Company Employees – Obitel Kiev http://obitel.kiev.ua/ Just another WordPress site Tue, 20 Jul 2021 18:12:23 +0000 en-US hourly 1 https://wordpress.org/?v=5.7.2 http://obitel.kiev.ua/wp-content/uploads/2021/07/icon-2-150x150.png Company Employees – Obitel Kiev http://obitel.kiev.ua/ 32 32 Tempe Chamber of Commerce: 8 workplace trends employers and employees will embrace http://obitel.kiev.ua/tempe-chamber-of-commerce-8-workplace-trends-employers-and-employees-will-embrace/ http://obitel.kiev.ua/tempe-chamber-of-commerce-8-workplace-trends-employers-and-employees-will-embrace/#respond Tue, 20 Jul 2021 17:45:38 +0000 http://obitel.kiev.ua/tempe-chamber-of-commerce-8-workplace-trends-employers-and-employees-will-embrace/ What will be the main trends in the future workplace that employers and employees will adopt? To help business owners better adjust their policies and work plans after the pandemic, we asked CEOs and professionals this question for their best advice. From increasing insurance benefits to integrating mental health policies, there are several trends that […]]]>

What will be the main trends in the future workplace that employers and employees will adopt? To help business owners better adjust their policies and work plans after the pandemic, we asked CEOs and professionals this question for their best advice. From increasing insurance benefits to integrating mental health policies, there are several trends that can help you better embrace workplace trends for growing your business for years to come. Building a Stronger Work Culture It is increasingly important to focus on creating a strong culture centered on company and employee values. If employees feel they are supporting something worth doing and / or something that supports the values ​​and desires they have, they will be more loyal and involved in their work. Susan Walker, Walker Bookstore Workplaces have changed dramatically over the past year and I anticipate that many of these changes will continue into the long term. In particular: flexible work where staff can share time from home and office. It will also require changes in the way offices are organized and administered, as they will require flexible environments that can accommodate variations in staff and their unique day-to-day needs. Coworking spaces, modular workspace environments, etc. will become the new normal for many businesses. Mike Jones, Resound Each generation is becoming more and more familiar with the speed and efficiency of new technologies – no one wants to waste time. Future businesses and employees will understand that a quick and easy hiring process is essential. Whether it’s fast app features, social media apps, instant messengers, or artificial intelligence bots, keeping the hiring process fast and easy will result in a constant pool of qualified candidates. . Whether you are looking to hire internally, externally, or apply for a new role, taking advantage of new technologies will allow you to earn more in a competitive recruiting market. Matt Cuellar, United Dairymen of Arizona The first thing those of us on the professional staff see is “only consider remotely.” For tasks that can be done remotely (call center, customer support, most IT roles) as long as employees are performing and meeting KPIs, companies that do not authorize WFH will lose those employees. I believe employers are aware of this and will work to develop a model and method that works for their individual businesses. Employers and employees will work in unison to ensure that the work environment is clean, healthy and safe. Paul Quinn, R&K Professional Staffing 2020 has been a particularly difficult year for many families. With COVID-19, so many people have lost loved ones or experienced financial hardship without a safety net. Therefore, I would expect more workplaces to move to increase their insurance benefits in order to attract employees. The pandemic economy has shown us how important it is to invest in risk management insurance products to protect against death and loss of income. Brian Greenberg, Insurist 2020 has certainly forced many businesses to pivot quickly, but I think a lot of the change we’ve been through will be for the better! One trend that I think employers and employees will embrace is flexible working hours in the future. Working 9 to 5 was just not feasible or productive for many employees with children during the pandemic, and I think employers who offered flexible hours saw the benefits. From increased productivity to higher employee satisfaction scores, this trend is a win-win for everyone involved! Carey Wilbur, Charter Capital I am excited about the trends happening in the workplace this year. We have seen a huge shift towards remote working wherever possible and this is a trend that is expected to continue as well. According to the Conference Board, 36% of business leaders are open to hiring workers in the US or internally for work entirely remotely. But it’s also important to remember that as we embrace remote working, we also need to focus on creating opportunities and strategies to focus on mental health and maintain a work-life balance. This is more important than ever as people are likely to prioritize their family and personal needs, creating supportive business structures that will only have a positive impact on us by strengthening employees and teams. . Denise Gredler, BestCompaniesAZ An important trend for employers and employees is to create and nurture a virtual culture. Since moving to a 100% remote working environment, we’ve taken a close look at our employee engagement online. Although Zoom and Facetime exist, the daily moments of water cooling are much less. For some employees it works, but for others more virtual fun and connection is needed. We are building virtual traditions so that everyone feels more connected. Jenn Christie, Markitors Terkel creates community driven content with expert ideas. Register at terkel.io to answer questions and get published.


This press release was produced by the Tempe Chamber of Commerce. The opinions expressed here are those of the author.


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Disneyland moves 2,000 SoCal employees to Florida – NBC Los Angeles http://obitel.kiev.ua/disneyland-moves-2000-socal-employees-to-florida-nbc-los-angeles/ http://obitel.kiev.ua/disneyland-moves-2000-socal-employees-to-florida-nbc-los-angeles/#respond Fri, 16 Jul 2021 19:43:36 +0000 http://obitel.kiev.ua/disneyland-moves-2000-socal-employees-to-florida-nbc-los-angeles/ The Walt Disney Company plans to relocate 2,000 southern California employees to a new “regional campus” in Lake Nona, Fla., Disney Parks, Experiences and Products president Josh D’Amaro told company employees on Thursday. . D’Amaro’s letter was provided to Disney’s “cast members” advising them of the upcoming move to a campus which “has been in […]]]>

The Walt Disney Company plans to relocate 2,000 southern California employees to a new “regional campus” in Lake Nona, Fla., Disney Parks, Experiences and Products president Josh D’Amaro told company employees on Thursday. .

D’Amaro’s letter was provided to Disney’s “cast members” advising them of the upcoming move to a campus which “has been in various stages of planning since 2019”.

The campus location in Lake Nona is near the Orlando International Airport and in Orlando, Florida, where the Walt Disney World resort and theme park operates.

The company expects the new campus to house “most of the Southern California-based DPEP professional roles that are not entirely dedicated to the Disneyland complex,” although details on which employees will relocate are still unknown.

DPEP is the official name for all areas of activity of the Disney company.

International Parks employees and “some corporate roles that primarily support DPEP, along with a few other selected corporate functions, will also be transferred to this campus.


Nona Lake

An image of downtown Lake Nona in Lake Nona, Florida. Lake Nona is near Orlando, and will be the site of a new “regional campus” for Disney, which plans to relocate 2,000 employees from Southern California.

SoCal’s transition to central Florida will take place over 18 months, to give employees and their families time flexibility. Moving assistance will also be provided.

“I realize that we are in a period of continuous transformation, but this transformation will be the catalyst that will spark growth, collaboration and new ideas for the future,” D’Amaro said in the letter to employees, acknowledging that relocation across the country is a “big change”.

Orlando is already home to “over 60,000 Cast Members, Imagineers and employees,” said D’Amaro, who works for Disney’s consumer products, games, and publishing and fantasy industries. Some employees of the company’s Walt Disney Signature Experiences Guided Travel and Owned Vacation division are also based in Florida.

The DPEP chairman highlighted Florida’s “rich culture of hospitality and active lifestyle” as well as its lack of state income tax and lower cost of living.

“Expanding our already large DPEP footprint in Florida makes sense,” D’Amaro said.

Disney theme park workers have suffered massive layoffs at the worst of the pandemic as theme parks have suffered dramatic revenue losses due to security restrictions protecting against a further spread of COVID-19. As of October 3, 2020, Disney employed approximately 203,000 people.

City News Service reported that John Cox, a Republican gubernatorial candidate running against Gov. Gavin Newsom in the fall recall election, was to use the 2,000 employees leaving California as an example of discussing politicians’ “failures” .


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TikTok employees will return to the office 3 days a week http://obitel.kiev.ua/tiktok-employees-will-return-to-the-office-3-days-a-week/ http://obitel.kiev.ua/tiktok-employees-will-return-to-the-office-3-days-a-week/#respond Wed, 14 Jul 2021 12:00:11 +0000 http://obitel.kiev.ua/tiktok-employees-will-return-to-the-office-3-days-a-week/ In a message viewed by Reuters, TikTok said it will allow its employees to stay home two days a week once they return to the office in person. The company will also let each manager decide whether their employees can work full time from home. The policy will apply to all workers and interns in […]]]>

In a message viewed by Reuters, TikTok said it will allow its employees to stay home two days a week once they return to the office in person. The company will also let each manager decide whether their employees can work full time from home.

The policy will apply to all workers and interns in the US, UK and Ireland. So far, they are working completely remotely and haven’t said when they plan to return.

The Chinese company hired thousands of people during the pandemic, according to the post. Many employers believe that their subordinates do not wish to return to work in person, which is why a hybrid model has been proposed to facilitate re-entry into the world of work as we knew it in 2019.


Related: 5 Ways to Start Your Business TikTok

“There is no substitute for in-person collaboration and we are delighted to reopen our offices in the United States. However, it is clear that many of us have adapted well to working from home and appreciate flexibility and balance, ”the internal company message reads.

The United States is one of the biggest markets for TikTok, and the company has offices in Los Angeles, New York, Mountain View, and Austin. Given the success of vaccination in the country, many businesses are already operating normally. Google and Twitter employees in the United States have already returned to the office on Monday, and more tech companies are expected to slowly follow suit.

Copyright 2021 Entrepreneur.com Inc., All rights reserved

This article originally appeared on entrepreneur.com


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How Xoxoday’s Empuls is helping businesses engage employees remotely http://obitel.kiev.ua/how-xoxodays-empuls-is-helping-businesses-engage-employees-remotely/ http://obitel.kiev.ua/how-xoxodays-empuls-is-helping-businesses-engage-employees-remotely/#respond Tue, 06 Jul 2021 05:34:00 +0000 http://obitel.kiev.ua/how-xoxodays-empuls-is-helping-businesses-engage-employees-remotely/ BANGALORE from India, July 6, 2021 / PRNewswire / – Employee engagement was an area of ​​focus in the pre-Covid era, but it has grown in importance in post-Covid reality. Empuls from Xoxoday is the perfect way to truly engage employees in the new world of remote working. It helps businesses connect, recognize, reward and […]]]>

BANGALORE from India, July 6, 2021 / PRNewswire / – Employee engagement was an area of ​​focus in the pre-Covid era, but it has grown in importance in post-Covid reality. Empuls from Xoxoday is the perfect way to truly engage employees in the new world of remote working. It helps businesses connect, recognize, reward and empower their hybrid workforce through an all-in-one employee engagement platform.

In March 2020, every company has been forced to rethink the way it works. Suddenly, the world of work has changed from the office to the home. It was unprecedented and uncharted territory for CXOs, leaders, HR and employees around the world. Thanks to the remote working tools that made this whole process a bit easy for businesses. We have faced a similar situation at Xoxoday and have taken various steps to ensure that our employees are motivated, engaged and happy while working from home in the midst of Covid-19.

we used Empuls, an employee engagement product of Xoxoday to digitally recreate the physical workplace. And that really helped us a lot. Whether it’s a new hire onboarding, a birthday party, or a shout out at someone’s big sales party, we all come together to celebrate. on Empuls. It helps us stay in touch with each other and with the business.

Motivation is very intrinsic to every human being. Whether we remember our days as children, teens or adults, we need the right amount of motivation to get results. This is exactly what Empuls does for employees. It keeps you motivated, charged and reinforces positive behaviors. And during the Covid period, motivation has become essential. Any form of motivation, appreciation, pat on the back, recognition can make your otherwise lonely and dull day bright. Individual comments give you various unspoken information and can be a treasure trove for resolving employee issues and avoiding unwanted attrition. Open channels of communication can build strong camaraderie, belonging, and connect people from a distance.

Who is the winner of remote work: People & Culture

The disruptions of 2020 brought unprecedented urgency to employee engagement practices. Gallup has been closely monitoring employee engagement since 2000, and their data showed that employee engagement in the United States rose from 36% at the end of 2020 to 39% in January 2021. Because even otherwise disconnected employees were now logging into these social intranets and getting to know each other across geographic and departmental boundaries. We saw over 75% monthly active users and 90% NPS scores in our products in 2020-2021.

If there’s one thing that has helped businesses survive and thrive during the pandemic, it’s their people and their culture. Businesses that have always been people initially found it extremely easy to overcome the challenges of working remotely. And companies that lagged behind in human resources and culture practices have found it extremely important to invest in their people immediately. We have seen a similar trend for our human resource management tools like Empuls & Compass. The demand came from various countries and even the Orthodox sectors eagerly awaited such technologies. It is a proud moment for us that we have acquired more than one customer every day during the pandemic and helped our customers be successful during the pandemic

Empuls | Motivate, empower and involve your employees | By Xoxoday

Empuls, a holistic employee engagement platform

Empuls stands out as a holistic solution to solving everyday problems of connection, alignment, motivation and engagement in the workplace. As a result, businesses don’t have to invest in separate solutions to manage employee communication, alignment, recognition, and surveys. It gives you information in terms of employee NPS and retention scores.

Empuls provides a social intranet platform for all internal communications, employee collaboration, celebration and alignment. With a social-like experience, it helps you engage and connect your remote workforce. Empuls surveys allow you to take the pulse of employees. Now you can measure employee engagement in real time and seek proactive feedback and action to create a workplace where employees can thrive.

Recognition and rewards in Empuls allow you to create a culture of appreciation and reinforce the values ​​and mission of the company. You can create multiple celebratory moments by rewarding employee milestones, good performance, festivals, occasions, etc.

An investment in Empuls is an investment in your people, and it’s the right step towards creating a people-centered culture. As said, take care of your employees and they will take care of your customers and your business.

About Xoxoday:

Xoxoday is an all-in-one technology platform to connect, align, motivate and engage employees, channel partners, sales and consumers. Xoxoday was recognized as the Best Tech-HR Platform by People Matters, Top 50 Fastest Growing Tech Companies by Deloitte, Top 10 SaaS Startups by Oracle, Top 100 SMEs by Govt. of India, FT top 100 tech companies 2020 and Deloitte Technology Fast 50 India 2020.

https://www.xoxoday.com

Media contact:

Manoj Agarwal, [email protected], + 91-9686575878, Co-founder of Xoxoday

Logo – https://mma.prnewswire.com/media/1224198/Xoxoday_Logo.jpg

SOURCE Xoxoday


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Whatfix allocates $ 4.3 million for first ESOP buyout http://obitel.kiev.ua/whatfix-allocates-4-3-million-for-first-esop-buyout/ http://obitel.kiev.ua/whatfix-allocates-4-3-million-for-first-esop-buyout/#respond Tue, 06 Jul 2021 05:16:25 +0000 http://obitel.kiev.ua/whatfix-allocates-4-3-million-for-first-esop-buyout/ BENGALURU: Software as a service (SaaS) platform Whatfix has launched an employee share ownership plan (ESOP) of $ 4.3 million (around Rs32 crore) for its employees, the company said on Tuesday . Through the buyout, Whatfix will offer employees the opportunity to liquidate up to 35% of their acquired ESOPs. This is the first buyout […]]]>

BENGALURU: Software as a service (SaaS) platform Whatfix has launched an employee share ownership plan (ESOP) of $ 4.3 million (around Rs32 crore) for its employees, the company said on Tuesday .

Through the buyout, Whatfix will offer employees the opportunity to liquidate up to 35% of their acquired ESOPs.

This is the first buyout by the company where more than 80% of the 175 eligible employees have chosen not to liquidate their acquired shares, the company said in a statement.

Current and former employees will enjoy the value of the shares at the Series D, undiscounted valuation of the company.

Last month, Whatfix raised $ 90 million in its Series D funding round led by SoftBank Vision Fund 2, with participation from existing investors Eight Roads Ventures, Sequoia Capital India, Dragoneer Investment Group, F-Prime Capital and Cisco Investments.

With the fundraising, the company’s valuation stands at nearly $ 600 million, the company told Mint.

“Today Whatfix is ​​a leading digital adoption platform (DAP) and this success is the result of the incredible work done by our employees. Even though the world has seen unprecedented challenges, our employees have managed to make this period one of the highlights for us. It is important that as we grow, our employees grow with us. Through this ESOP buyout, we thank and reward our employees, ”said Khadim Batti, co-founder and CEO of Whatfix.

The eight-year-old startup is a digital adoption platform that helps businesses create and integrate interactive how-tos on a website or web application, while helping to accelerate the software adoption journey for customers. final. Through its product line, the company also helps companies with performance support, change management and training.

In the past two years, Whatfix claims to have tripled its income. The company has also opened an office in the UK, Germany and Australia and has 500 employees in six global offices.

Whatfix has 500 customers worldwide. Its customers include the Dutch Red Cross, Experian, Sentry Financial Services and Bausch & Lomb.

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Pleo raises $ 150 million at a valuation of $ 1.7 billion for its new approach to managing SME spend – TechCrunch http://obitel.kiev.ua/pleo-raises-150-million-at-a-valuation-of-1-7-billion-for-its-new-approach-to-managing-sme-spend-techcrunch/ http://obitel.kiev.ua/pleo-raises-150-million-at-a-valuation-of-1-7-billion-for-its-new-approach-to-managing-sme-spend-techcrunch/#respond Tue, 06 Jul 2021 04:36:07 +0000 http://obitel.kiev.ua/pleo-raises-150-million-at-a-valuation-of-1-7-billion-for-its-new-approach-to-managing-sme-spend-techcrunch/ Whether you are part of the accounting department or just any employee in an organization, expense management can be a long and error-prone part of your job, but also quite mundane. Today, a startup called Pleo – who built a platform that can help some of this work more easily, through a vertically integrated system […]]]>

Whether you are part of the accounting department or just any employee in an organization, expense management can be a long and error-prone part of your job, but also quite mundane. Today, a startup called Pleo – who built a platform that can help some of this work more easily, through a vertically integrated system that includes payment cards, expense management software, and integrated reimbursement and payment services – Announces a major round of growth financing to develop its activity after experiencing strong traction.

The Copenhagen-based startup has raised $ 150 million – money it will use to continue developing more features for its users and for business development. The round, which sets a record for being the largest Series C for a Danish startup, values ​​Pleo at $ 1.7 billion, the startup confirmed.

Approximately 17,000 small and medium-sized businesses now use Pleo, with medium-sized businesses employing around 1,000 employees. Now that Pleo is turning to slightly larger customers (up to 5,000 employees, said CEO Jeppe Rindom), the startup has set an ambitious goal of reaching 1 million users by 2025, a Very lucrative goal, given that expense management is estimated to be an $ 80 billion market in Europe (with the global opportunity, of course, even greater).

It will also use the funds simply to expand its business. Pleo now has around 330 employees across London, Stockholm, Berlin and Madrid, as well as Copenhagen, and will use part of the investment to grow this team and its reach.

Bain Capital Ventures and Thrive Capital co-led this round, a Series C. Previous funders including Creandum, Kinnevik, Founders, Stripes and Seedcamp also participated. Stripes led the startup’s Series B in 2019. It appears that round was oversubscribed: the original intention was to raise just $ 100 million.

Like other business processes, expense management and corporate expense processing have come a long way in recent years.

Gone are the days when expenses inevitably involved collecting paper receipts and manually entering them into a system for reimbursement; now expense management software connects to company issued cards and leverages a range of automation tools to remove certain steps from the process, integrating with internal company accounting policies to mix up the process a little less painfully. And there are a number of companies in this space, from older players like Concur from SAP to startups about to go public like Expensify as well as young entrants bringing new technology into the process.

But, there is still a lot of room for improvement. Rindom, CEO of Pleo who co-founded the company with CTO Niccolo Perra, said the couple came up with the idea for Pleo after years of working in fintech – both were the first employees of the chain startup. ‘B2B Tradeshift sourcing – and saw the first – just how short of tools small and medium-sized businesses in particular were to manage their spending.

Pleo’s approach has been to create, from scratch, a system for small businesses that incorporates all of the different stages of how an employee can spend money on behalf of the business.

Pleo begins with physical and virtual payment cards (which can be used in, for example, Apple Wallet) which are issued by Pleo (in partnership with MasterCard) to purchase goods and services, which in turn are automatically itemized according to internal accounting of a company. systems, with the ability to work with electronic receipts, but also allow people to use their phones to take photos of receipts when they are only on paper, if necessary. These are pretty much tabletop stakes for expense management software these days, but Pleo’s platform takes it one step further.

Users (or employers) can integrate their own bank details to facilitate their reimbursement when they have had to pay for something out of their own pocket; or vice versa to pay for something that should not have been charged to the card. And if there are invoices to pay at a later date from the time of purchase, these can also be processed and set up within Pleo rather than having to consult separately with an accounts department. suppliers to settle them. Higher price levels (beyond basic service for up to five users) also allows a business to set spending limits for individual users. The price is based on the number of users, per month.

Pleo has also integrated fraud protection services into the platform to detect, for example, cases where a card number may have been compromised and is being used for non-business purposes.

What’s remarkable is that the startup has built all the technologies it uses, including the payment functionality, from scratch, to have full control over the features and more specifically to be able to add more. more flexible way over time.

“At first we were working with a partner in services like payments, but that didn’t get us going fast enough,” Rindom said in an interview. “So we decided to take it all in-house. “

It looks like this opens the door to a lot of possibilities for Pleo’s evolution in the years to come, now that he’s focused on hyper-growth. However, Rindom added that whatever next steps they take will remain focused on continuing to resolve the spending problem.

“Regarding our infrastructure, we only use it for ourselves,” he said. “We do not intend to sell [for example, payments] as a service, although we have many other ideas for expanding our offerings. Indeed, the ability to pay invoices was only launched in April of this year. “We offer things all the time, but will only launch those that are relevant to customers. For now, at least.

This focus and maybe even more than that, execution and customer traction is what made investors support a fintech outside of Copenhagen.

“The future of work gives employees the tools they need to be efficient, productive and successful,” Keri Gohman, partner at Bain Capital Ventures, said in a statement. “Pleo understands this critical shift for modern businesses to employee orientation – providing employees with a fun-to-use expense management app that automatically tracks their business expenses and generates expense reports, coupled with powerful tools including businesses need to create full visibility and management of every penny spent.

Bain has been a fairly active investor in European fintech, also supporting GoCardless in its recent cycle. “BCV invests in founders who aren’t afraid to tackle big problems, and Jeppe and Nicco saw a big challenge employers faced: tracking all company expenses and reconciling expenses with ledger — and solved it with sleek technology employers and employees love, ”added Merritt Hummer, Partner at Bain Capital Ventures.

Thrive is also a notable funder here, and it will be interesting to see how and if Pleo links up with others in VC’s portfolio, which include companies like Plaid, Gong, and Trade Republic.

“Pleo has already transformed the way more than 17,000 companies plan to manage their expenses, save time and reduce costs while increasing transparency,” Kareem Zaki, general partner at Thrive Capital, noted in a statement. “We are delighted to partner closely with the Pleo team to help them drive their next phase of growth. “


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Asta Solutions, the latest Australian company to pay its employees in Bitcoin http://obitel.kiev.ua/asta-solutions-the-latest-australian-company-to-pay-its-employees-in-bitcoin/ http://obitel.kiev.ua/asta-solutions-the-latest-australian-company-to-pay-its-employees-in-bitcoin/#respond Mon, 05 Jul 2021 21:12:05 +0000 http://obitel.kiev.ua/asta-solutions-the-latest-australian-company-to-pay-its-employees-in-bitcoin/ Melbourne-based technology consultancy Asta Solutions has become the latest Australian company to offer employees the option of being paid in Bitcoin. Asta last week announced on its Linkedin page he had partnered with the Tasmanian-based company Get Paid in Bitcoin to allow employees to receive a percentage of their pay in BTC. An absolute pleasure […]]]>

Melbourne-based technology consultancy Asta Solutions has become the latest Australian company to offer employees the option of being paid in Bitcoin.

Asta last week announced on its Linkedin page he had partnered with the Tasmanian-based company Get Paid in Bitcoin to allow employees to receive a percentage of their pay in BTC.

Asta has 120 employees listed on Linkedin, working from offices in Melbourne, Sydney and Auckland.

The company offers its customers IT security services, cloud solutions, and the creation of crypto-currencies.

Get Paid in Bitcoin primarily focuses on individual clients, allowing them to receive a fraction of their salary in Bitcoin by providing Get Paid in Bitcoin bank account details to their corporate payroll office.

But the company tweeted it hadbuilds a solution for Australian businesses – A solution that will allow businesses to pay all their staff in #Bitcoin without additional regulatory compliance or complications.

Other Australian companies that let their employees use Bitcoin include Finder, crypto bill payment company Living Room of Satoshi and BTC Markets, the Sydney Morning Herald reported in May.

Satoshi Lounge recently launched a similar service, allowing workers to receive their after-tax salary in BTC by giving their employer the bank details of the Brisbane-based company.

More than 18,000 customers have used Living Room of Satoshi’s bill payment service to pay more than 200,000 BPay bills, according to the company.

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Apple employees threaten to leave if forced to return to office http://obitel.kiev.ua/apple-employees-threaten-to-leave-if-forced-to-return-to-office/ http://obitel.kiev.ua/apple-employees-threaten-to-leave-if-forced-to-return-to-office/#respond Mon, 05 Jul 2021 21:00:53 +0000 http://obitel.kiev.ua/apple-employees-threaten-to-leave-if-forced-to-return-to-office/ Being able to work from home indefinitely is very important to Apple employees, according to a new internal company survey which also found that some would consider leaving their jobs if they were forced to return to the office. As reported through The edge, when the survey was sent out in June, nearly 90 percent […]]]>

Being able to work from home indefinitely is very important to Apple employees, according to a new internal company survey which also found that some would consider leaving their jobs if they were forced to return to the office.

As reported through The edge, when the survey was sent out in June, nearly 90 percent of 1,749 respondents strongly agreed with the statement “flexible work options in terms of location are a very important issue for me” .


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Topeka Frito-Lay workers’ strike demanding better wages, less overtime http://obitel.kiev.ua/topeka-frito-lay-workers-strike-demanding-better-wages-less-overtime/ http://obitel.kiev.ua/topeka-frito-lay-workers-strike-demanding-better-wages-less-overtime/#respond Mon, 05 Jul 2021 18:41:22 +0000 http://obitel.kiev.ua/topeka-frito-lay-workers-strike-demanding-better-wages-less-overtime/ Workers at the Frito-Lay factory in Topeka did not go on strike until 12:01 am Monday, but Anita Schwartz arrived an hour before that at their picket site just west of that factory. An employee of the factory for 26 years, Schwartz told the Topeka Capital-Journal Monday morning that she has long been unhappy with […]]]>

Workers at the Frito-Lay factory in Topeka did not go on strike until 12:01 am Monday, but Anita Schwartz arrived an hour before that at their picket site just west of that factory.

An employee of the factory for 26 years, Schwartz told the Topeka Capital-Journal Monday morning that she has long been unhappy with the way she treats her employees.

“I’ve been waiting for this for a quarter of a century,” she said. “They have to change their ways.”

Schwartz is one of more than 600 workers at the plant, 4236 SW Kirklawn Ave., who are now on strike.

“Just a body”: Forced OT, toxic work environment among Frito-Lay workers’ allegations

These workers are represented in collective bargaining by Local 218 of the Bakery, Confectionery, Tobacco and Millers Workers Union.


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Iceland tried a shortened work week and it was “overwhelming success” http://obitel.kiev.ua/iceland-tried-a-shortened-work-week-and-it-was-overwhelming-success/ http://obitel.kiev.ua/iceland-tried-a-shortened-work-week-and-it-was-overwhelming-success/#respond Mon, 05 Jul 2021 17:11:29 +0000 http://obitel.kiev.ua/iceland-tried-a-shortened-work-week-and-it-was-overwhelming-success/ The city of Reykjavik (Smoky Bay in Icelandic) is the largest city in Iceland. getty As remote working became a huge success for businesses and employees during the pandemic, it opened our eyes to new possibilities for achieving a better work-life balance. We now know that you don’t have to be stuck in an office […]]]>

As remote working became a huge success for businesses and employees during the pandemic, it opened our eyes to new possibilities for achieving a better work-life balance. We now know that you don’t have to be stuck in an office building for more than eight hours a day, five days a week.

There are more and more conversations about four-day work weeks, hybrid models in which you would be in the office two or three days a week and at home the rest of the time. Flexible staggered hours and short working days are also being tested.

A recent study of 2,500 workers in Iceland, or more than 1% of the workforce, was conducted to see whether shortened working days lead to greater productivity and a happier workforce. The tests were carried out at a range of different types of workplaces.

Iceland, like other Nordic countries such as Sweden, Norway, Denmark and Finland, offers generous social services to its citizens. They have a strong health care system, income equality and paid parental leave for mothers and fathers. Iceland differs from its neighbors because the country has longer working hours.

Between 2015 and 2019, Iceland conducted test cases of a 35-36 hour work week without any call for a proportional pay cut. To ensure quality control, the results were analyzed by Autonomy and the Association for Sustainability and Democracy.

Here are the highlights of the study:

  • The trials were a resounding success and, since their completion, 86% of the country’s workforce are now working fewer hours or being granted the right to reduce their hours.
  • Productivity and service delivery have remained the same or improved in the majority of test workplaces.
  • The well-being of workers has increased dramatically across a range of indicators, from perceived stress and burnout to health and work-life balance.
  • The trials have also remained revenue neutral for the city council and the government, providing a crucial, and so far largely ignored, pattern of how future trials might be organized in other countries around the world.

Based on steller’s results, Icelandic unions have negotiated a reduction in working hours. The study also led to a significant change in Iceland, as nearly 90% of the working population now has reduced hours or other accommodation. The stress and burnout of workers has decreased. There was an improvement in work-life balance among respondents.

“This study shows that the world’s largest ever trial of a shorter workweek in the public sector was in all respects a resounding success. This shows that the public sector is ripe to pioneer shorter workweeks – and lessons can be learned for other governments, ”said Will Stronge, research director at Autonomy.

The concept of a four-day week has gained some support in the UK. Around forty-five MPs have called for a committee to look into the possibility of doing something similar to the Icelandic project. Peter Cheese, President of the Government Flexible Working Group, said a four-day workweek and flexible working arrangements “can and should be seen as an equally acceptable way of working as a more standard five-day workweek.” He added “These different forms of work should be considered as part of the standard“And” There are a variety of mechanisms through which you can support people in these more flexible ways of working, which can be helpful in terms of inclusion, well-being and life balance.

Spain has previously announced that it will be experimenting with a four day trial week. The Spanish government has agreed to a 32-hour three-year work week without reducing workers’ compensation. the Washington post reported, “The pilot program aims to reduce risks for employers by asking the government to make up the difference in pay when workers shift to a four-day schedule. he will invest approximately $ 60 million for pilot program costs for companies wishing to participate. It is expected that around 200 companies and 3,000 to 6,000 workers will be involved in the project.

A number of other companies and countries have experimented with the four-day work week and other flexible arrangements. Microsoft Japan conducted a trial of a shorter work week program, called the “Work-Life Choice Challenge 2019 Summer”. The company has given its 2,300 employees the ability to “choose a variety of flexible work styles, depending on work and life circumstances.” Management’s goal was to see if there would be a corresponding increase in productivity and morale when hours are reduced. The results of the experiment were overwhelmingly positive, indicating that workers were both happier and 40% more productive.

Japan is taking a new step and following the example of Spain. The country plans to implement a four-day work week. This is somewhat surprising given the pornographic work culture in Japan, which is as bad, if not more brutal, than the United States’ propensity to work insanely long hours with little or no vacation.

The Japanese government has proposed plans to persuade companies to adopt four-day work weeks. It would be a relief for many workers. The extremely long hours that “employees” (the term used to refer to workers) spent on overwork deaths. It’s so commonplace that Japan has a term for it, karōshi. “The government really cares about this change in attitude take root in Japanese companies, ”said Martin Schultz, chief policy economist at Fujitsu’s Global Market Intelligence Unit.

Andrew Barnes, founder of a New Zealand-based financial services company Perpetual guardian, and her partner, Charlotte Lockhart, are on a mission to get companies to reduce the traditional workweek to just four days. Barnes had previously set up a four-day work week at his company. The results were so positive that Barnes embarked on this campaign to get other companies to join him.

Forward-thinking executives established the Global Foundation of the 4-day week to fund research on the future of work and well-being at work. It is a multinational coalition leading companies towards the widespread adoption of a 4-day work week.

The duo pointed out that last year shattered the myth that people had to go to the office every day. It is high time that we also face other taboos at work. In addition to the four-day work week, the two leaders of the movement say businesses can be creative and innovative. The future of post-pandemic work could also include four- or five-hour workdays, half-days, flexible staggered schedules where people come and go according to their lifestyle needs as well as hybrid models. and distant. It’s exhilarating to see these worker-friendly changes happening so quickly.


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