplace experts have said throughout the pandemic that a greater adoption of flexible work arrangements could help boost company diversity, equity and inclusion efforts.

    Since the beginning of 2022, workers say Covid concerns are becoming less of a reason for wanting to work remotely, but a desire to save on commuting costs has gone up considerably. The typical job-seeker would even take a 14% pay cut in order to work remotely, with younger workers and higher earners willing to give up even more for the flexibility.

    Looking ahead, Gallup estimates 55% of jobs in the future will be done in a hybrid setup, and 22% will be done fully remote — nearly three times the share of exclusively remote jobs available before the pandemic. It projects just 23% of jobs will be done exclusively from a worksite, down from 60% of solely in-person work done in 2019.

    Check out:

    Job openings dropped by 1 million last month—here’s why

    California job-seekers will soon see salary ranges on job postings

    Why does work feel so dysfunctional right now? A psychologist, labor expert and CEO weigh in

    Sign up now: Get smarter about your money and career with our weekly newsletter

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  • Looking for Work or a Better Paying Job? This Online Service Can Help Anyone Qualify for Their Dream Career

    Looking for Work or a Better Paying Job? This Online Service Can Help Anyone Qualify for Their Dream Career

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    Pursuely helps clients polish their resumes with customized, verifiable academic credentials, work histories, and references so they can qualify for the jobs they seek. Most resumes don’t tell the whole story about someone or their abilities. With Pursuely, job seekers can go from dreaming to doing.

    Press Release
    –


    updated: Oct 12, 2020


    DENVER, October 12, 2020 (Newswire.com)
    –
    ​​​​​​​​​​​​​​​​​​​Millions of Americans looking for work may finally have the chance to pursue their dream career. Pursuely, a new company specializing in resume and career-enhancement services, is taking a radical new approach to the way people apply and qualify for new jobs. With Pursuely’s personalized Career Packages, job-seekers can apply for the jobs they want most with confidence behind each application.

    Pursuely works directly with clients to provide credibility-enhancing documents and references that can remove the roadblocks that come with job-hunting. The company believes that a person’s resume cannot truly capture the full scope of a person’s lived experience — which is why it designs custom Career Packages that emphasize each client’s best attributes and skills to potential employers.

    The references and credentials Pursuely offers are in a class above anything out there. All of its career and educational references are from highly developed sources with distinguished and established histories. This adds much-needed credibility to each resource that clients need to succeed. All Career Packages include a career-specific academic credential (i.e. Bachelors’s degree, etc), current and prior employment references, as well as personal and professional references.

    All resources are listed in major directories and have a searchable online presence. All support agents are fully prepared to back up each reference for inquiries and will be familiar with small details that even clients might not even think of asking.

    Prospective clients may be wondering “Is this safe? Is this legal?” Not only are Pursuely’s services completely by-the-books to the letter of the law, but the company also takes great pride in its privacy-first policies. This includes encrypted offline data storage for client records, remote security monitoring, and absolute client confidentiality.

    Pursuely tailors its references and credentials to suit each client’s goals and aspirations and offers in-house consultation services to chart an ongoing career path.

    Each Career Package is designed to encompass all aspects of a client’s professional history, and every facet of their experience and growth is backed by local, U.S.-based agents who can vouch for any credentials and references they list on their resume. If Pursuely gets a call from a recruiter, you can count on the company to fully back up their client.

    Studies have shown that meaningful employment can prevent drug and alcohol abuse, reduce instances of hunger and homelessness, and eliminate criminal activity in people’s lives.

    The material needs of ordinary people often trump the barriers put up by industry leaders and professionals. Without gainful employment, anyone can have a hard time finding shelter, feeding themselves, or living a dignified life.

    By empowering clients to reach the same level playing field as others in society, Pursuely drastically improves their chances of becoming respected, law-abiding community members.

    Pursuely believes that a meaningful job can put anyone on the right path to becoming a great producer and leader in our society. Nobody can truly say how often some of the brightest talents in the world go overlooked because of a lack of written credentials. That’s why Pursuely’s mission is to give all job-seekers an equal chance to shine on their own merits. Pursuely makes the incredible credible.

    Pursuely offers customized fully verifiable academic credentials such as high school diplomas, bachelor’s, and master’s degrees along with employment references from more than 100 different established businesses and institutions in a variety of industries and fields starting at just $995. No matter what someone’s professional aspirations are, Pursuely can help jumpstart anyone’s career and take the next step towards something new.

    Media Contact   
    Brett Sullivan
    VP of Public Relations
    The Pursuely Company
    Phone: (720) 927-3200
    Email: brett.sullivan@pursue.ly

    Source: The Pursuely Company (Pursuely)

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  • Pleatco Filtration Seeks Workers for Impressive New Manufacturing Facility in Louisville

    Pleatco Filtration Seeks Workers for Impressive New Manufacturing Facility in Louisville

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    Press Release
    –


    updated: Aug 20, 2020


    LOUISVILLE, Ky., August 20, 2020 (Newswire.com)
    –
    ​​​If you love challenging work, ongoing opportunity for career growth, and rewards that make it all worthwhile, Pleatco Filtration has the job you are looking for.

    It is with great pride that Pleatco Filtration would like to share the announcement of a new manufacturing facility in Louisville. This new plant will be the U.S. manufacturing and distribution facility for our pool and spa filtration products, housing the production and administration teams.

    As all of us progress through these difficult times, Pleatco’s responsibility as an industry leader is to serve the local community. The company is pleased to announce the opening up of employment opportunities to the community starting off with a Job Fair on August 22 at the new facility: 5500 Shepherdsville Road #100, Louisville, KY 40228.

    Even with the employment stresses associated with the pandemic and economic recession, Pleatco has forged ahead to make sure to invest in the future and in the local community by consolidating operations and expanding in Louisville. Pleatco offers good, solid jobs with challenging work, ongoing opportunity for career growth, and rewards that make working at the manufacturing company worthwhile. It’s anticipated that there will be 30-40 jobs offered to start with and more to come over the following years.

    Pleatco’s number one priority is the health and safety of employees, partners, and customers. The company has taken proactive steps to implement the highest safety standards possible across all facilities. The job fair will be coordinated with the same care, attention and safety measures.

    Below are a few items to remember when considering employment with Pleatco.

    In addition to compensation, benefits include the following options:

    ·       Eligibility for Health, Dental, and Vision coverage

    ·       401(k) plan and flexible spending accounts

    ·       EAP with opportunity to redeem free counseling

    ·       Eligibility for company-paid benefits

    ·       10 days of paid time off (PTO) after six months of employment

    ·       Nine company-paid holidays

    All job offers are contingent upon the following:

    ·       Completion of a satisfactory background check

    ·       Passing a drug test

    Apply at our Job Fair

    August 22, 10 a.m. – 3.00 p.m. 

    5500 Shepherdsville Road #100

    Louisville, KY 40228

    Or click here for details – Haga clic aquí para obtener información en español

    If you have any questions between now and then, please reach out to:

    Kelly Hatton​
    502-240-0443 ext. 246
    KHatton@Pleatco.com

    Source: Pleatco Filtration

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  • Akholi Launching Universal Education Platform, Giving Cost Effective Education to All Children in the World

    Akholi Launching Universal Education Platform, Giving Cost Effective Education to All Children in the World

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    Press Release
    –


    updated: Jul 6, 2020


    PORTLAND, Ore., July 6, 2020 (Newswire.com)
    –
    New technologies such as artificial intelligence, automation, and robotics will make most jobs that do not require an education obsolete over the next 20 years. Billions of young people around the world do not have access to the education they need to get a job in this future world.

    The lack of access to education is not a problem specific to developing and emerging markets. Entire communities across the United States do not have access to the right job skills training and additional education they need to compete. In Detroit alone, up to 47% of all adults are functionally illiterate. Unless we take aggressive steps now, communities around the world will be left even further behind.

    Today, Akholi is launching a crowdfunding campaign to raise the money needed to expand cost-effective education to every person in the world, regardless of location or circumstance. Money raised will be used to expand Akholi’s current global education platform (Jagora Learning Platform) and add additional curriculum to the existing library of over 1,200 courses.

    Mr. Phil Hatch, Akholi’s managing director, notes, “This is a critical project for us. In April of this year, we gave free education to over 10,000 students in Africa through our Jagora Learning Platform. This crowdfunding campaign will allow us to expand education to all people. For the price of a cup of coffee, we can give a child education for a year or help a single mother in Detroit gain the job skills needed to transform her life. We are excited about this next step in our growth, and we need your help.”

    This crowdfunding campaign asks that people around the world create a one-minute video thanking the mentor, teacher, coach, or professor who has had the largest impact on their lives. At the end of the video, ask three friends to make the same video. Post this video on all social media properties, including a link to Akholi’s website, the hashtag #AkholiUniversalEducation, and tag all friends.

    Dr. Mahamouda Salouhou, Akholi’s Education Managing Director, says, “We believe in the potential of every person in this world! We are working hard to ensure everyone has access to the education they need to get a job. Education cannot be a privilege, but a basic human right available to every person no matter where they are or the challenges they have. We need your help now in giving the right training to every person.” 

    Media Contact:

    Mr. Phil Hatch

    Managing Director, Akholi

    p.hatch@akholi.com

    +1.503.964.8522

    akholi.com

    Source: Akholi

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  • Positive News in a Hard Time for Louisville

    Positive News in a Hard Time for Louisville

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    Press Release
    –


    updated: Jun 18, 2020


    LOUISVILLE, Ky., June 18, 2020 (Newswire.com)
    –
    It is with great pride that Pleatco Filtration would like to share the announcement of a new manufacturing facility in Louisville. This new plant will be the U.S. manufacturing and distribution facility for our pool and spa filtration products, housing the production and administration teams.

    As all of us progress through these difficult times, Pleatco’s responsibility as an industry leader is to serve the local community. The company is pleased to announce the opening up employment opportunities to the community starting off with a Job Fair on June 22 at the new facility: 5500 Shepherdsville Road #100, Louisville, KY 40228.

    Even with the employment stresses associated with the pandemic and economic recession, Pleatco has forged ahead to make sure to invest in the future and in the local community by consolidating operations and expanding in Louisville. Pleatco offers good, solid jobs with challenging work, ongoing opportunity for career growth, and rewards that make working at the manufacturing company worthwhile. It’s anticipated that there will be 30-40 jobs offered to start with and more to come over the following years.

    Pleatco’s number one priority is the health and safety of employees, partners, and customers. The company has taken proactive steps to implement the highest safety standards possible across all facilities. The job fair will be coordinated with the same care, attention and safety measures.

    If you love challenging work, ongoing opportunity for career growth, and rewards that make it all worthwhile, Pleatco Filtration has the job you are looking for.

    Below are a few items to remember when considering employment with Pleatco.

    In addition to compensation, benefits include the following options:

    ·       Eligibility for Health, Dental, and Vision coverage

    ·       401(k) plan and flexible spending accounts

    ·       EAP with opportunity to redeem free counseling

    ·       Eligibility for company-paid benefits

    ·       10 days of paid time off (PTO) after six months of employment

    ·       Nine company-paid holidays

    All job offers are contingent upon the following:

    ·       Completion of a satisfactory background check

    ·       Passing a drug test

    Apply at our Job Fair

    June 22, 10 a.m. – 2:30 p.m. 

    5500 Shepherdsville Road #100

    Louisville, KY 40228

    Or click here for details – Haga clic aquí para obtener información en español

    If you have any questions between now and then, please reach out to:

    Kelly Hatton​
    502-240-0443 ext. 246
    KHatton@Pleatco.com

    Source: Pleatco LLC

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  • Career Resource Site Zippia Raises $8.5 Million in Series A Funding to Expand Product Development and Reach New Job Seekers

    Career Resource Site Zippia Raises $8.5 Million in Series A Funding to Expand Product Development and Reach New Job Seekers

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    Press Release
    –


    updated: Apr 22, 2019


    SAN MATEO, Calif., April 22, 2019 (Newswire.com)
    –
    ​​​​​​Zippia today announced a significant round of funding that will help it continue to build a revolutionary tool for job seekers in their quest for the ideal career pathway.

    The company raised a Series A investment of $8.5 million, led by E.ventures, with participation from existing shareholders, including MHS Capital, NextView Ventures and Correlation Ventures. Thomas Gieselmann of E.ventures will be joining Zippia’s Board of Directors. This brings the California startup’s total capital raised to $12 million since its founding in early 2015.

    Zippia, a San Mateo-based company, brings transparency to the job space by using machine learning and data aggregation to create its revolutionary career map, which helps job seekers understand career pathways like never before. Zippia’s tools provide job seekers unique resources, creating a more complete understanding of job titles and career options.

    The fresh funds will help meet the company’s rising ambitions, which include increased technology development, new marketing efforts and a buildout of detailed company data and reviews.

    Zippia was co-founded in early 2015 by tech industry veteran Henry Shao and Chris Kolmar, who met while working at Shao’s previous company, Movoto. After Movoto was acquired by Recruit Holdings Co., Ltd., Shao and Kolmar left the company to found Zippia.

    Zippia has over 1 million visitors per month, after growing exponentially over the last two years. In the past year, 6 million consumers and job seekers have visited Zippia to look for career information.

    CEO and co-founder Henry Shao says, “I have personally hired hundreds of people throughout my career and realized that, quite often, they neither know much about their career options nor how to change or advance their career. While I try my best to mentor the people close to me, it was frustrating to know there are many underprivileged groups that don’t have access to mentors. I want to put all the available career information online so that we can help everyone achieve their career goals.”

    “The internet can answer almost any question out there: how to build a house, how to buy a car or how to find love. But there is very little reliable guidance available online for choosing a career, despite it being one of the most important decisions of our lives. This is why we decided to build a platform that gives everybody the tools to find the career that is right for them.”

    Shao says the funding will help scale Zippia to fulfill the needs of every career-related query. Examples include job seekers looking to change careers, people identifying the skills needed to advance in their career, people researching salary projections for different career pathways, or helping people know what it’s like to work at a specific job or company.

    “We are excited to lead this funding round at Zippia,” said Thomas Gieselmann, co-founder and general partner of E.ventures. “With Zippia, candidates have access to a ‘report card’ that finally gives them complete data-driven transparency into how an employer has jump-started, progressed and supported their employees’ careers. Zippia also makes employer data transparent, so the best talent can flock to the best opportunities. Both job seekers and companies benefit.”

    About Zippia, Inc.

    Zippia’s goal is to empower people with the information and tools to achieve their career aspirations. By providing an intelligent and personalized resource for job seekers, we can help answer career questions, help people make better-informed career decisions, and help people achieve their career plans.

    Learn more at https://www.zippia.com/about-us

    Zippia Director of Press Relations
    Nick Johnson
    Email: nick@zippia.com

    Source: Zippia Inc.

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  • Stars and Strikes Rolls Into Smyrna, TN

    Stars and Strikes Rolls Into Smyrna, TN

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    Company celebrates their 12th location with a Grand Opening Event on Saturday, September 22

    Press Release
    –


    updated: Sep 14, 2018


    SMYRNA, Tenn., September 14, 2018 (Newswire.com)
    –
     Georgia-based Stars and Strikes recently announced the Grand Opening of their brand-new Smyrna, Tennessee location. The event takes place on Saturday, September 22, 2018 from 10:00 a.m. until 4:00 p.m. and feature the steepest discounts of the year.

    Discounts and specials at the Grand Opening include:

    Opening the first Stars and Strikes in Tennessee is a milestone for our company. Smyrna’s large population of close-knit families makes the city an ideal location for us. There will truly be something for everyone at Stars and Strikes.

    Jack Canouse, Managing Partner

    ●       $2 games of bowling

    ●       Buy-one-get-one-free games of laser tag & bumper cars

    ●       Buy-one-get-one-free game cards

    ●       Prize giveaways

    The Smyrna location is Stars and Strikes’ twelfth location and their first in the state of Tennessee. The company has invested over $7 million in the new facility, creating over 100 jobs.

    The 55,000 square foot facility located at 333 N Lowry Street will house 24 bowling lanes, 8 of which are VIP lanes in the signature Main St Lounge.  In addition to bowling, Stars and Strikes features a 7,000+ square foot arcade that houses over 100 popular video and redemption games.  The arcade includes a prize store where players can browse for prizes that can be purchased with game prize tickets. The facility also encompasses a two-story laser tag arena, bumper cars, 7/10 Grille restaurant and a large full-service bar surrounded by big screen TVs for sports viewing.

    Stars and Strikes fills a need for premiere event space in Smyrna, with private party rooms, and an upscale corporate event room that seats 200 with a full, private bar. The Main St Lounge features VIP bowling lanes in an upscale setting that is ideal for corporate and group events of all sizes. “Opening the first Stars and Strikes in Tennessee is a milestone for our company. Smyrna’s large population of close-knit families makes the city an ideal location for us,” said Jack Canouse, managing partner and co-founder of Stars and Strikes. “There will truly be something for everyone at Stars and Strikes.”

    The new Stars and Strikes offers affordable birthday party packages for any budget. Stars and Strikes was voted the #1 birthday party destination by Atlanta Parent magazine.

     ABOUT STARS AND STRIKES

    Stars and Strikes Family provides a fun and friendly atmosphere for families to enjoy. Stars and Strikes currently employs over 1,100 people throughout the Southeast. 

    For more information, interviews or press images, contact:

    Scott Harris, Director of Marketing

    678-780-9227

    Sharris@StarsandStrikes.org

    # # #

    Source: Stars and Strikes

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  • As Labor Day Approaches, People With Disabilities Are Getting Jobs

    As Labor Day Approaches, People With Disabilities Are Getting Jobs

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    Press Release
    –


    updated: Aug 29, 2018


    WASHINGTON, August 29, 2018 (Newswire.com)
    –
    As Labor Day weekend approaches, the disability community has a lot to celebrate. 343,483 more people with disabilities joined the American workforce in 2016. This is a four-fold improvement over the previous year when only 87,201 people with disabilities found jobs.

    Earlier this summer, business experts with direct experience in hiring people with disabilities gathered together to talk about the dramatic improvement in new jobs for people with disabilities, what’s driving it and how we continue improving. This discussion took place during a summit, “From Washington to Hollywood and Beyond: The Future of Americans with Disabilities,” which was sponsored by RespectAbility, a national nonprofit organization fighting stigmas and advancing opportunities for people with disabilities. The event consisted of panels on education, employment, media representation, and intersectionality.

    343,483 more people with disabilities joined the American workforce in 2016. This is a four-fold improvement over the previous year when only 87,201 people with disabilities found jobs.

    Donn Weinberg, Philanthropy Roundtable Chair

    Moderated by Donn Weinberg, who chairs the Philanthropy Roundtable, the panelists came from diverse areas of the business world, including Jim Sinocchi of JP Morgan Chase, Ron Painter from the National Association of Workforce Boards, and Vincenzo Piscopo of Coca-Cola.

    Piscopo was asked about why he feels that hiring people with disabilities is not just a charitable thing to do, but also the smart thing to do for business. He responded by saying that since becoming immersed in the disability community eight years ago, he has “met amazing people with disabilities with skills that are just incredible.” Piscopo also spoke about how people with disabilities are used to persevering and overcoming challenges, two traits of great employees. Piscopo believes that “when companies hire people with disabilities, they are actually adding value to their company.”

    One key concept that resounded through the panel was the concept of normalizing disability. Jim Sinocchi of JP Morgan Chase talked about some of his strategies in navigating disability in the workplace. For example, he said that when employees ask him what to say when they meet people with disabilities, he answers, “How about hello? How about, would you like a cup of coffee?”

    Sinocchi feels that some employees are afraid of making mistakes, and the best way to rectify that is for people with disabilities to “own [their] disability.” Sinocchi said that people with disabilities should try to help their colleagues understand what they need, what they want and how they can collaborate.

    Piscopo talked about the steps that Coca-Cola is taking to expand inclusion. When Piscopo sees people with disabilities “that are extremely brilliant” who are not being used to their potential, he feels they have “value that has been thrown to the garbage.”

    “Why don’t we take advantage of that?” he said. He also talked about how he is working with senior management to show them the skills that people with disabilities bring to the table.

    Ron Painter talked about an increased focus on credentials and competence in the hiring process, which means there is a “tremendous opportunity for individuals [with disabilities] to first demonstrate competency and then the rest of the individual.” Painter also believes that automation has “tremendous potential” to level the playing field.

    On the subject of equity in hiring practices, Sinocchi was clear about his position on preferential hiring. “The disabled community sometimes goes to our recruiters and says, ‘okay, what jobs do you have for disabled people?’ And we say, ‘we don’t have any.’ We have jobs for qualified people.”

    Sinocchi argued that some people with disabilities are more qualified for certain positions than people without disabilities. For example, some people on the autism spectrum are better at focusing on coding, so Sinocchi said that “when we have people on the [autism] spectrum that are available to work in our technology group, they are snapped up immediately.”

    One audience member wanted to know about the changing workplace culture, and another asked about tips for people with disabilities seeking employment. Painter recommended American Job Centers, which assist many Americans with and without disabilities in finding employment. Sinocchi noted how he works with his company to make sure they hire services from businesses run by people with disabilities. 

    “My firm is ripe for change,” he said.

    The panelists also were asked about the possibilities for entrepreneurship by and for people with disabilities. Painter was enthusiastic about the question, saying there are “a lot of workforce boards across the U.S. that are investing in entrepreneurship training.” 

    Weinberg brought up John’s Crazy Socks, a business run by a man with Down syndrome and his father that is a major success.

    The panel closed with an optimistic statement from RespectAbility President Jennifer Laszlo Mizrahi, who affirmed RespectAbility’s commitment to working with companies to improve employment opportunities for all.

    RespectAbility’s Eric Ascher and Lily Cantor contributed to this article.

    Media Contact: 
    Lauren Appelbaum
    Phone: 202-517-6272
    Email: laurena@respectability.org

    Source: RespectAbility

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  • Stars and Strikes Stone Mountain Receives a Complete Renovation

    Stars and Strikes Stone Mountain Receives a Complete Renovation

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    Company spends over $1 million to remodel and upgrade one of its original locations

    Press Release
    –


    updated: Jun 18, 2018


    STONE MOUNTAIN, Ga., June 18, 2018 (Newswire.com)
    –
    Georgia-based Stars and Strikes recently announced that renovations to its Stone Mountain location are complete.

    The 50,000+ square foot facility located at 1741 Mountain Industrial Boulevard – convenient to Highway 78 and Interstate 285– recently underwent a thorough remodel and upgrade. These renovations include:

    We are excited to unveil the renovations to all of our guests. This revitalized space offers a place for our guests to get away and play with friends and family in an upscale, family-friendly atmosphere. The Stone Mountain community has always supported us, and we wanted to provide them with the best family entertainment experience possible.

    Chris Albano, Managing Partner

    ·         Exterior remodel featuring a new color scheme, new signage, and improved landscaping

    ·         A re-imagined interior with a new floor plan, new color schemes, and premium flooring

    ·         An upgrade to the furniture at each bowling lane. These new furnishings include comfortable couches that create a relaxing, open atmosphere

    ·         New state-of-the-art scoring monitors at every bowling lane

    ·         The creation of twelve VIP Bowling Lanes on the center’s main concourse

    ·         Construction of the company’s well-regarded, full-service Blue Bar concept that features multiple HD screens for sports viewing

    ·         Addition of the latest and greatest arcade games throughout the facility.

    “We are excited to unveil the renovations to all of our guests. This revitalized space offers a place for our guests to get away and play with friends and family in an upscale, family-friendly atmosphere,” said Chris Albano, managing partner and co-founder of Stars and Strikes. “The Stone Mountain community has always supported us, and we wanted to provide them with the best family entertainment experience possible.”

    Stars and Strikes is excited to continue to be an active member of the Stone Mountain community. The company invested over $1 million in the renovation, creating over 50 jobs, most of which will be filled locally. For more information or to apply for employment, visit www.StarsAndStrikes.com.

    For more information, interviews or press images, contact:

    Scott Harris at 678-780-9227 or Sharris@StarsandStrikes.org

    ABOUT STARS AND STRIKES

    Locally owned and operated, Stars and Strikes Family Entertainment Centers provide a fun and friendly atmosphere for the whole family to enjoy. In addition to state-of-the-art bowling lanes, attractions include bumper cars, two-story laser tag, arcade games and a bar and restaurant with healthy choices and classic American favorites. Stars and Strikes currently employ over 900 people throughout Georgia and Alabama. There is something for everyone at Stars and Strikes. For more information, visit www.StarsAndStrikes.com or call 678-965-5707.

    Source: Stars and Strikes

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  • Mason Baxter – US Post Upbeat Jobs Report for July

    Mason Baxter – US Post Upbeat Jobs Report for July

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    Mason Baxter: The US economy created 209,000 jobs in July compared to expectations of 183,000.

    Press Release
    –


    updated: Aug 30, 2017


    Shanghai, China, August 30, 2017 (Newswire.com)
    –
    Mason Baxter: US employers continued the strong summer trend for jobs with the creation of 209,000 during April against consensus forecasts for 183,000. The number took the official unemployment rate to just 4.3%, the lowest since 2001.

    The Bureau of Labor Statistics data showed that food and beverage contributed the lion’s share of the gains with 53,000 new positions created, followed professional and business services on 49,000 while healthcare weighed in 39,000.

    We think the Fed’s likely to take heart from this data but we don’t expect the central bank to suddenly become aggressive in terms of its timetable for what it calls ‘normalization’ of interest rates.

    Mason Baxter, Researcher

    Closely watched wage growth remained steady at an annualized rate of 2.5% leading many to speculate that the solid report would enable the Federal Reserve to continue its program of interest rate increases this year.

    “There’s nothing ambiguous about this jobs report,” said a researcher at Shanghai-based broker, Mason Baxter. “This is precisely what the Fed is looking for to justify its monetary tightening program but, the fact remains that the jobs being created aren’t well-paying, full-time positions. There’s a heavy bias towards part-time roles in sectors typically associated with low pay,” added the Mason Baxter researcher.

    July’s data wasn’t the only positive news on the job creation front. June’s nonfarm payrolls data was revised upwards from 222,000 to 231,000 while May’s was cut slightly from 152,000 to 145,000. Investors will be paying close attention to the next move by the Federal Reserve which recently sounded a note of caution over the outlook for interest rate hikes.

    “We think the Fed’s likely to take heart from this data but we don’t expect the central bank to suddenly become aggressive in terms of its timetable for what it calls ‘normalization’ of interest rates,” concluded the researcher.

    The US dollar, which had fallen to a 15 month low against a basket of the currencies used by its 6 largest trading partners, was boosted by the good news with the dollar index (DXY) jumping from its low of 92.548 to 93.330 by the end of Friday’s session.

    _______________

    Business News China
    ​OneLujiazui, 68 Yin Cheng Road, Pudong, Shanghai, 200120 China media@businessnewschina.com

    Source: Mason Baxter

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  • Canadian Start-Up Launches App That Lets Users Skip the Line or Make Money for Standing in One

    Canadian Start-Up Launches App That Lets Users Skip the Line or Make Money for Standing in One

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    The newly launched SKIPT app allows users a new way to earn money and save time standing in any lineup in Canada or the U.S.

    Press Release
    –


    updated: Jul 19, 2017


    TORONTO, Canada, July 19, 2017 (Newswire.com)
    –
     SKIPT announces its launch of the SKIPT app that lets users skip the wait by buying someone else’s spot in line, or make money by selling their own spot in line. This app was developed for those who love to be the “first” but don’t want to line up. Users can bid on places in line or those who are looking to make money in the on-demand job economy can sell their own spot in line. The app was developed for those who love to be the “first” but don’t want to line up. 

    SKIPT provides a safe platform to buy and sell spots in line, quickly and easily. “Paying to have someone stand in line for you has been around forever. We’re just applying modern technology to it and making it safer,” says SKIPT Founder, Isaac Wanzama. “I think it is a really timely twist, especially with the emergence of the task economy.”

    Paying to have someone stand in line for you has been around forever. We’re just applying modern technology to make it easier and safer.

    Isaac Wanzama, Founder, SKIPT

    SKIPT operates on a user’s smartphone geo-location and allows them to post a spot for sale in any lineup, anywhere in North America. Sellers let potential buyers know where they are in line, set their minimum price for their spot, and how long they’ll be there. Buyers can review available spots in the app and make bids on a spot they’re interested in. Sellers review bids and accept the highest bid. Buyers and sellers can instant message within the app making it easy to communicate and meet up. A buyer has 15 minutes to get to the spot and the seller can then complete the payment and trade places. SKIPT charges buyers directly to their credit card and payment for sellers is fast and safe, going directly into their bank accounts.

    “We think it’s going to be great. We have been working on this for a long time to make sure that we got it right,” adds the app Founder. SKIPT is the latest platform in the ecosystem of apps targeting the on-demand job economy that include UBER, AirBnB and more.

    SKIPT is free to download in Canada and US App Stores. A version for Android users is being developed along with upgrades to the current version, like an in-app forum for businesses to post upcoming events for the entire SKIPT community to see.

    Find out more about SKIPT at www.theskiptapp.com.

    # # #

    For more information, please contact:

    Media
    The SKIPT App
    iloveSKIPT@theskiptapp.com
    416-619-5349

    Source: www.theskiptapp.com

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  • Recruiter.com Features 130+ Recruiting Experts in New “Get Hired” Report

    Recruiter.com Features 130+ Recruiting Experts in New “Get Hired” Report

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    Recruiter releases massive new resource for job seekers featuring advice from over 100 career experts.

    Press Release
    –

    Aug 9, 2016


    Farmington, CT, August 9, 2016 (Newswire.com)
    –
    ​Every step of the job hunt comes with its own challenges. From writing cover letters and resumes to acing interviews, the actual process of finding a job can be a tremendous pain in and of itself.

    If you’ve been on the job hunt before (or are currently seeking a great new position), you know that the best-kept secrets of the recruiting process and foolproof strategies for getting hired are borderline impossible to come by — until now. Recruiter.com has helped thousands of job seekers discover new opportunities and find career paths, and now they’re continuing that mission by collecting expert advice from more than 130 hiring professionals in one free, easy-to-read report.

    This is the ultimate guide that every job seeker needs while navigating the job market in 2016 and beyond.

    Miles Jennings, Founder, Recruiter.com

    Grab your copy today for free:  https://www.recruiter.com/downloads/get-hired-130-tips-for-job-seekers-from-the-experts/

    “Get Hired: 130+ Tips for Job Seekers from the Experts” is a compilation of tips and tricks from the likes of CEOs, career counselors, recruiters, entrepreneurs, authors, hiring moguls, and many more experts who are looking to show you the way to career greatness.

    “This is the ultimate guide that every job seeker needs while navigating the job market in 2016 and beyond,” says Recruiter.com founder and CEO Miles Jennings. “If you’re looking to soar far above the competition and become unforgettable in the eyes of recruiters and hiring managers, look no further. We regularly publish custom guides for employers, recruiters, and job seekers – this latest installment for job seekers will be well received and published on major Internet platforms. ”

    The Recruiter.com team asked the experts for their insight on everything from penning the perfect cover letter to emerging victorious from a meeting with a hostile interviewer. Download the eBook today and learn the skills employers really want to see in candidates, how you can stand out from the crowd, the absolute best places to look for a job, and great tools and strategies to use in your job search.

    If you’re currently on the hunt for a new job — or you’re planning to go on the hunt someday — then dive right in and learn everything you need to know about succeeding in your search! Get your free copy now at https://www.recruiter.com/downloads/get-hired-130-tips-for-job-seekers-from-the-experts.

    About Recruiter.com

    Recruiter.com, Inc., is an on-line global recruiting service that offers an industry-leading job market technology platform. With a highly engaged membership base, Recruiter.com works with hundreds of clients and employers and manages a social media following of more than 2.8 million people. Recruiter.com was voted Top Tech Company to Watch in 2014 by the Connecticut Technology Council, cited as one of the Top 35 Most Influential Career Sites in 2014 by Forbes and listed by Inc. as one of the 9 Best Websites for Finding Top Talent. The career, HR, and recruiting experts of Recruiter.com have been cited and featured in hundreds of sites and publications, including: Wall Street Journal, Entrepreneur, Forbes, Mashable, Business Insider, Inc., Fox Small Business, Time, The Next Web, Yahoo Small Business, US News, Business2Community, Bloomberg and SmartBrief. Visit https://www.recruiter.com or follow Recruiter on Twitter @RecruiterDotCom.

    Source: Recruiter.com

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  • Choose to Value People (And Yourself) by Their Future Not Their Past.

    Choose to Value People (And Yourself) by Their Future Not Their Past.

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    In his recent TedX talk, Joe DeLoss provides a great goal of choosing to value people by their future rather than their past. By focusing on the future, we can help break the cycles of poverty and incarceration. The hard part in this vision is that it is disruptive to both human resources/hiring and the indiviuals themselves

    Press Release
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    Jan 29, 2016


    Columbus, OH, January 29, 2016 (Newswire.com)
    –
    Everyone has a past, and it is very ‘easy’ to judge them by it. It is so easy that we as individuals often get stuck in the past.  Part of the allure of judging someone’s past is that we do not have to get to know who the person is now, and hindsight is 20/20.  We as individuals and companies need to understand that someone’s past (albeit socioeconomic status, life events, or criminal history) do not determine their future.  I have yet to find a better statement of this then in Joe DeLoss’s TedX talk when he said: “We choose to judge people by their future not their past”. DeLoss’s TedX talk when he said: “We choose to judge people by their future not their past”.

    Who is Joe?  He is an entrepreneur and social activist who started a restaurant named Hot Chicken Takeover in Columbus, OH.  The chicken is good, the mac and cheese is awesome, but his passion for breaking the poverty cycle and improving the world is what is amazing.  

    If we are going to be able to achieve Joe DeLoss’s goal of choosing to view people by their future not their past, we need to meet him half way.

    Jason Zigmont

    Joe’s belief that HR can be disruptive and help to break the poverty cycle is right on.  HCT intentionally hires, educates and supports individuals that are homeless, live in poverty or have a history of incarceration. Not only have they had great success building a reliable workforce but also they are actively giving back.  A quick look at their ‘benefits’ show something different as they are all optional but range from the normal (paid time off) to the unique (1:1 financial counseling, coaching, transportation, education and more).

    It is a powerful model for HR.  I do wonder about how to get more individuals to embrace the concept though.   Maybe the start to valuing people by their future is by doing the same for us.

    Everyone has a past (positive, neutral and negative). We often shortchange ourselves based on that past.  The self talk may go like this “well if only I had…” or “it is too late to change…”  Then what happens is we fall back into our past and limit our future.

    Joe is trying to set a model where companies look towards the future, but what happens if everyone they hire is looking backwards?  You hear the term ‘break the cycle’.  The truth is that we all need to take part if we are truly going to focus on the future.

    I’m with Joe that not everyone has bootstraps to pull themselves up by.   But everyone does need to take one step forward (and not worry about looking backwards).

    So how do people move forward?  It is no surprise that my first answer is education.  That doesn’t mean formal classroom but learning something new.  It can be as simple as learning a new skill, viewpoint or just challenging yourself.  For the poor this may mean starting small, visiting the library or just finding a mentor.  The challenge is to find something new, outside your current circle (or cycle) and going for it.

    For those of us with the means, it may mean formal education.  Taking a class or completing a certification can be more about engaging parts of your brain that have not been stressed lately Than another piece of paper.  Go and join a massive online open course (mooc). Get in the habit of watching a Ted talk everyday. Read everyday – more than Facebook and Twitter.

    Let’s meet Joe half way.  As I sit here eating my hot chicken (which is good) and Mac (amazing) I count myself as blessed to have been able to see HCT at work.  It started as a small window in old towne east (3 blocks from my house) and is now a huge space in the north market.  HCT’s past as a small window in a store did not determine its future and the same goes for everyone out there.  Learn from your past but focus on your future.

    This article was written by Jason Zigmont.  Jason Zigmont is a coach, consultant and author and can be found at http://www.jasonzigmont.net, on Twitter and Facebook.  Jason holds a PhD in Adult Learning and provides coaching services at http://www.jasonzigmont.com.

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