Company Employees – Obitel Kiev http://obitel.kiev.ua/ Just another WordPress site Tue, 19 Oct 2021 13:33:24 +0000 en-US hourly 1 https://wordpress.org/?v=5.8 https://obitel.kiev.ua/wp-content/uploads/2021/07/icon-2-150x150.png Company Employees – Obitel Kiev http://obitel.kiev.ua/ 32 32 The biggest misconception of what it means to be happy at work https://obitel.kiev.ua/the-biggest-misconception-of-what-it-means-to-be-happy-at-work/ https://obitel.kiev.ua/the-biggest-misconception-of-what-it-means-to-be-happy-at-work/#respond Tue, 19 Oct 2021 13:17:18 +0000 https://obitel.kiev.ua/the-biggest-misconception-of-what-it-means-to-be-happy-at-work/ Jenn Lim has spent the past decade as CEO of Delivering Happiness, a business consulting firm that works with global companies to help them create happier, more sustainable workforces using scientific research into happiness. And during the global pandemic that has caused people to reexamine their values, many Americans are finding that their day jobs […]]]>

Jenn Lim has spent the past decade as CEO of Delivering Happiness, a business consulting firm that works with global companies to help them create happier, more sustainable workforces using scientific research into happiness.

And during the global pandemic that has caused people to reexamine their values, many Americans are finding that their day jobs don’t match how they want to spend their time. As a result, the U.S. job market has seen record waves of people quitting their jobs in the spring and summer in search of something that could give them more flexibility, pay, motivation, and happiness.

But for all the ways employers try to keep workers on site or attract new ones, Lim says there’s one important thing wrong with what it means to be happy at work.

The Biggest Misconception About Happiness At Work

Too often, when companies try to create a supportive, happy, or fun corporate culture, they do so by offering additional amenities or perks, like free breakfasts at the office or a monthly wellness allowance. It can make the work environment more enjoyable, Lim says, but only creates a happier workplace on a very superficial level.

“The biggest misconception about workplace happiness is taking things extrinsic and thinking that’s what people really care about – those perks,” Lim told CNBC Make It.

Lim adds that she saw this overreliance on additional benefits. ever since she started her career in Silicon Valley as a “Baby Dot Com”, to the days when having a good work culture was synonymous with “things like having ping pong tables and free Red Bull in the office”.

Public sentiment about convenience-filled corporate campuses has changed over the years, especially during the pandemic, when employers could no longer rely on their office experience as a staple of their corporate culture. But Lim says employers have always fallen into the same trap when trying to figure out how to engage and support employees outside of a traditional office space, such as giving employees access to mental health apps. instead of doing the job figuring out what’s really keeping people from feeling motivated in their jobs.

How leaders should think about happiness at work

What employers lack when they rely on the offer of additional benefits is to determine the intrinsic motivation of their employees, or “why we present ourselves, depending on who we are as human beings”.

“If we think of retention,” Lim says, “we think of people who want to be productive and engaged. The more they are treated like human beings, the more they will present themselves.”

This deeper exploration of what people expect from their jobs forces leaders and executives to “consider treating people as a holistic person – not just their skills or their roles and responsibilities,” says Lim.

She says leaders should consider: where are their employees mentally? Where are they emotionally? Where are they physically? Where are they in relation to? How do they relate to the purpose and values ​​of the company, and is the company doing enough to help them make that connection?

Lim’s latest book “Beyond Happiness” offers exercises that individuals can do to better understand their intrinsic motivations, as well as what employers need to do to enable workers to integrate these values ​​into their daily work environment.

Values ​​assessments – and building company-wide strategies to support employees – don’t have to be expensive, either, adds Lim.

“There is a misconception that if you invest in your people, it will be a big expense for a business,” Lim says. “But the more you invest and see people as an asset rather than an expense, the more you will see the positive results in who they are, what they do and what they engage in. It benefits the goal of. profitability of the company., and their objective too. “

To verify:

Workers quitting en masse are “a good thing,” says workplace happiness expert: here’s why

1 in 4 workers quit their job this year: Here’s what companies are wrong about retention

These 10 companies have the happiest employees, here’s why

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Apple employee, who spoke out on discrimination, fired | Business and Economy News https://obitel.kiev.ua/apple-employee-who-spoke-out-on-discrimination-fired-business-and-economy-news/ https://obitel.kiev.ua/apple-employee-who-spoke-out-on-discrimination-fired-business-and-economy-news/#respond Mon, 18 Oct 2021 08:22:46 +0000 https://obitel.kiev.ua/apple-employee-who-spoke-out-on-discrimination-fired-business-and-economy-news/ Janneke Parrish helped lead the #AppleToo movement to help employees speak out against discrimination in the workplace. An Apple employee who led her colleagues to publicly share cases of harassment and discrimination at the company said she was fired. Janneke Parrish, head of the Apple program in the United States, said the iPhone maker informed […]]]>

Janneke Parrish helped lead the #AppleToo movement to help employees speak out against discrimination in the workplace.

An Apple employee who led her colleagues to publicly share cases of harassment and discrimination at the company said she was fired.

Janneke Parrish, head of the Apple program in the United States, said the iPhone maker informed her on Thursday that she had been fired for removing material from the company’s equipment while she was doing the subject of an investigation into a city hall leak from a company to the media. She told Reuters that she denies being responsible for the leak.

Parrish said she removed apps with details about her finances and other personal information before turning her devices over to Apple as part of the investigation.

Parrish, who ran for Round Rock, Texas city council this year, helped lead the #AppleToo movement, which has led Apple employees to speak out against inconsistent salaries, a lack of transparency and other problems in the workplace. She said she believed she was fired for her workplace activism.

“To me, this clearly seems retaliation for my denouncing the abuses that have occurred at my employer, pay equity and, in general, our working conditions,” she said.

Apple said on Friday it was not discussing specific employee issues.

Apple has seen other examples of employee unrest recently. Last month, two Apple employees told Reuters they filed a complaint against the company with the National Labor Relations Board. The workers accused Apple of retaliation and disrupting the discussion of wages among employees, among other allegations.

U.S. law protects the right of employees to openly discuss certain matters, including working conditions, discrimination, and equal pay.

Apple said it is “deeply committed to creating and maintaining a positive and inclusive workplace” and takes “all concerns” of employees seriously.

Parrish said she was careful to follow company rules and never shared any information she believed was confidential. She said she continued to post the #AppleToo digest after being investigated in late September.

“On the contrary, it has made the importance of this work clearer than ever, when Apple’s response to criticism is to launch internal investigations into those it wants to see disappear,” she said. “It’s easier for them to fire people than to actually listen. “


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Fighting for better wages, benefits and respect, workers at Kellogg, Deere and other companies quit their jobs in a new ‘Striketober’ movement https://obitel.kiev.ua/fighting-for-better-wages-benefits-and-respect-workers-at-kellogg-deere-and-other-companies-quit-their-jobs-in-a-new-striketober-movement/ https://obitel.kiev.ua/fighting-for-better-wages-benefits-and-respect-workers-at-kellogg-deere-and-other-companies-quit-their-jobs-in-a-new-striketober-movement/#respond Sat, 16 Oct 2021 15:06:04 +0000 https://obitel.kiev.ua/fighting-for-better-wages-benefits-and-respect-workers-at-kellogg-deere-and-other-companies-quit-their-jobs-in-a-new-striketober-movement/ BATTLE CREEK, MI – OCTOBER 07: Workers at Kellogg’s Grain Plant demonstrate outside the plant on … [+] October 7, 2021 in Battle Creek, Michigan. Kellogg’s grain mill workers are on strike over the loss of premium health care, paid time off and paid time off and reduced retirement benefits. (Photo by Rey Del Rio […]]]>

There is growing and seething anger and resentment in the workplace. It manifested itself for the first time in the movement of the Great Resignation. Millions of Americans have quit their jobs.

These were mostly frontline workers who were announced at the start of the pandemic. We appreciated that they risked their health and safety by delivering food and packages, working in warehouses and distribution centers, driving us when we were worried about taking buses and subways, and meeting other needs while white collar workers stayed safe at home. As the epidemic worsened, many of these people were made redundant or put on leave.

Once the restrictions were relaxed and people were able to exit again, there was a dramatic and almost insatiable need for workers in restaurants, bars, hotels, airlines, sporting events, concerts, supermarkets, retail stores, department stores and department stores.

This time it was different. No one thanked the waiters, bartenders, retail store clerks or other blue collar workers. They had to deal with surly customers, people who did not wear masks, long and constantly changing hours, low wages and little or no growth potential. Workers are quitting their jobs in droves, believing there must be a better way to make a living and to be treated with respect and dignity.

We have now entered the next phase. This month, more than 100,000 workers are threatening to close their jobs or go on strike in a new movement called Striketober. ” Low wages, mediocre benefits and unfair treatment are some of the reasons given for this new trend.

Time reports that “In the first five days of October alone, there were 10 strikes in the United States, including workers at Kellogg factories in Nebraska, Michigan, Pennsylvania and Tennessee; school bus drivers in Annapolis, Maryland; and concierges at the Denver airport. This does not include the “nearly 60,000 members of the film and television production union who voted almost unanimously to grant the president of their union the power to call a strike.”

More than 1,400 Kellogg employees walked out on October 5 at a number of grain factories across the country. The union said the action was brought in a contractual dispute over health care, pension benefits, vacation and vacation pay. Workers and the union also argue that the company has threatened to move American jobs to Mexico.

The Kellogg company called the union’s allegations “grossly misleading” and said it had “not offered to move any serial jobs out of the United States.” on strike at the company’s grain plants across the country.

Over the summer, more than 600 Frito-Lay workers at a factory in Topeka, Kansas, quit work to protest their working conditions and forced overtime. Workers at the Nabisco factories went on strike in August to protest against plans by Nabisco’s parent company, Mondelez International, to move some of the work to Mexico, among others.

According to the Associated Press, more than 24,000 nurses and other healthcare workers at Kaiser Permanente, one of the country’s largest healthcare systems, have authorized a strike, threatening to resign over wages and working conditions .

A spokesperson for Kaiser Permanente said: “We ask our employees to reject a call to get away from patients who need it. Our priority is to continue to provide our members with high quality and safe care. In the event of a work stoppage of any kind, our facilities will be staffed with our doctors as well as trained and experienced managers and emergency personnel. ”

In the first major walkout in over thirty years, more than 10,000 Deere & Co. workers went on strike Thursday. They complained about poor wages, benefits and working conditions. The workers said their pay was minimal compared to the company’s record profits and the CEO’s substantial $ 14.7 million compensation package.

Democratic Senator Elizabeth Warren backed the strike, saying: “Workers have had their backs down for decades now. She added that in the past, the government “stood on the side of the giant companies” and that “that is starting to change”.

Brad Morris, vice president of labor relations at Deere, said in a statement: “We are committed to reaching a deal with the UAW that would put every employee in a better economic position and continue to make them the highest paid employees. in agriculture and construction industries ”, and“ We will continue to work day and night to understand the priorities of our employees and resolve this strike. ”

The rallying cry during the Covid-19 epidemic was “We are all in the same boat”. The cruel reality is that the pandemic has resulted in the enrichment of the rich. Billionaires have seen their collective net worth jump to billions. Knowledge workers were inconvenienced, but they could work safely from the comfort of their homes and mainly earned their wages.

On social media we are bombarded with dizzying new rich bragging about how much money they make trading memes stocks, cryptocurrencies, Spacs, and NFTs. Unicorn startups have struck millionaires overnight for their founders, executives, and some lucky employees. CEOs of big companies have kept their salaries lush and guys like Jeff Bezos, Mark Zuckerberg, and Elon Musk have grown richer than anyone could imagine.

American billionaires saw their wealth increase by $ 1.8 trillion during the pandemic, according to a report by Americans for Tax Fairness and the Institute for Policy Studies Program on Inequality. It came as more than 86 million Americans lost their jobs during the virus outbreak. The ranks of billionaires reached around 708 in August. The aggregate net worth of $ 4.7 trillion, as of Aug. 17, is greater than the total net worth of the poorest 50 percent of Americans.

Juxtapose that with the average waitress, warehouse worker, or Uber driver. They live a meager existence while watching others get rich. This is not an indictment against capitalism, it just shows how the pandemic has widened the wealth gap between Americans.

The long-term results of such a large wealth and power gap could turn America into a modern medieval feudal society in which there are a small number of incredibly wealthy people controlling the economy with the help of a coterie of lawyers, accountants, money managers and management consulting. The rest of the population will do most of the work for low wages, little dignity and poor treatment. No wonder the workers try to form unions and go on strike.


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Netflix fired employee who staged walkout in solidarity with trans workers – TechCrunch https://obitel.kiev.ua/netflix-fired-employee-who-staged-walkout-in-solidarity-with-trans-workers-techcrunch/ https://obitel.kiev.ua/netflix-fired-employee-who-staged-walkout-in-solidarity-with-trans-workers-techcrunch/#respond Fri, 15 Oct 2021 21:26:39 +0000 https://obitel.kiev.ua/netflix-fired-employee-who-staged-walkout-in-solidarity-with-trans-workers-techcrunch/ Netflix fired an employee who ran the company’s trans employee resource group and planned a walkout on October 20, a former Netflix employee with knowledge of the situation told TechCrunch. The termination was first reported by The Verge. Netflix employees planned the walkout to protest against statements by its co-CEO, Ted Sarandos, about Dave Chappelle’s […]]]>

Netflix fired an employee who ran the company’s trans employee resource group and planned a walkout on October 20, a former Netflix employee with knowledge of the situation told TechCrunch. The termination was first reported by The Verge.

Netflix employees planned the walkout to protest against statements by its co-CEO, Ted Sarandos, about Dave Chappelle’s recently released special, “The Closer.” The company says it fired the employee in question because it suspects it leaked inside information.

“We fired an employee for sharing confidential and commercially sensitive information outside of the company,” a Netflix representative told TechCrunch. “We understand that this employee may have been motivated by disappointment and hurt by Netflix, but maintaining a culture of trust and transparency is at the heart of our business.”

The leaked information in question appears to be internal actions on “The Closer” that appeared in a Bloomberg story, which reported that Netflix spent $ 24.1 million on the one-time special. Meanwhile, the company spent $ 3.9 million on Bo Burnham’s recent comedy special “Inside” and $ 21.4 million on “Squid Game,” Netflix’s best nine-episode debut.

Earlier this month, as Netflix prepared to release “The Closer,” employees raised concerns about the potentially dangerous anti-trans jokes on the show – Chapelle goes so far as to say it is “Team TERF”, referring to radical trans-exclusionist feminists, who confuse gender with biological sex and oppose the movement for transgender rights. When Netflix released the special on October 5 anyway, Netflix employees and subscribers went on a rampage against the streaming service.

The day after the special was released, a trans software engineer from Netflix Terra Field tweeted a viral thread on the impact of anti-trans rhetoric. “Promoting the TERF ideology (which we did by giving it a platform yesterday) directly harms trans people, it is not a neutral act. This is not a two-sided argument. It’s an argument with trans people who want to be alive and people who don’t want us to be, ”Field wrote.

Shortly after, Netflix suspended Field and two other employees for attempting to attend a manager-level meeting they had not been invited to. But Field was reinstated the next day, after finding out that she hadn’t tried to attend the meeting with bad intentions – in fact, a manager had shared the link, which led her to think she might attend. But some Netflix employees were fed up, especially after co-CEO Ted Sarandos wrote to them in an email that “on-screen content doesn’t directly translate into real-world damage.” He continued, “We have ‘Sex Education’, ‘Orange Is the New Black’, ‘Control Z’, Hannah Gadsby and Dave Chappelle, all on Netflix. The key to that is increasing diversity within the ‘content team itself.

A lesbian comedian celebrated for her Emmy-winning Netflix special “Nanette,” Hannah Gadsby has spoken out against Sarandos’ attempt to paint her as a figurehead of queer inclusivity at Netflix.

“You didn’t pay me enough to deal with the real-world consequences of the hateful hissing dog that you refuse to recognize, Ted,” she wrote on Instagram. “Fuck you and your cult of amoral algorithms.” “

As Netflix fires the flame by firing an organizer for the upcoming trans walkout, some people are assignment links to cancelnetflix.com, which direct users to Netflix’s help page on how to cancel subscriptions.

We have read all of your comments and have used them to continue to advocate for bigger and better queer representation, ”tweeted More, Netflix’s LGBTQ + account. “Ok you can start yelling at us again now.



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ZoomInfo Receives Comparable Awards for Best Compensation and Happiest Employees | Business https://obitel.kiev.ua/zoominfo-receives-comparable-awards-for-best-compensation-and-happiest-employees-business/ https://obitel.kiev.ua/zoominfo-receives-comparable-awards-for-best-compensation-and-happiest-employees-business/#respond Thu, 14 Oct 2021 13:02:30 +0000 https://obitel.kiev.ua/zoominfo-receives-comparable-awards-for-best-compensation-and-happiest-employees-business/ VANCOUVER, Washington – (BUSINESS WIRE) – October 14, 2021– ZoomInfo (NASDAQ: ZI), a global leader in modern go-to-market software, data and intelligence, today announced that it has received comparable awards for the best pay and the happiest employees among the big companies. By considering 60,000 companies for its quarterly Best Workplaces awards, Comparably placed ZoomInfo […]]]>

VANCOUVER, Washington – (BUSINESS WIRE) – October 14, 2021–

ZoomInfo (NASDAQ: ZI), a global leader in modern go-to-market software, data and intelligence, today announced that it has received comparable awards for the best pay and the happiest employees among the big companies.

By considering 60,000 companies for its quarterly Best Workplaces awards, Comparably placed ZoomInfo among its top 15 large companies for both best pay and happiest employees, raising it more than 10 spots on each list. from 2020.

“The competition for talent in the tech industry has never been stronger,” said Henry Schuck, founder and CEO of ZoomInfo. “Additionally, our people are the primary reason we are one of the most profitable and fastest growing companies in the industry, and we are delighted to be able to reward them for their hard work. We’re proud that ZoomInfo is a place where someone can start as an hourly employee and – with or without a college degree – still move into a managerial position with a six-figure salary a few years later.

ZoomInfo continues to expand its collection of corporate culture awards in 2021. Last week, the company was honored by MassTLC for its impact on inclusion. It was named to Fortune’s List of Best Places to Work for Millennials and the Oregonian’s List of Best Workplaces in Oregon and Southwest Washington. ZoomInfo also appeared on Comparably’s 2021 lists for Best Business Opportunities, Best Career Growth, Best Business Leadership, and Best CEOs for Diversity.

Workplace culture and compensation monitoring site, Comparably rates companies based on sentiment ratings provided anonymously by employees about their workplace across multiple categories on Comparably.com over a period of time. 12 months (September 1, 2020 – September 1, 2021).

“In order to recruit and retain the best talent today, companies must offer competitive compensation at all levels,” said Jason Nazar, Co-Founder and CEO of Comparably. “Employees at top companies on our annual Top Compensation list – like ZoomInfo – say they feel valued and more motivated to do a great job because their organizations invest in it to help move the business forward. “

For the full list of Comparably Award winners, please visit www.comparably.com/awards. To learn more about career opportunities at ZoomInfo, please visit www.zoominfo.com/about/careers.

About comparable

Comparably is a leading workplace culture and compensation monitoring site that provides the most comprehensive and accurate representation of what it’s like to work in companies. Employees can anonymously rate their employers across 20 different corporate culture categories, providing the public with a transparent and in-depth overview of workers’ experiences based on their gender, ethnicity, age, service, experience, location, education, and job size. the company. Since its launch in 2016, Comparably has accumulated 10 million ratings in 60,000 US companies. The platform has become one of the fastest growing SaaS solutions for the employer brand and a trusted third-party site for workplace and payroll data, including its annual Best Places to Work series.

About ZoomInfo

ZoomInfo (NASDAQ: ZI) is a leader in modern marketing software, data and intelligence for more than 20,000 companies worldwide. The ZoomInfo platform empowers business-to-business sales, marketing and recruiting professionals to reach their numbers by combining cutting-edge technology with unmatched coverage, accuracy and depth of company and contact data. With integrated integrations into workflows and technology stacks, including leading CRM, sales engagement, marketing automation and talent management applications, ZoomInfo is driving more predictable, accelerated and sustainable growth for his clients. ZoomInfo emphasizes GDPR and CCPA compliance. In addition to creating the industry’s first proactive notification program, the company is a registered data broker with the states of California and Vermont. Learn about ZoomInfo’s commitment to compliance, privacy and security. For more information on our leading marketing software, data and intelligence, and how they help sales, marketing and recruiting professionals, please visit www.zoominfo.com.

See the source version on businesswire.com: https://www.businesswire.com/news/home/20211014005577/en/

CONTACT: Media

Rob Morse

Manager, Communications

541-556-9387

pr@zoominfo.com

KEYWORD: WASHINGTON UNITED STATES NORTH AMERICA

INDUSTRY KEYWORD: TECHNOLOGY HUMAN RESOURCES SECURITY MARKETING COMMUNICATIONS PROFESSIONAL SERVICES SOFTWARE DATA MANAGEMENT FOR SMALL BUSINESSES SEARCH ENGINE MARKETING

SOURCE: ZoomInfo

Copyright Business Wire 2021.

PUB: 10/14/2021 9:00 a.m. / DISC: 10/14/2021 9:02 a.m.

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Accused monopoly Varsity Spirit Spars with former employees – Sportico.com https://obitel.kiev.ua/accused-monopoly-varsity-spirit-spars-with-former-employees-sportico-com/ https://obitel.kiev.ua/accused-monopoly-varsity-spirit-spars-with-former-employees-sportico-com/#respond Wed, 13 Oct 2021 04:01:34 +0000 https://obitel.kiev.ua/accused-monopoly-varsity-spirit-spars-with-former-employees-sportico-com/ Varsity Spirit, the billion-dollar, Bain Capital-owned cheerleader company that fights a trio of federal antitrust lawsuits, is now facing a growing group of former employees trying to carve out their own corner of competitive joy. “All Star” market. New ventures started by high-ranking former Varsity insiders present additional challenges for the joy giant, which has […]]]>

Varsity Spirit, the billion-dollar, Bain Capital-owned cheerleader company that fights a trio of federal antitrust lawsuits, is now facing a growing group of former employees trying to carve out their own corner of competitive joy. “All Star” market.

New ventures started by high-ranking former Varsity insiders present additional challenges for the joy giant, which has recently shown vulnerability after decades of largely undisputed leadership.

Since last year, Varsity has filed a complaint against three ex-executives: National Sales Director Kevin Brubaker; vice president of operations Abel Rosa; and Oklahoma State Director Josh Quintero, accusing them of violating non-compete covenants.

Following their ouster, Brubaker and Rosa announced the formation of Legacy Tours last fall, a company that planned to host a series of cheerleading and dance competitions across the country this year. Quintero resigned from Varsity in December to take on the role of communications director for the Open Championship Series, a cheerleading cooperative of more than 70 international event producers. In court records, Varsity said Legacy Tours and OCS represent direct competition for his business.

Rosa’s case is scheduled for trial in January, and there is a programming conference Friday in the Brubaker case. After the Varsity lawsuit was filed, Rosa told a court that she stopped working for Legacy Tours and the company subsequently canceled all of its incentive events for 2021.

Brubaker, meanwhile, claimed that Varsity “fraudulently tricked him” into signing a six-month layoff agreement last spring, under the false impression that he was free to work in the industry after the expiration of its mandate.

In defending his leap to the OCS, Quintero cited antitrust claims made by other parties against Varsity, arguing that the breach of contract litigation is “consistent with the practice of Varsity… events.” The Quintero case should be judged at the end of next year.

Rosa, Brubaker and Quintero did not respond to requests for comment. Although Varsity has sued them separately, each of the defendants is represented by the same Tennessee-based attorney Will Carver, who also declined to comment.

Last week, two other former key Varsity employees, Managing Director Brian Elza and National Sales Director Jim Hill, announced they would be launching sister cheerleading competition companies, Liberty Spirit and Freedom Spirit.

In corresponding press releases revealing their associated brands, Hill and Elza, whose jobs at Varsity ended last summer, said they would compete in the Open Championship Series. They have also made it clear that they will not be joining the United States All-Star Federation (USASF), a national governing body founded by Varsity and embroiled in a controversy over its handling of cases of sexual misconduct by cheerleader coaches. Elza was previously a member of the USASF board of directors, while Hill served on several of its committees.

“I hope that with all that has happened recently, the USASF will take the appropriate steps to ensure that their organization benefits all member companies and all athletes,” Elza said in the statement. “If and when that happens, we will reconsider our decision. “

The USASF did not respond to a request for comment.

In an interview with SporticoElza says he assumes that the USASF would welcome her company’s participation in the future, if she later applied for admission. “I was a member of the board for seven years,” he said. “There are still people on the board who are my friends. “

Hill, meanwhile, says the cheerleader world has long called for “unauthorized” events outside of the USASF’s imprimatur, and that he hopes to exploit that desire.

The duo lost their top selling positions at Varsity Spirit amid the pandemic-fueled corporate restructuring, which has seen a number of former departures since Bain’s 2018 acquisition of its parent company, Varsity. Brands.

“It was a shock,” Elza said. “There was no part of me that thought I was going to lose my job.”

Yet Elza and Hill chose to wait until their negotiated non-compete clauses were concluded before launching their new businesses. Elza says that just before his Liberty Spirit announcement, he reached out to Varsity for a final go-ahead.

Varsity did not respond to a request for comment sent to a spokesperson.

Hill says he and Elza plan to initially pursue the cheerleading event market in the Northeast and Mid Atlantic.

“We’re competing for the same people,” said Hill, “but it’s hard to say you’re ‘competing’ with Varsity, based on their size. I’m not looking to go out and take over the world. I am looking to provide quality options for people who are looking for these options at a lower price.

David Owens, director of events for the Open Championship Series, says he welcomes former University officials with open arms.

“We are pro-competition,” Owens said. “We are not afraid of people coming to the market.”

In addition to his role in the OCS, Owens is the owner of the Oklahoma City Rockstar Championships, a co-plaintiff in one of the class actions against Varsity, brought by the companies American Spirit and Cheer Essentials.

The lawsuit not only accused Varsity of illegal anti-competitive behavior, but also of RICO violations. In August, the federal judge overseeing the three antitrust lawsuits dismissed Varsity’s petition to dismiss a case brought by a group of gyms and parents, who had purchased varsity products or paid a varsity contest entry fee. The USASF is a co-defendant in this lawsuit.

Elza confirmed that he was subpoenaed last week by the plaintiffs’ attorneys to appear for a deposition, something in which he admitted he was “not really keen on to participate”.

As the court cases progress, the immediate threat these new cheerleader companies pose to Varsity’s bottom line appears to be minor. After years in which Varsity was seen as a steamroller or systematically engulfing competitors, some observers see the pendulum swinging towards decentralization.

“I almost see this as cyclical,” said Sheila Noone, longtime communications director for Varsity, who was also laid off last spring. “Thinking back to the early days of all-star cheerleading in the late 90s and early 2000s, there were so many event companies going out and fighting each other for business. “

The response to the Liberty Spirit announcement “blew me away,” Elza said. “People are eager to change. They haven’t had a change for a long time.

Owens said it was “too early to tell” if these new entities could seriously challenge Varsity’s dominance. This summer, Owens spoke to the Federal Trade Commission at a public meeting, telling regulators that Varsity’s influence over the USASF and another national governing body, USA Cheer, posed “an immediate threat to the children’s health, welfare and safety and sport. “

In December, a United States today The investigation revealed “an inherently flawed process” in the USASF’s oversight role, which allowed dozens of cheerleading coaches who had been accused of sexual or psychological abuse to continue to coach. young athletes.

Last month, Varsity founder Jeff Webb, himself a co-defendant in one of the antitrust lawsuits, said Sportico that much of the antipathy towards the company arose out of jealousy of the industry. Webb resigned from Varsity in December, saying he was leaving to focus on his work as president of the International Cheer Union and pursue political endeavors.

Webb and Varsity have denied that the company has ever operated as a monopoly.

A number of former Varsity officials, in addition to Elza, could serve as key witnesses in the antitrust litigation, in the event of a lawsuit. Brubaker, for example, is specifically referenced in the American Spirit complaint as an example of “the growth and entrenchment of the monopoly business of Varsity.”

Prior to joining Varsity, Brubaker founded Atlanta Cheersport, which oversaw one of the nation’s largest cheerleading events. Varsity took control of Cheersport in 2012 and its 30 annual cheerleading and dance competitions. As part of the acquisition, Brubaker became an executive of Varsity, eventually joining the management team. (He did not respond to requests for comment.)

Varsity says that as part of his job, Brubaker agreed to a three-year non-compete agreement in the event of departure. In April, Brubaker signed a separation agreement with Varsity that paid him $ 72,000, according to the company’s complaint. The lawsuit, like Rosa’s, was filed in Tennessee State Chancellery Court in Memphis, where Varsity’s headquarters are located.

Six months later, Brubaker and Rosa, along with six other former Varsity employees, formed two LLCs under the trade name “The Legacy Connection”. Varsity alleges that Brubaker began sending email solicitations to “many cheerleader coaches, gym owners and others” inviting them to participate in a series of Legacy cheerleader and dance competitions. Tours planned to organize across the country.

Varsity then sued and sought injunctions against Brubaker and Rosa, and earlier this year the parties agreed to a temporary injunction, which remains in effect. Rosa admitted that she was unaware of the covenants in a Bain Capital stock option plan offered to Varsity employees when Bain acquired the company. However, Rosa maintains that he never exercised the option and therefore should not be subject to his two-year non-compete clause.

Owens considers the Varsity employment litigation only “delaying the inevitable.”

He added: “I basically consider them to be bullies with a big stick, and they have a lot of money.”


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Reston SAIC IT Company Adds Four-Day Work Week Policy for 26,000 Employees https://obitel.kiev.ua/reston-saic-it-company-adds-four-day-work-week-policy-for-26000-employees/ https://obitel.kiev.ua/reston-saic-it-company-adds-four-day-work-week-policy-for-26000-employees/#respond Mon, 11 Oct 2021 23:02:53 +0000 https://obitel.kiev.ua/reston-saic-it-company-adds-four-day-work-week-policy-for-26000-employees/ As it begins to plan for a potential return to its offices in 2022, the Reston, Va.-Based IT services company International Society for Scientific Applications (SAIC) introduces a new policy in its workplace culture toolkit: a flexible four-day work week. As part of a series of initiatives that will be fully implemented by the start […]]]>

As it begins to plan for a potential return to its offices in 2022, the Reston, Va.-Based IT services company International Society for Scientific Applications (SAIC) introduces a new policy in its workplace culture toolkit: a flexible four-day work week.

As part of a series of initiatives that will be fully implemented by the start of the company’s fiscal year on February 1, SAIC is implementing a program that gives employees the ability to change their weekly schedules. As of this fall, the company’s 26,000-strong employees can choose to work a few extra hours each day in order to have one extra day off per week.

It is not alone. In an age when a lot of business is still done remotely, employers are starting to rethink what a workday (and a workweek) really looks like. A recent Technical.ly Culture builder column noted that there is a flurry of four-day work weeks throughout the East Coast, with DMV companies like Fifth tribe and Tricerate having recently made the transition, while Philadelphia Wildbit has been operating successfully for four days for years. There’s even a bill in Congress proposing a 32-hour work week.

Michelle o’haraSAIC executive vice president and chief human resources officer told Technical.ly the new option follows in the footsteps of a previous policy, in which employees could work an extra hour a day and be off every other Friday. .

The company, which is still a long way off, decided to reassess and create something new after seeing what employees really prioritized during the pandemic.

Topping the list was creating a more holistic approach to employee wellness and how a personalized schedule can come into play.

“We made this connection between flexibility, well-being and inclusion,” said O’Hara. “Flexibility is the foundation of [inclusion and well-being]. When you can give employees a feeling of ultimate flexibility to handle what’s going on inside and outside of work – and these days we know it’s all mixed up – it actually creates a more inclusive environment because more employees are able to engage in healthy ways.

In addition to the four-day work week option, SAIC is also implementing increased paid family leave, recognizing Juneteenth as a corporate holiday and updating its healthcare offerings.

What’s different about the new policy, O’Hara said, is that, based on employee feedback, they now have the option of choosing which day they leave each week. Previously, she said, employees could only take off on Fridays with the flexible schedule. Employees can also choose to work a regular schedule from 9 a.m. to 5 p.m. if they wish.

While O’Hara believes employees are more productive overall with the four-day workweeks and remote work, she said the goal of such a customizable policy is also to increase productivity while preventing Professional exhaustion.

“We want to give employees as many options as possible,” said O’Hara.

At work. (Photo by Avel Chuklanov on Unsplash)

Much of the plan, O’Hara said, will have the company’s 3,500 managers as points of contact for flexible scheduling, ensuring deadlines and large meetings are not scheduled on days when many employees. will be gone.

O’Hara said the policy is and will continue to be a work in progress, as leaders have had lengthy discussions about the best ways to implement it, especially given SAIC’s size. But she noted that the difficulty of implementing a four-day week shows how important politics is.

“It is difficult to [offer flexibility] on a large scale, but I think that’s the point – that in general, something really impactful and daring is going to be difficult, ”O’Hara said. “We wanted to make sure there was a frank commitment that we were not only going to say we were doing things but that we were going to follow through.”

Going forward, O’Hara hopes the new policy will continue on the path of inclusiveness offered by flexibility, which she believes is the biggest impact on corporate culture. She also sees the four-day work week as an asset in hiring and retaining employees, attracting employees who want to work on a schedule that works for them.

“We just see that when people have flexibility – I don’t think we’ve cracked a magic code or anything like that – I think human beings just want flexibility by nature,” O’Hara said. . “They want options. They want choices. They want to be able to live their life.

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Jab or No Job XI: Supervisor says company employees have few options to avoid Biden’s unconstitutional tenure https://obitel.kiev.ua/jab-or-no-job-xi-supervisor-says-company-employees-have-few-options-to-avoid-bidens-unconstitutional-tenure/ https://obitel.kiev.ua/jab-or-no-job-xi-supervisor-says-company-employees-have-few-options-to-avoid-bidens-unconstitutional-tenure/#respond Sun, 10 Oct 2021 19:55:21 +0000 https://obitel.kiev.ua/jab-or-no-job-xi-supervisor-says-company-employees-have-few-options-to-avoid-bidens-unconstitutional-tenure/ This is the 11th in a series of stories of people being fired from their jobs because they refused to be vaccinated against Covid-19. The identity of these workers is kept confidential because they fear reprisals. More stories will be included in future editions of this series as it continues. Previous interviews in this series […]]]>

This is the 11th in a series of stories of people being fired from their jobs because they refused to be vaccinated against Covid-19. The identity of these workers is kept confidential because they fear reprisals. More stories will be included in future editions of this series as it continues. Previous interviews in this series are listed and linked at the bottom of this story. Send your story to [email protected].

Sam is in the unenviable position of having to threaten to fire an excellent employee if she is not fully immunized or if she has an “approved” exemption on file by Dec. 8. He only has 59 days left if something doesn’t change.

When the presidential decree first came out on September 9 for government employees, federal contractors (and Sam’s company is one of them), and for companies with more than 100 employees, the Sam’s company was allowed to simply have on hand an affidavit stating the status of the employees as being vaccinated, exempted, intending to be vaccinated, or intending not to be vaccinated.

Protesters would be sacked on December 8. Rules to this effect are issued by the government agency that contracts with Sam’s business. (Sam’s real name and his business name are kept private so his story can be told.)

The first rule change took place on Oct. 5, Sam said: “They want copies of our immunization cards on file in our office, not shown or disclosed to anyone except the relevant authorities in our office. office. “

The second rule change came on October 7: “Copies of vaccination cards and copies of affidavits must be sent to contractor and agency,” which Sam considers a violation of HIPAA law. privacy law, as well as stored on site.

Sam said home Covid testing is currently acceptable as a form of testing for Covid-19, a relief for him as there are no health facilities in the rural community, and no entity is capable. to do Covid tests regularly.

“Yet there are no rules listed for what constitutes an acceptable exemption – religious or medical – and the language of the government order is threatening to anyone seeking an exemption. Requests for exemption must be approved by the contractor and the contracting organization. Approved exemptions will require ongoing testing – at employee expense after December 8, ”he said.

“Our contractor has generously offered to pay for testing so far,” Sam said. But the restrictions continue to escalate, he said.

“Our union tells us that this is not a grievance action – their contract is with our company, not the federal government, and is not limited by the collective agreement. Maybe they don’t want to embarrass their man in Washington more. They just avoid the question of whether the unions will support anyone who protests the mandate, ”Sam said.

“Orders for our union come from the AFL-CIO – the union of unions. My employee has concerns that she has had an allergic reaction to a vaccine in the past and should be granted a medical exemption, but federal authorities are simply demanding that she go to Fairbanks and get stung at a clinic nearby. ‘hospital. She has to travel at her own expense, ”Sam said.“ Our local caregiver advised her not to take the vaccine due to her concern about anaphylaxis. “

“My employee feels badly bullied and really needs to keep her job, so she has made arrangements to travel to get bitten. She is afraid for her life, her way of life and her home – all because of an unconstitutional mandate, ”he said.

Send your story to SuzanneDowning @ protonmail dot com. Your name and other identifiers will be kept confidential.

To read: Part 1: Nurse losing her job, after the refusal of her medical exemption

Read: Part II: A pharmacist loses his job

Part III: Southcentral Foundation employee loses job on October 15 for refusal to fire

Part IV: Dozens of Alaskans show up to tell their story of being fired for not being shot

Part V: A serviceman is demobilized in Alaska for not having taken a jab

Part VI: The nurse says she sees too many cases of blood clotting associated with the jab, so she doesn’t take it

Part VII: Bethel Police investigator is put on leave and will not return to force

Part VIII: Native Alaskan Man Says Unvaccinated Patients Get Stem

Part IX: Sophie choice, between the Moderna vaccine or maternity?

Part X: Respiratory therapist describes the underground development of the unvaccinated among medical workers

Read: Critical Care Nurse: Let’s Stop Putting Down the Unvaccinated

Read: Doctor says hospitals are not in crisis, they are not rationing care

Read: My doctor fired me because I won’t take the vaccine


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Allstate To Sell Illinois Headquarters As More Employees Work From Home | Business and Economy https://obitel.kiev.ua/allstate-to-sell-illinois-headquarters-as-more-employees-work-from-home-business-and-economy/ https://obitel.kiev.ua/allstate-to-sell-illinois-headquarters-as-more-employees-work-from-home-business-and-economy/#respond Sat, 09 Oct 2021 14:08:00 +0000 https://obitel.kiev.ua/allstate-to-sell-illinois-headquarters-as-more-employees-work-from-home-business-and-economy/ With 95% of its employees working remotely during the pandemic, insurance giant Allstate is selling its longtime Northbrook headquarters. Allstate told employees on Friday it was bringing the sprawling northern suburb campus to market after 54 years. The company did not disclose plans for a future headquarters, or a potential asking price for its current […]]]>

With 95% of its employees working remotely during the pandemic, insurance giant Allstate is selling its longtime Northbrook headquarters.

Allstate told employees on Friday it was bringing the sprawling northern suburb campus to market after 54 years. The company did not disclose plans for a future headquarters, or a potential asking price for its current headquarters.

“Allstate employees have more choices about where to work and many choose to work from home,” Allstate spokesperson Mallory Vasquez said on Friday. “As a result, we will be selling our office in Northbrook but plan to maintain our significant presence in the Chicago area.”

Allstate has been a staple business in Northbrook since 1967 when it moved its offices from Skokie to a six-building complex on a 122-acre campus. The company said Friday that existing Chicago offices at River Point and the Merchandise Mart would be available for employees, but it’s not clear whether Northbrook will still be part of its plans.

“When we get back to the office, we’ll determine if additional space is needed in the Northbrook area,” Vasquez said.

Allstate has 7,892 employees in Illinois and more than 44,000 in the United States, according to its website.

The potential sale of Allstate headquarters comes as more major employers push back a return to the office until 2022 amid the ongoing pandemic, with many taking a hybrid approach that will include working from home as an option long-term. In its 2020 annual report, Allstate said 95% of its employees work remotely “while maintaining internal controls and productivity” throughout the year.


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Businesses move forward with vaccination mandate, leaving employers with tough choice – NBC 7 San Diego https://obitel.kiev.ua/businesses-move-forward-with-vaccination-mandate-leaving-employers-with-tough-choice-nbc-7-san-diego/ https://obitel.kiev.ua/businesses-move-forward-with-vaccination-mandate-leaving-employers-with-tough-choice-nbc-7-san-diego/#respond Fri, 08 Oct 2021 09:46:56 +0000 https://obitel.kiev.ua/businesses-move-forward-with-vaccination-mandate-leaving-employers-with-tough-choice-nbc-7-san-diego/ As more companies move forward with vaccine requirements, employees who refuse to be vaccinated are given the ax. “Over the past two months, we’ve seen a lot more employers decide it is really time to try to protect their employees and the people they come into contact with by demanding vaccines,” the lawyer said. of […]]]>

As more companies move forward with vaccine requirements, employees who refuse to be vaccinated are given the ax.

“Over the past two months, we’ve seen a lot more employers decide it is really time to try to protect their employees and the people they come into contact with by demanding vaccines,” the lawyer said. of labor Arlene Yang.

Kaiser Permanente, one of the largest healthcare systems in the United States, suspended more than 2,000 employees this week for failing to comply with the company’s vaccination mandate. According to the health giant, more than 92% of its staff are fully vaccinated and the number of recalcitrant is decreasing every day. But those who are not vaccinated only have until December 1 to get vaccinated so they can return to work.

“It has become quite clear that the government, like the Equal Employment Opportunity Commission, and other agencies have declared that it is legal to require vaccines and employment,” Yang said.

Yang said there are warrant exemptions.

“There are certain accommodations that you must provide if there is a medical reason why someone cannot be vaccinated, or if there is a sincere religious belief,” Yang said.

But even then, Yang said religious exemptions might be hard to come by.

“Employers can search for documents or request more information to understand why an employee thinks there is a religious reason for not getting the vaccine,” Yang said. “Especially given that a lot, a lot of people have already received measles vaccines or whatever, so why this particular vaccine is against religion, there might be an investigation.”

And the problem may soon become even more serious. About 46% of organizations plan to institute a vaccination mandate, according to a survey released last month by consulting firm Gartner.

“It looks like we’re going to see more and more of these requirements, especially in California, which has really been a leader in health and safety,” Yang said.

For many workers, it’s time to choose between getting vaccinated or losing their job.


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