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Future of work, freelancers embrace the gig economy


While 74% of the US working population works in full-time or permanent roles, more than one in ten employees have already joined what’s now known as "the gig economy", according to a new survey by ReportLinker.


Key findings of the survey show that:
  • A third of US respondents say they would consider exiting the traditional workplace to work as a freelancer or independent contractor.

  • In addition, men are more likely than women to consider becoming an independent contractor, with nearly half of them saying they would be willing to take the leap within the next three years.



When giving the main reason for a change:
  • 39% of job seekers say the gig economy appeals to them because it offers a better work-life balance.

  • while 21% of part-time workers say they would enjoy the freedom that goes with being your own boss.



Being happy matters as well:
  • 84% of freelancers say they feel a sense of purpose working this way.

  • And 38% say they are strongly convinced they are happier than their counterparts in cubicles.



And although most people picture freelancers working from the local coffee shop, 41% work from home.

To see all results and read the full report, please click here.

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2016 Courageous Leader Award Winners Announced by Diversity and Inclusion Experts WMFDP

Diversity and inclusion consultants, White Men As Full Diversity Partners (WMFDP), announce their picks for this year’s Courageous Leader Award, recognizing those that work ceaselessly to forge deep cultural change within their organizations.


(Portland, OR) November 16, 2016 – In the corporate arena, we like to think we are all fair and just, and operate solely on the basis of personal merit. Yet when we look beneath the surface we find systemic discrimination in many guises, often unconscious and unintentional.

White Men As Full Diversity Partners (WMFDP), with a fully immersive approach to diversity and inclusion work, and two decades of experience have made a point to formally acknowledge skilled leadership through their annual Courageous Leader Award. They bring sharp focus to the formidable cultural obstacles that exist in the workplace, and through inclusion of white men, women, people of color, and those of any orientation, work to uproot these influences and generate tangible change.

Co-founders Bill Proudman and Michael Welp have inspired significant cultural shifts within companies that embrace WMFDP’s innovative and non-traditional learning programs which have seen men and women from diverse ethnic and social backgrounds step forward as partners in their organization’s diversity & inclusion mission.

Proudman said, “We at WMFDP continue to forge new partnerships at all levels of corporate hierarchy, and we’re always on the lookout for those worthy of recognition in building a new culture of inclusion for all races, genders, communities and backgrounds.”

Back in June of this year, WMFDP announced (1) that nominees would be chosen from within organizations where diversity, inclusion and cultural change were being industriously forwarded. Anyone within those groups could nominate leaders they deemed worthy of the award. A panel of judges would then review the nominees based on measurable criteria such as unwavering dedication to the Eight Critical Leadership Skills (http://wmfdp.com/eight-critical-leadership-skills/) (2).


The 2016 recipients of the Courageous Leader Award are:

Jennifer L. Brase
Vice President, Diversity and Inclusion
Northwestern Mutual



Jennifer L. Brase is responsible for corporate diversity inclusion initiatives, multicultural market strategies, and developing strategies to build inclusive cultures in Northwestern Mutual’s career distribution system. She said, “I am honored to have received the Courageous Leader Award. I have been afforded an incredible opportunity to drive change in our organization by leading our Diversity and Inclusion strategy. I have had the opportunity to influence and witness first hand great leaders transforming and embracing the full impact of diversity and inclusion!”

Richard O. Lockwood
Vice President of Business Performance
Lockheed Martin Rotary and Mission Systems (RMS)



Mr. Lockwood joined Lockheed Martin in 1982 and has held positions of increased responsibility, including domestic and international leadership roles in program management, business development and engineering. “At Lockheed Martin, we understand the importance of maximizing the potential of each employee. Our business depends not only on our diverse experiences, talents and perspectives, but being able to utilize them in a cooperative and innovative environment. We strive to create an inclusive culture where all individuals do what’s right and feel valued and appreciated. I’m honored to receive this award on behalf of Lockheed Martin.”

Aida Sabo
Vice President of Diversity/Inclusion
PAREXEL



At PAREXEL, Aida Sabo is responsible for finding new and creative ways to execute PAREXEL’s global diversity and inclusion strategy. She was previously recognized as a Woman of Excellence by the National Association for Female Executives (NAFE). “I am honored to receive this 2016 Courageous Leader Award from such a distinguished organization. At PAREXEL, we value all people and are focused on inclusion. We also believe that having and including a wide variety of employee perspectives and experiences strengthens our ability to successfully compete in a global marketplace. For many years, we have admired the work of WMFDP. I am pleased to have the privilege of experiencing the workshops and labs as these programs on engaging men and other allies are transformational and what we need in our organizations to create more inclusive environments.”

Proudman is swift to point out that the cornerstone of progress is cooperation, and that the Courageous Leader Award is a grassroots recognition of the courage, determination and teamwork it takes to make a real difference. READ MORE (http://wmfdp.com/2016-courageous-leaders/) about the award recipients.

About White Men As Full Diversity Partners (WMFDP):
White Men as Full Diversity Partners (WMFDP) is a diversity and Leadership Development firm founded by Bill Proudman and Michael Welp in 1996 in Portland, Oregon. WMFDP takes an unorthodox approach toward eradicating bias and discrimination in the workplace. Their client list includes The Nature Conservancy, Ohio State University, NASA, Mass Mutual, Applied Materials Inc. and more. The majority of C-level executives are white and male, and they are frequently omitted from a vital role in diversity and equality. Proudman and Welp observed that these critical subjects were not being taken to the doorstep of these leaders – all to the detriment of struggling minorities and the economy as a whole. With a background that includes extensive field work in post-Apartheid South Africa in the early 1990’s, Proudman and Welp have dedicated the last two decades to educating and engaging leaders of any race, color, gender or orientation. Welp, PhD, is the author of the book Four Days to Change. With an insightful foreword by Proudman, the book chronicles the journey from rural South Africa, to the boardrooms of America – all to lay the groundwork of a global paradigm shift.

Helms, Karla Jo, “White Men as Full Diversity Partners Call for Nominations to Receive Courageous Leader Award,” prweb, June 21, 2016.

"Eight Critical Leadership Skills." White Men As Full Diversity Partners. N.p., n.d. Web. 15 Nov. 2016

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The Case for a Five Hour Workday By Stephan Aarstol


The American workforce has become lazy.

I estimate, conservatively, that knowledge workers are four times as efficient as they were 20 years ago. That’s why I moved my company to a five-hour workday about a year-and-a-half ago. We work 8 a.m. to 1 p.m. with no lunch; then, we leave.

For a beach lifestyle brand like ours, this move made sense. Revenue and profits are way up, and we’re attracting great talent — but that’s not the interesting part of this story. What surprised me was how visceral a reaction — both positive and negative — people had to this simple experiment we were doing.

People are either huge fans or hate the idea. While the five-hour workday garnered rave reviews overseas, Americana have approached it skeptically.

Why? Because the idea of working less doesn’t jive with the hard-working, big-earning ideal the American workforce so proudly identifies with.

A Breakout Abroad

Tucker Carlson once said to me, “Let me ask you a philosophical question: Aren’t we sort of put here to achieve something? Maybe sitting on the beach or paddle boarding isn’t the purpose of life.”

I responded, “The point of life is not work. We’re not economic slaves.”

Tucker’s comment was in line with most American media and people I’ve spoken with. Our “Fox & Friends” segment drew more than 1,000 strongly worded comments, clearly showing that questioning the utility of Americans as a people of strong work ethic touches a nerve. And many media outlets refused to cover it, chalking it up to gimmicky, socialist nonsense.

Internationally, it was a different story. A week after my article on the five-hour workday published in on a major business magazine's website, the Hamburger Morgenpost in Germany dubbed me “the world’s best boss.” A German TV crew even called me on a Friday and flew out to film my company the following Monday. Germany's NPR station interviewed me that same week, and dozens of articles flooded Germany, Austria, Switzerland, India, the UK, and Canada within a week.

The irony is that this story is about a fast-growing company in Southern California developing a technique to radically shift the American workday, yet major worldwide media have pounced on the story.

When the German NPR crew interviewed me, I found out that the five-hour workday was an overnight sensation in Germany because Germans pride themselves on being highly productive people. The idea of working harder for shorter periods of time makes perfect sense to them. This is when it clicked for me.

In my mind, moving to a five-hour workday killed two birds with one stone. More free time means a better quality of life, and increased bandwidth due to heightened pressure yields more production. Right now, America is losing on both fronts — except I chose to do something about it.

Our country is so caught up in our image as an efficient, high-grossing entity that we’re blind to the notion of improving our workforce — no matter how valid the idea.

Could Less Truly Be More?

A 2012 study by the Economic Policy Institute found that worker productivity in the U.S. grew 80 percent between 1973 and 2011, while hourly wages only rose 11 percent.

My time running a startup has made one thing clear: Don’t stretch a task out longer than necessary. You either become efficient and productive, or you cease to be self-employed. So when the boss in me sees that 80 percent growth number, I get angry and wonder why American bosses in similar positions don’t feel the same.

On the flipside, employees are getting the short end of the stick by stagnant wages to the tune of 11 percent in 40 years. Maybe that’s why they’re not finding ways to work faster.

Is this the new normal in the world’s largest, most dynamic economy? If we don’t change something fast, that strangle hold on first place will be disrupted. And as an entrepreneur who feeds off of disruption, I saw it coming a mile away, so I decided to share my findings.

Our revenue is still up, and all the metrics are going in the right direction. Employees are more productive and happier. Work has become something we do in the morning instead of the central point of our lives. My staff has started working more like my entrepreneurial friends: get in, get stuff done, and go live your life.

I’m here to tell you — if you’re willing to listen — that a five-hour workday is not only possible, but it’s also a better mousetrap. Maybe Americans aren’t lazy; maybe our thinking just is.

Stephan Aarstol is the author of The Five-Hour Workday: Live Differently, Unlock Productivity, and Find Happiness. He is CEO and founder of Tower, a holistic beach-lifestyle company, which includes Tower Paddle Boards, Tower Magazine, SunglassesByTower.com, and a direct-to-consumer surf-and beach-lifestyle company at TowerMade.com. For more information, please visit www.fivehourworkday.com and www.towerpaddleboards.com and connect with Stephan on Twitter, @stephan.aarstol.

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The articles on this website are provided as a community service for information purposes only. BlackRefer.com does not accept any responsibility or liability for the use or misuse of the above article content. Use this information with caution and at your own risk.

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BlackRefer.com does not endorse or recommend any article on this site or any product, service or information found within said articles. The views and opinions of the authors who have submitted articles to BlackRefer.com belong to them alone and do not necessarily reflect the views of BlackRefer.com. Resources/links that may be included in said articles are only suggested as sources for the reader to explore but we can't confirm or take responsibility for it's accurateness.






Hate your job? You’re not alone.
Dr. Cathy Jameson teaches how to love work and change lives


DAVIS, Okla. – According to a recent Gallup survey of working Americans, about 70% reported being dissatisfied with their jobs.

But, what if work was fun?

Creating a Healthy Work Environment, by Cathy Jameson, PhD, is a how-to-guide for loving work, by creating a fulfilling, highly-functional work environment.

“By teaching everyone to be a leader and empower themselves to make a difference in their workplace, we create an environment of encouragement and satisfaction,” Dr. Jameson said. “My book outlines the major principles that are imperative for success and productivity, as well as principles for helping people to get along and thrive in the workplace.”

Dr. Jameson is an international speaker, workshop leader and expert in management and coaching, with over 25 years of experience teaching others to create healthy, harmonious environments, in which they can reach their greatest potential.

“We spend most of our time at work,” Dr. Jameson said. “Finding both personal and professional fulfillment in our job improves our physical and mental health, along with our overall quality of life.”

For more information, visit: cathyjameson.com.

Creating a Healthy Work Environment
By Cathy Jameson, PhD
ISBN: 978-1-5043-5325-0
Available in softcover, hardcover, e-book
Available on Amazon, Barnes & Noble and Balboa Press

About the author
Cathy Jameson, PhD, is a consultant, writer, workshop leader and international speaker. She has published six books and over 1,500 articles in various magazines and newsletters. She has a doctorate in management and more than 25 years of experience coaching organizations to good health. She has founded and built a multi-million-dollar business on the principles she shares in her book, and encourages others to lead abundant, fulfilling, joyful lives at work and at home.


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Disclaimer:
The articles on this website are provided as a community service for information purposes only. BlackRefer.com does not accept any responsibility or liability for the use or misuse of the above article content. Use this information with caution and at your own risk.

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The IT Skills Gap Solution


There’s a storm brewing, a vortex created by an exponential growth in technology and the sharp decline in the number of IT graduates entering the US workforce. At one end of the spectrum we’re seeing major advances in fields like artificial intelligence, and at the other up to a quarter of the population still don’t have the skills to do more than consume digital products. Medium sized companies in the US have identified the IT skills gap amongst their top 3 risks for the next decade.

As a parallel stream the trend toward a "gig economy" is growing; a recent study predicted that by 2020 up to 35 percent of workers could be independent contractors. Websites like Upwork and Freelancer have quite literally changed the way companies can recruit and fill their IT skills gap, with specialist technology sites like The IT Project Board enabling searches based on any combination of IT category, skill, accreditation, certification, manufacturer and industry expertise to find the right person for the role.

Robert Chambers, CEO of TheITProjectboard.com says "Finding the right talent is expensive, time-consuming and unnecessarily arduous. Businesses must be prepared to go further afield to find the talent they need, modern platforms are designed to enable this at a few clicks; employers can find and invite talent to their projects directly, with no geographical barriers so saving both time and money." In addition these sites also provide unbiased ratings of completed projects, allowing businesses to make hiring decisions based on real outcomes not just instinct; eliminating the need to rely on the traditional gut feeling.

Perhaps these new virtual marketplaces will be the answer to the IT skills gap epidemic, "work" is after all no longer (just) a physical space or series of mechanical tasks as it’s a set of skills or aptitudes that we sell at the best price. These sites also allow companies to intelligently build Virtual Teams from multiple sources from all over the planet. The collaboration enables step changes in efficiency, time and cost. You can get things done in a much more flexible, dynamic, and distributed way, and visibility is increased as your entire team regardless of location or time zone can view a single dashboard.

The IT Project Board’s CEO goes on to say "today’s workforce is fragmented; over a third of the workforce did some kind of freelance work over the past year. Nearly four out of five employers in establishments of all sizes and industries use some form of non-traditional staffing. Online marketplaces are the most flexible way to recruit the multiple types of resources you need to complete a project. The right people can quickly get involved on a project in a matter of a few clicks, as opposed to the normal 30 day recruitment cycle.”

Millennials want transparency, flexibility and the ability to work for multiple employers simultaneously if they chose, anywhere they choose. And businesses win by combining a flexible remote workforce with traditional workforce to maintain stability, morale and cost controls. Is it any wonder then that these collaboration websites are flourishing? The question is; will they do enough to solve the epidemic.

For more information, please contact:
Stephen Brooks
steve.brooks@ictrated.com


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Disclaimer:
The articles on this website are provided as a community service for information purposes only. BlackRefer.com does not accept any responsibility or liability for the use or misuse of the above article content. Use this information with caution and at your own risk.

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BlackRefer.com does not endorse or recommend any article on this site or any product, service or information found within said articles. The views and opinions of the authors who have submitted articles to BlackRefer.com belong to them alone and do not necessarily reflect the views of BlackRefer.com. Resources/links that may be included in said articles are only suggested as sources for the reader to explore but we can't confirm or take responsibility for it's accurateness.






Walked Off The Job? The Nightmare of Getting a Job, Then Losing It

Don’t Let a Negative Employment Reference Cost You Your Dream Job


DETROIT (August 25, 2016) – It’s an all-too-common scenario: a fully qualified candidate fails to get a job because their background check or references come back with an unfavorable report.

Could things be worse? Unfortunately, yes. Consider this circumstance: You get the job, and are then unceremoniously let go because negative reference results came back after you'd already been hired. Imagine the humiliation- personal, and professional- that comes with a company representative arriving at your desk with the statement, “Sorry, you’re done here. I have to escort you off the premises.”

Many people assume once they’ve been hired, references don’t play a significant role. “Not true”, says Jeff Shane, Vice President of Allison & Taylor Reference Checking, a firm that offers professional reference checking services. “People are walked off the job due to references more frequently than you'd believe. We’ve heard more than one story of how people were settling into new jobs, only to be removed from the position because of the responses their references provided.”

Sadly, the often-overlooked “last phase” of the hiring process – checking the applicant’s references – has undone many a candidate.

What most job seekers don’t realize is that many companies don't conduct their reference checks until after you've started the job. Companies have a 90-day “probationary” period that allows them to terminate your employment relationship at will, and many use this time to complete all the hiring paperwork and checks dictated by company policy.

Before you lose that perfect job due to an unfavorable reference, take the time to ensure that your references are responding appropriately to employment inquiries. The simplest and most effective way is to conduct a reference check(s) through a professional reference checking company like Allison & Taylor. If a reference check confirms negative or inappropriate feedback, their documented response gives you the foundation for recourse to prevent further career damage.

One such action is the option of a Cease & Desist letter, which can help ensure that the transgressor will stop their actions out of fear of corporate reprisal.

In offering this service, Allison & Taylor works with attorneys well-versed in employment law who will review the client’s report from a negative reference, speak directly with them to discuss protocol and options, and then issue the letter to the organization where the negative commentary arose. As part of the overall fee, Allison & Taylor then re-conducts the original reference check to determine if the negative reference is continuing to offer harmful commentary. This rarely turns out to be the case – the documented “success rate” of this letter is extremely high.

For further details on services and procedures please visit www.AllisonTaylor.com.

About AllisonTaylor
AllisonTaylor and its principals have been in the business of checking references for corporations and individuals since 1984. AllisonTaylor is headquartered in Rochester, Mich. For further details on services and procedures please visit http://www.allisontaylor.com/.

AllisonTaylor – Find us on Facebook! Follow us on Twitter!


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The articles on this website are provided as a community service for information purposes only. BlackRefer.com does not accept any responsibility or liability for the use or misuse of the above article content. Use this information with caution and at your own risk.

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BlackRefer.com does not endorse or recommend any article on this site or any product, service or information found within said articles. The views and opinions of the authors who have submitted articles to BlackRefer.com belong to them alone and do not necessarily reflect the views of BlackRefer.com. Resources/links that may be included in said articles are only suggested as sources for the reader to explore but we can't confirm or take responsibility for it's accurateness.






Employment Policies Institute Launches New App to Help Employers Educate Policymakers About Minimum Wage Consequences

“Wage Engage” informs small businesses of minimum wage proposals and provides them with platform to easily contact legislators


Washington D.C. – Today, the Employment Policies Institute (EPI) launched a new app called “Wage Engage” that informs small businesses of minimum wage proposals in their region and provides them with a platform to contact their elected representatives to explain how their business would be impacted. The app will make it easier for small businesses to add their voices to minimum wage debates, providing real-world consequences that legislators should consider before voting on proposed minimum wage legislation.

View the app website here. Watch a short demo video of the app here. Read the app’s coverage in The Wall Street Journal here.

The app helps level the playing field between small businesses and labor unions. Labor unions and labor-backed advocacy groups pushing for higher minimum wages have the luxury of devoting all of their time to the effort. Small business owners have businesses to run, so they often are unaware that a wage fight is happening, and may not have the time to get active. This app is designed to simplify this process.

Business owners will be alerted to legislative battles in up to two states where they have locations. (City functionality may be added at a later date.) With the push of a button, the app will automatically route a message from the business owner to relevant state or federal legislators -- complete with details about how the wage hike in question would affect that business and its employees. Business owners would input unique information about how the proposed legislation would affect their businesses.

EPI's vision for the app was turned into reality in partnership with Red Foundry, an award-winning mobile app development company based in Chicago.

This year, a handful of states have passed dramatic minimum wage increases, which have caused some businesses to lay off employees, reduce hours, or even close entirely. EPI launched Faces of $15 last year to document these stories. Today’s app launch provides business owners with the tools to help prevent these consequences from occurring.

“Wage Engage helps small business owners, who have traditionally been too busy to fight minimum wage proposals, quickly and easily explain how wage hikes would affect their business,” said Michael Saltsman, research director at the Employment Policies Institute. “The app gives small businesses the megaphone they need to engage with the well-funded, professional advocacy groups threatening to put them out of business.”

For more information, visit EPIOnline.org.

The Employment Policies Institute is a nonprofit research organization dedicated to studying public policy issues surrounding employment growth. In particular, EPI focuses on issues that affect entry-level employment. EPI receives support from restaurants, foundations, and individuals.


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WEST COAST CUSTOMS ANNOUNCES WEST COAST CUSTOMS ACADEMY AND LAUNCHES INDIEGOGO CAMPAIGN PACKED WITH EXCLUSIVE PERKS FOX SPORTS TO AIR 2 HOUR SPECIAL ON WEST COAST CUSTOMS ACADEMY


LOS ANGELES, CA – August 5, 2016 – West Coast Customs CEO and Founder Ryan Friedlinghaus announced today plans for the all-new West Coast Customs Academy*, the first technical trade school of its kind designed to provide first-class training to those wishing to enter the vehicle aftermarket trades. Simultaneously, an exciting Indiegogo campaign (https://igg.me/at/wccacademy) featuring exclusive perks ranging from a select run of West Coast Customs Academy work shirts to limited edition, fully-customized West Coast Customs Jeeps or a one-of-a-kind concept car prototype build was launched today.

The goal of West Coast Customs Academy is to motivate, train and provide students with technical skills relative to the automotive aftermarket trades. The Academy offers a comprehensive 48-week training program featuring a curriculum format comprised of six trade-level instructional segments including Auto Body, Upholstery, Fabrication, Wheels and Tires, Electronics, and Wrap and Tint. The rigorous program provides students with both in-depth classroom time taught by leaders in the customization industry and hands-on training and project work at the world-famous West Coast Customs facility in Burbank, CA.

Friedlinghaus had this to say about the new endeavor, “I have been building custom cars from the ground up for the past 27 years. Finding good talent is especially difficult since many high schools are unable to offer wood shop or automotive classes any longer. It is unfortunate, but I feel that high-quality hand-craftsmanship work is a dying art form. I would like to help bridge that gap, give back to my community, bring in younger generations and build new talent at the West Coast Customs Academy.” See West Coast Customs Academy overview with Friedlinghaus’ commentary here: https://youtu.be/RW2JbLUQs3M

With West Coast Customs Academy classes commencing early 2017, plans for a two-hour WCCA special on FOX Sports have already been green lit. West Coast Customs, the television show, is produced on site at the West Coast Customs flagship headquarters in Burbank, CA. The show is produced for FOX Sports 2 and airs Sunday evenings at 7 PM PST/10 PM EST weekly.

Founded in 1993 by Ryan Friedlinghaus, West Coast Customs is the premiere vehicle modification shop, internationally known for its original designs, beyond your imagination concepts, impeccable quality, cutting-edge technology and unparalleled craftsmanship. Recognized as the game-changing car customization phenomenon that was MTV's Pimp My Ride, West Coast Customs' pop culture status and appeal has catapulted worldwide with state-of-the-art West Coast Customs franchises in Dubai, Mexico, Germany, Malaysia, Russia, China and Japan. The West Coast Customs flagship 60,000 square foot facility, is headquartered in Burbank, CA with 12 leading-edge departments offering a range of extraordinary custom services for projects of any size, scope or budget.

#WCCAcademy *Accreditation in process


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Disclaimer:
The articles on this website are provided as a community service for information purposes only. BlackRefer.com does not accept any responsibility or liability for the use or misuse of the above article content. Use this information with caution and at your own risk.

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3 Reasons Military Veterans Make Topnotch Employees


Politicians call them heroes and strangers thank them for their service. But when their enlistment comes to an end, veterans need more than a pat on the back as they return to civilian life. They need jobs.

And increasingly, they seem to be getting them because the unemployment rate among veterans has been on the decline in recent years. In May, the veteran unemployment rate was 3.4 percent, down from 5 percent for the same month in 2015, according to the Bureau of Labor Statistics.

That compares to a 4.7 percent overall unemployment rate.

“I think in the last several years there has been a focus on the importance of hiring veterans and many businesses have taken that to heart,” says Nick Baucom, a U.S. Marine veteran who makes hiring veterans a priority for his company, Two Marines Moving (www.TwoMarinesMoving.com).

“But probably the biggest reason that the unemployment rate for veterans has trended downward is that, as a group, veterans bring with them experience and attitudes that make them great employees.”

Baucom’s moving company employs more than 100 veterans between its two locations – the Washington, D.C., area and Miami. He’s wants to hire more because his company is booked three to four weeks in advance and he could use the extra help.

“But with the unemployment rate for veterans dropping, it’s becoming more challenging to hire them,” says Baucom, who also is author of “On the Move: A Marine’s Guide to Entrepreneurial Success.”

“I can’t complain too much, though, because I’m glad so many other employers are seeing the benefits of having veterans in their workforce.”

Baucom says there are several reasons veterans make topnotch employees, including:

Their tenacity. Veterans know what perseverance is all about, if for no other reason than they survived boot camp, an arduous challenge that puts a person’s fortitude to to the test. Marines, for example, must prove they can hike 20 miles carrying a fully loaded pack.

Their decisiveness. People in the military don’t always have the luxury of taking all day to analyze a situation before making a decision. Yes, they must gather data and understand it thoroughly – but they understand the need to do it expediently. “A 90 percent solution now is better than a 100 percent solution later,” Baucom says. “Both in the Marines and in the business world, I’ve found that waiting for that 100 percent solution just leads to paralysis.”

Their initiative. Anyone in the military learns to follow orders. But they also understand that there are situations when they need to take action in the absence of orders. If something needs to be done, they don’t have to wait to be told.

“I know that Marines go through quite an ordeal in their training and in carrying out their missions,” Baucom says. “When we ask them to move a piano, it probably doesn’t seem all that difficult in comparison.”

About Nick Baucom
Nick Baucom is the founder and owner of Two Marines Moving (www.twomarinesmoving.com), a moving company that has operations in the Washington, D.C., area and Miami. Baucom, who also is author of “On the Move: A Marine’s Guide to Entrepreneurial Success,” served in the U.S. Marines from 2002 to 2008, and was in Iraq in 2003.


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EEOC news release


Wednesday, March 16, 2016

EEOC HEARS WIDE RANGE OF VIEWS AT PUBLIC HEARING ON PROPOSED CHANGES TO EEO-1 FORM Commission Hears Input From Stakeholders on Collection of Pay Data

WASHINGTON—Today, the U.S. Equal Employment Opportunity Commission (EEOC) convened a public hearing to obtain feedback from stakeholders on a proposal to revise the Employer Information Report (EEO-1) to include collecting pay data from private employers, including federal contractors, with 100 or more employees. This new data will assist the agency in identifying pay disparities that warrant further investigation and assist employers in promoting equal pay in their workplaces.

Since 1966, certain employers have reported annually on the EEO-1 form the number of individuals they employ by race, ethnicity, and sex, reported by job category. Under the current proposal, employers with 100 or more employees would add information on aggregate pay ranges and hours worked to the information collected, beginning with the September 2017 report.

"More than 50 years after pay discrimination became illegal, it remains a persistent problem for too many Americans," said EEOC Chair Jenny R. Yang. “The lack of data has been a significant barrier to tackling unfair pay. This proposal is intended to provide the data that is needed to better understand where potential pay problems exist, so that we can strengthen our enforcement efforts and employers can work proactively to address them."

The Commission invited the public to participate in the hearing and today heard from 15 witnesses. These witnesses represented a wide range of stakeholders, providing the views of employers, employees, and academics. This hearing gave the Commission an opportunity to hear varied perspectives on the proposal and to ask informational questions of the witnesses.

The statements and biographies of the witnesses at the hearing are available at http://www.eeoc.gov/eeoc/meetings/3-16-16/

This hearing complements the 60-day public comment period on the proposed EEO-1 changes, which began on February 1, 2016. The 60-day period comment period ends on April 1, 2016. Interested members of the public may submit comments electronically at http://www.regulations.gov or by mail to:

Bernadette Wilson, Acting Executive Officer
Executive Secretariat
Equal Employment Opportunity Commission
131 M Street NE
Washington, DC 20507

The EEOC enforces the federal laws prohibiting employment discrimination. More information about the EEOC may be found at www.eeoc.gov.


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Nine Bullsh*t Habits to Avoid at Work in 2016


The new year is an excellent time to expunge work habits that irritate coworkers and make you less effective.

"Achieving success requires more than just doing the right thing," says Geoffrey James, contributing editor and award-winning blogger at Inc.com and author of Business Without the Bullsh*t: 49 Secrets and Shortcuts You Need to Know. "Success also means changing the behaviors that hold you back."

Here are nine habits you can do without in 2016:

1. Doing the bare minimum.
If you accept a task, you owe it to yourself and to others to make your best effort. If you don't want to do something, have the courage to refuse the task. Doing a half-*ssed job is just being passive-aggressive.

2. Telling half-truths.
Honesty is the best policy. However, if you're afraid to speak the truth, it's cowardice to tell a half-truth that's intended to mislead but leaves you "plausible deniability." Either tell the whole truth or tell a real lie—and accept the consequences if you're found out.

3. Finger-pointing.
Few human behaviors are more pointless than fixing blame. In business, it's usually irrelevant who's at fault when something goes wrong. What's important is how to avoid making the same mistakes again.

4. Bucking accountability.
Finger-pointing is common in business because some people aren't willing to admit their mistakes. If you're going to take credit for your accomplishments, you must also take credit for your failures. The two go hand in hand.

5. Hating on successful people.
When you direct your hate at success, you're telling yourself that being successful means being hated. Since nobody in their right mind wants to be hated, you'll subconsciously sabotage yourself so that people will continue to like you.

6. Schadenfreude.
Taking a secret pleasure in the failures of others makes your own success less likely. You end up gloating over what other people did wrong, rather than doing whatever it takes to make yourself more successful.

7. Workplace gossip.
As Eleanor Roosevelt said, "Great minds discuss ideas; average minds discuss events; small minds discuss people." When you spread gossip, you're identifying yourself as small-minded and also showing that you can't be trusted to keep secrets.

8. Creating your own stress.
While work may be stressful, you make it worse when you fail to disconnect on a regular basis. Rather than answer yet another email, take a walk, read a book, or listen to some music. Turn off your phone when you go to bed; whatever it is, it can wait.

9. Giving or accepting flattery.
An honest compliment is always welcome, but flattery truly gets you nowhere. When you flatter, everyone knows that you're brown-nosing. Similarly, when you accept flattery, you're marking yourself as gullible and self-absorbed.

Adapted from Business Without the Bullsh*t: 49 Secrets and Shortcuts You Need to Know by Geoffrey James.

About the Author:
Geoffrey James is a veteran business journalist who now writes a daily column for Inc.com. His latest book, Business Without the Bullsh*t, won the following praise from Publishers Weekly: "The author's pithy and frank style matches his title...a quick, impactful primer for anyone wanting to be more effective on the job."

For more information, please visit www.geoffreyjames.com.

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EEOC news release on workplace harassment


MANY BASES OF DISCRIMINATION CAN LEAD TO HARASSMENT, PANEL OF EXPERTS TELLS EEOC TASK FORCE

Innovative Uses of Social Media Can Spread Awareness of Problem, Raise Specific Complaints, and Help to Change Social Norms, Practitioners Say

WASHINGTON — The bases of workplace harassment extend beyond sex and race to include age, disability, religion, national origin, sexual orientation, and gender identity, a panel of experts told the U.S. Equal Employment Opportunity Commission’s (EEOC) Select Task Force on the Study of Harassment in the Workplace (STF) in a public meeting held yesterday. A second panel told the STF how the creative use of social media can spread an anti-harassment message, especially among millennials, or give a platform for workers to bring complaints to public attention.

The STF was established by EEOC Chair Jenny R. Yang in January, 2015, and is co-chaired by EEOC Commissioners Chai R. Feldblum and Victoria A. Lipnic, with the participation of individuals representing the worlds of academia, law, labor and business. Yesterday featured two different panels—the first, of lawyers representing different constituency groups; the second, of experts in the use of social media to advocate for change.

“Today’s witnesses added important testimony to the body of evidence presented to the Select Task Force,” said Lipnic. “Harassment can cover many bases in many different workplaces. Equally important, new digital platforms may provide meaningful ways to communicate within workplaces about unacceptable and potentially harassing workplace behaviors.”

With respect to harassment based on disability, the type of harassment often depends on whether the disability is visible, such as quadriplegia, or hidden, such as a psychiatric disability, Lisa Banks, partner in Katz, Marshall & Banks, told the panel. The plaintiff’s side lawyer went on to explain that obvious disabilities may give rise to playground type taunts and mocking; while hidden disabilities may result in intrusive medical questions or gossip and innuendo based on myths, fears, and stereotypes.

Zahra Billoo, Executive Director, Council on American-Islamic Relations (CAIR) for the San Francisco Bay area, told the task force that for many Muslims, current events have only exacerbated the potential for harassment. Even when harassment is not mocking or name-calling, individuals may feel harassed if they are constantly called on to explain the actions of other Muslims or to explain their religion or religious garb.

Tara Borelli, of Lambda Legal Defense and Education Fund, testified that as more individuals come out in the workplace as a result of marriage equality, they may find themselves the victims of harassment, including epithets and ostracism. Individuals who are transgender, or who are transitioning, face severe harassment, often by co-workers who mock them in front of customers, making it impossible to do their jobs.

Finally, Dan Kohrman of the AARP Foundation Litigation noted that the courts often do not take age-based harassment seriously. Remarks that would be considered creating a hostile environment under other bases such as race tend not to be considered as severe when they involve age. Yet, encountering a daily barrage of negative age-based comments can have the same deleterious effect on older workers as harassment on other bases.

The second panel featured Anne Johnson, Executive Director of Generation Progress of the Center for American Progress, and Jess Kutch, Co-Founder of Coworker.org. Both had experiences with using social media to tackle societal issues. Johnson helped develop the “It’s on Us” campaign to raise awareness of and change behaviors toward campus sexual assault, including recognizing sexual assault, identifying situations in which it might occur, intervening in situations before it occurs, and creating an environment where sexual assault is unacceptable and survivors are supported. She described how the campaign, which includes a combination of PSA’s, a pledge, multi-media toolkits, and deep and ongoing partnerships, could be adapted to other situations, including workplace harassment.

Kutch co-founded Coworker.org, a petition platform that allows workers to post petitions for change in working conditions, which can include bringing to companies’ attention instances of harassment that were not treated adequately through usual channels. She posited that this type of mechanism can be used to assure workers that they are not alone in their complaints, if, for example, a number of people post about sexual harassment experiences with one supervisor or at one location of a large corporation.

“The testimony we heard underscores the import of the Select Task Force’s work,” said Feldblum. “Unfortunately, harassment in the workplace is not limited to just sexual harassment, but rather, impacts workers from many different backgrounds. Just as “it’s on us” to prevent sexual assault on college campuses, it’s on us – all of us – to prevent and stop harassment in the workplace, and the EEOC intends to play a critical role in doing so.”

Members of the public are encouraged submit comments via the STF’s page on the EEOC website.

The EEOC enforces the federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov.

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EEOC RELEASES REPORT ON THE AMERICAN WORKPLACE

50th Anniversary Report Illustrates Progress Made by Women and Minorities, Challenges That Remain


WASHINGTON - The U.S. Equal Employment Opportunity Commission (EEOC), as part of the year-long celebration of its 50th anniversary, today released American Experiences versus American Expectations. The report illustrates the significant changes to the demographics of the workforce since EEOC opened its doors in 1965 as well as the continuing challenges to equal opportunity in employment.

The new report, an update to EEOC’s groundbreaking 1977 report Black Experiences Versus Black Expectations, examines changes in participation in nine job categories for African-Americans, Hispanics, Asian-Americans, American Indians/Alaskan Natives, and women between 1966, the first year for which EEOC collected data, and 2013, the most recent year for which data is available. The report draws on data from EEOC’s EEO-1 survey.

“Despite notable progress in diversity and inclusion in the workplace over the past half century, this report highlights continued job segregation by race and gender, with women and people of color disproportionately occupying lower paying positions,” said EEOC Chair Jenny R. Yang.

Beginning in 1966, all employers with 100 or more employees (lower thresholds apply to federal contractors) have been required by law to file the Employer Information Report EEO-1 with the EEOC. In FY 2013, approximately 70,000 employers filed reports indicating the composition of their workforce by sex, race/ethnicity, and major job categories. Observations from the American Experiences versus American Expectations report include the following:

• In 1966, African-Americans, Hispanics, and Asian-Americans each made up less than 1 percent of senior-level positions. Since then, the participation rates for all three groups have increased by five to seven times.

• The participation rate of women in the Professionals category has skyrocketed from roughly 14 percent in 1966 to more than 53 percent in 2013.

• Women and minorities remain concentrated, or segregated, in lower paying positions. For example, in 2013:

Hispanics composed 20.5 percent of Service Workers and 29.2 percent of Laborers, yet they were only 5.7 percent of Professionals and 7.4 percent of Officials and Managers.

African-Americans composed 23.3 percent of Service Workers and 18.7 percent of Laborers, yet they were only 7.6 percent of Professionals and 6.8 percent of Officials and Managers.

In conjunction with American Experiences versus American Expectations, EEOC has produced a fact sheet highlighting key data points on each demographic group of workers covered in the report. These fact sheets—which include EEO-1 data, EEOC charge and litigation information, and agency outreach activities—are available with the report at www.eeoc.gov/eeoc/statistics/reports/.

The EEOC enforces federal laws prohibiting employment discrimination. Further information about EEOC is available at www.eeoc.gov

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POWERMOVES.NOLA FEATURED AT FIRST-EVER WHITE HOUSE DEMO DAY

Charge to expand inclusive entrepreneurship across nation


WASHINGTON, D.C. (August 5, 2015) — PowerMoves.NOLA participated in the first-ever White House Demo Day yesterday to highlight the success of minority-owned startups and showcase best practices that can help other current and aspiring entrepreneurs start and grow businesses. The U.S. Small Business Administration (SBA) announced PowerMoves.NOLA as a winner of the second annual Growth Accelerator Fund Competition in the afternoon.

“We are honored to have participated in the White House Demo Day and extremely grateful to receive the SBA Growth Accelerator Fund award. Demo Day underscored that an investment in start-ups founded by entrepreneurs of color is an investment in the American economy. And the resources we received will help us continue to scale a national ecosystem of support for entrepreneurs of color,” said Leslie Jacobs, founder of PowerMoves.NOLA.

PowerMoves.NOLA is developing a national community of entrepreneurs, mentors, and investors to support underrepresented entrepreneurs of color who are in the early stages of startup company growth. Participation in PowerMoves.NOLA helps these entrepreneurs refine their business models, shape their go-to-market strategies, connect with advisors, and secure early investment to launch, operationalize, and scale their businesses. In just one year, PowerMoves.NOLA has nationally sourced 100 companies from 26 major cities across the country and helped secure more than $17 million in capital commitments.

Several of the startups involved in PowerMoves.NOLA programming attended White House Demo Day, including Blendoor, Food Trace, Lendstreet, Lisnr, MentorMe, and PartPic.

“There is an abundance of talent and drive across America, but too many of our world-class entrepreneurs don’t have access to the early-stage-friendly ecosystems and capital to grow beyond the ideation phase,” said Earl Robinson, president of PowerMoves.NOLA. “That’s why we are working to bridge the gap and ensure that those underrepresented in entrepreneurship have the tools they need to succeed.”

As part of the Demo Day, Robinson participated in a roundtable conversation on inclusive entrepreneurship with Senior Advisor to the President Valerie Jarrett, United States Chief Technology Officer Megan Smith, leaders from industry, and entrepreneurs. The conversation focused on ways to expand opportunities for entrepreneurs from all corners of the country and from all walks of life.

In the afternoon, SBA announced PowerMoves.NOLA as one of 80 winners of the 2015 Growth Accelerator Fund Competition. Each organization will receive a cash prize of $50,000 from the SBA.

“SBA is continuing to make advances in supporting unique organizations that help the start-up community grow, become commercially viable, and have a real and sustained economic impact,” said SBA Administrator Maria Contreras-Sweet. “Through the wide-spread outreach of this competition, we are able to reach entrepreneurial ecosystems across the country. My commitment is to make our resources available to 21st century entrepreneurs where they are, and these accelerators, also known as incubators and innovation hubs, are the gathering place for today’s innovators and disruptors.”

The purpose of the competition was to draw attention and funding to parts of the country where there are gaps in the entrepreneurial ecosystem. While there are entrepreneurial activities occurring nationwide, some are better supported by private sector ecosystems than others.

“The support we received from SBA will help us build our national infrastructure, allowing us to serve more entrepreneurs of color in more cities across the U.S. The result will be a robust network of mentors, founders, and funders, and ultimately, more game-changing ideas taking off in America,” Robinson continued.

ABOUT POWERMOVES.NOLA
PowerMoves.NOLA is an initiative to increase the number of minority-founded, venture-backed, high-growth entrepreneurial businesses in the United States. Based on New Orleans, PowerMoves.NOLA builds ecosystems of support for underrepresented entrepreneurs of color to create the necessary city-specific, regional, and national infrastructure to attract new capital, increase investment opportunities, and generate comprehensive support for early stage entrepreneurs of color. The initiative’s methodology involves focused investments in the (1) identification and development of high growth-focused minority entrepreneurial talent, (2) attraction and mobilization of investors with mandates that include investing in diverse talent and ideas, and (3) growth of local and national ecosystems to support entrepreneurs of color across the country.

PowerMoves.NOLA’s activities include an annual National Conference, City Ventures, boot camps, fellowships, pitch competitions, showcases, demo days, investment capital, mentorship, and ecosystem scaling.

PowerMoves.NOLA is made possible through the generous support of its sponsors including Chevron, Morgan Stanley, Entergy, IBERIABANK, Liberty Bank, Minority Business Development Agency (MBDA), U.S. Small Business Administration (SBA), and ESSENCE Festival® presented by Coca-Cola®.

More about White House Demo Day: https://www.whitehouse.gov/demo-day

More about the SBA Growth Accelerator Fund Competition: www.sba.gov/accelerators

More about PowerMoves.NOLA: powermovesnola.org

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Remote.co Launches as Definitive Remote Work Resource for Companies

FlexJobs creates independent resource to provide information for companies and others interested in leveraging remote work


Boulder, CO, July 8, 2015— In response to the growing interest in remote working across all industries and sizes, FlexJobs has created Remote.co, an independent website that provides information and best practices about starting, training, and managing successful remote workers, teams, and companies. It is designed specifically as a resource for entrepreneurs and companies interested in or already embracing remote work as a significant part of their businesses’ workforce model.

Experts and leaders from more than 30 top remote companies--including Automattic, GitHub, The Cheat Sheet, Fire Engine RED, Geller Law Group, and Trello--candidly share on Remote.co their firsthand understandings of building and managing remote teams, including both the benefits and the challenges. These companies (and others) have contributed their insights, lessons learned, and advice in the interest of helping other forward-thinking companies to learn from their experiences.

“Remote work is an increasingly important part of the modern workplace, and yet there hasn’t been much information available on best practices and strategies for companies who want to go remote. As the founder and CEO of a remote company myself, I am proud to collaborate with other remote leaders to share what we’ve learned and to inspire other companies to see the opportunity available with remote work,” said Sara Sutton Fell, Founder of Remote.co and Founder/CEO of FlexJobs. “Remote.co is devoted to the entire life cycle of the distributed model, so any company or entrepreneur seriously interested in remote work can rely on it as a comprehensive and useful resource.”

Remote.co consists of three main sections:

(1) Q&As: Leaders at mostly or completely distributed companies provide in-depth answers to a variety of questions, such as building remote company culture, BYOD and vacation policies, communication and collaboration tools, transparency, goal setting, productivity concerns, human resource issues, and many others.

(2) Blog: Updated regularly, content will focus on three main categories--the benefits of growing remotely; how to build remotely; how to manage remotely--and address challenges per industry verticals.

(3) Job listings: A place where like-minded companies and professionals can post, search, and apply to remote job listings.

Remote working has been more often understood as having benefits for employees, but companies that utilize remote work experience significant benefits, such as cost savings, increased productivity and stronger retention rates. These, and others, are why companies are incorporating remote work into their business models.

"Virtual working is simply part of Lullabot's DNA," said Jared Ponchot, Creative Director at Lullabot, one of the contributors to Remote.co. "Creativity is paramount in what we do, and a great benefit of this model is that people can lean into their own natural rhythms and take ownership of their work environments to produce amazing work."

“Creating a successful, engaged virtual workforce didn't happen overnight for Automattic and maintaining it takes work, but it's worth it,” said Lori McLeese at Automattic. “We're able to hire a stronger, more diverse workforce that is more productive and happier at their jobs.”

For more information visit: https://remote.co

To request additional information, please contact Kathy Gardner at kgardner@flexjobs.com.

About Remote.co

Remote.co is an independent website that provides information and best practices about starting, developing, and managing successful remote workers, teams, and companies. Designed specifically as the definitive resource for companies interested in or already embracing remote work as part of their business model, Remote.co is the leading space for innovative conversations around remote work. About FlexJobs

FlexJobs is the leading online service for professionals seeking telecommuting, flexible schedule, part-time, and freelance jobs. With flexible job listings in over 100 career categories, and opportunities ranging from entry-level to executive, freelance to full-time, FlexJobs offers job-seekers a safe, easy, and efficient way to find professional and legitimate flexible job listings. Having helped over one million people in their job searches, FlexJobs has appeared on CNN and Marketplace Money and in TIME, Forbes, Fortune and many other trusted media outlets.

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Moonlighting Announces Strategic Partnership with The McClatchy Company to Bring “Sharing Economy” Platform with New Jobs to Local Markets

Investment in Task-based Employment Marketplace Expands Access to Peer-to-Peer Sharing Economy


Charlottesville, VA, June 3, 2015 – Moonlighting, the on-demand task-based hiring exchange for local communities, today announced The McClatchy Company (NYSE:MNI), a global news and information leader is making a strategic and financial investment in the company. McClatchy will introduce the Moonlighting platform and exchange to its vast print and digital audiences its digital properties by integrating the platform into its digital properties and print publications located in 28 US markets.

As part of the partnership, Christian A. Hendricks, Vice President, Interactive Media at McClatchy will join Moonlighting’s board of directors. Hendricks brings extensive digital operations, innovation, and strategic skills to Moonlighting and will help accelerate the company’s growth. Hendricks is also Chairman of the Local Media Consortium, a partnership of more than 60 local media companies representing more than 1,600 local media outlets, which delivers brand safe content to more than 450 million unique visitors on a monthly basis.

“McClatchy has a history of successfully identifying and partnering with emerging digital companies it believes beneficial to its reader and advertising customers,” said Hendricks. “We’re very excited to partner with Moonlighting and believe they have the winning formula to bring a compelling and effective long-term solution for the 1099 sharing economy to service provider and consumers at large.”

In October 2014, Moonlighting introduced its two-way employment tool to the market and transformed the way people participate in the sharing economy. Since then, Moonlighting has grown significantly and is now used by service providers and consumers in all 50 states and in more than 1,300 communities to create and fulfill task-based jobs.

“Moonlighting’s mission is to democratize the sharing economy and allow everyone, everywhere to generate job opportunities on their own terms. With McClatchy’s financial and strategic marketing support, we can accelerate our message to millions of eager workers who need an open, on-demand solution to support their families and generate income,” said Moonlighting Founder and CEO Jeff Tennery.

About Moonlighting
Moonlighting is the first mobile, on-demand application that empowers people to earn extra money and get tasks done instantly. Moonlighting creates a virtual marketplace for individuals and small businesses, enabling more effective and efficient communication between those needing a task done and those capable of fulfilling the need. Through the Moonlighting platform, users eliminate anonymity by posting jobs and sharing them within their trusted social networks (e.g. Facebook, Twitter, LinkedIn) or with friends in their contact book. Moonlighting’s mobile technology allows users to also make more intelligent and better-informed hiring decisions in real time. Using Moonlighting’s proprietary mobile payment platform, users can complete hiring transactions in a secure and safe manner. Moonlighting was built from the ground up for the mobile economy. Moonlighting is a privately-held company based in Charlottesville, VA. For more information about Moonlighting, please visit http://www.moonlightingapp.com.

About McClatchy
The McClatchy Company is a 21st century news and information leader, publisher of iconic brands such as the Miami Herald, The Kansas City Star, The Sacramento Bee, The Charlotte Observer, The (Raleigh) News and Observer, and the (Fort Worth) Star-Telegram. McClatchy operates media companies in 28 U.S. markets in 14 states, providing each of its communities with high-quality news and advertising services in a wide array of digital and print formats. McClatchy is headquartered in Sacramento, CA, and listed on the New York Stock Exchange under the symbol MNI.

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World's Most Extreme Jobs



View Interactive Version (via YourTradeBase).

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Students Seek Their Own Committee to Represent an Estimated $25 Billion of Claims in Corinthian Colleges Bankruptcy

Corinthian students seek special committee through Department of Justice to provide opportunity for the interests of students to be heard


LOS ANGELES, May 11, 2015—Attorneys representing an ad-hoc student group and seeking to represent the interests of an estimated 500,000 students of the recently-collapsed Corinthian Colleges Inc., have formally requested that a special committee be formed to provide meaningful participation by students. The aggregate claims may exceed $25 billion in the bankruptcy cases of Corinthian and its subsidiaries. Public Counsel Law Center, Robins Kaplan LLP, and Strumwasser & Woocher LLP said that the legal action is intended to ensure that student voices are heard in a case that will significantly affect their finances and their futures.

“By taking this urgent action, the students—the real victims in this unnecessary and heartbreaking scandal—will have their specific interests represented,” said Mark Rosenbaum, Director of Public Counsel Opportunity Under Law. “These students were offered one of the most precious gifts of a democracy—the promise to access an education. Instead, they became victims of an irresponsible and negligent corporate culture. These students’ only failure was that they trusted the false promises made to them, and believed too much in our national credo that the only sure way to opportunity is through schoolhouse doors.”

The students—those most affected by the fraudulent business practices that the Consumer Financial Protection Bureau called a “predatory lending scheme,” and which led to Corinthian Colleges’ demise—seek to represent their own interests in the bankruptcy case by establishing a special committee of creditors for students only.

“I want more than anything to see the door opened for all students who were harmed by these schools to finally have their voices recognized,” said Aeyla Admire, a former student at Corinthian Colleges subsidiary, Everest College, who was misled by Everest about her program’s accreditation and how her education would be financed. “We are the ones who are stuck paying back these loans we didn’t authorize, and who have had our credit ratings decimated by this debt.”

“The claims of current and former Corinthian students are unique and different from the trade creditors of Corinthian,” saidScott Gautier of Robins Kaplan LLP, bankruptcy counsel for the ad-hoc student group. “We hope that the U.S. Trustee will see the merit in establishing a separate creditors’ committee composed of and run by student representatives. To date, the students have not had an effective forum in which to collectively address their concerns and we have asked the U.S. Trustee’s office to establish the committee and provide them meaningful representation in the bankruptcy forum. Considering that hundreds of thousands of students have attended these schools, with program costs from $20,000 to $100,000, we estimate that the students’ damage claims could exceed $25 billion.”

“This committee will help students establish their right to redress for both the debts incurred, and the consequential damages that have been visited upon the student population. Moreover, the ability to work through an official committee will give the students the ability to focus efforts on redress, which will likely come, in part, through student loan forgiveness and ongoing programs to assist students with education and job placement. We believe that collective treatment is not only proper, but the most efficient and effective way for the bankruptcy estates to address these claims,” Gautier added.

Following are a few of the many examples of Corinthian’s fraudulent and misleading actions:

Tiffany Contreras enrolled in Everest College’s paralegal program in April 2013 and was nine weeks from graduating when the school closed its doors on April 27, 2015. She currently owes over $47,000 in subsidized and unsubsidized federal loans, as well as a private Genesis loan. The week before the school closed, Tiffany was asked to pay a $500 “repack” fee, and was told by an employee of the financial aid office that the school had been “repackaging” students’ loans without their permission. Read Tiffany’s story.

Sarah Dieffenbacher is a mother of four and the first person in her family to attend college. She studied at Everest College from 2007-2010 to become a legal assistant and was shocked to learn from a potential employer that her program was not recognized, let alone ABA accredited as Everest had claimed. She was also shocked to discover that she owed $110,000 in loans that the school took out in her name without notifying her. Read Sarah’s story.

Tasha Courtright had the highest grade point average at Everest College’s Ontario campus, where she completed an associate’s degree in criminal justice and a bachelor’s degree in business management. Everest recruiters aggressively pursued her, assuring her she would be earning $45,000 per year after completing her degree and claiming a 91 percent job placement success rate, which turned out to be untrue. She informed the recruiters that she could not afford college, and they told her they “ran the numbers” and assured her that grants would cover the cost of her program. She now owes $41,000 in debt and has never been able to obtain documentation of her loans.Read Tasha’s story.

Aeyla Admire, who completed Everest College’s medical assistant training program in 2006-2007 with straight A’s, is the first person in her family to go to college. She had hoped access to higher education would help her gain the financial security she never had growing up as the child of a single mother working minimum-wage jobs. Instead, Everest failed to help her access the job placement resources they had promised, and misled her about her financial aid, taking out over $17,000 in public and private loans without her authorization. Read Aeyla’s story. About Public Counsel
Public Counsel is the nation’s largest pro bono law firm. Founded in 1970, Public Counsel strives to achieve three main goals: protect the legal rights of disadvantaged children; represent immigrants who have been the victims of torture, persecution, domestic violence, trafficking, and other crimes; and foster economic justice by providing individuals and institutions in underserved communities with access to quality legal representation. Through a pro bono model that leverages the talents and dedication of thousands of attorney and law student volunteers, along with an in-house staff of more than 75 attorneys and social workers, Public Counsel annually assists more than 30,000 families, children, immigrants veterans, and nonprofit organizations and addresses systemic poverty and civil rights issues through impact litigation and policy advocacy. For more information, visit www.publiccounsel.org.

About Robins Kaplan LLP
Robins Kaplan LLP is among the nation’s premier trial law firms, with more than 220 lawyers located in Atlanta, Bismarck, North Dakota, Boston, Los Angeles, Minneapolis, Mountain View, California, New York, Naples, Florida, and Sioux Falls, South Dakota. The firm litigates, mediates, and arbitrates high-stakes, complex disputes, repeatedly earning national recognition. Firm clients include—as both plaintiffs and defendants—numerous Fortune 500 corporations, emerging-markets companies, entrepreneurs, and individuals.

About Strumwasser & Woocher LLP
Strumwasser & Woocher is one of the most respected law firms in California, known for its successful trial and appellate litigation of major public-policy and public-interest matters. Since its founding in 1991, the firm has litigated landmark cases regarding education law, election law, land use issues, state and local government law, taxation, environmental protection, constitutional law, civil rights, consumer protection, insurance regulation, health care law, public utility law, and workers' rights. In trial and appellate courts, legislative halls and administrative tribunals, Strumwasser & Woocher has collected a broad array of victories in path-making litigation and has advised clients on the day's most compelling issues.

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DiversityInc Unveils the 2015 Top 50 Companies for Diversity

Novartis Pharmaceuticals Corporation Holds the Number One Spot for the Second Year in a Row

DiversityInc Top 50 Stock Index Significantly Outperforms the Dow Jones Industrial Average (DJIA) and S&P 500


New York, NY (April 24, 2015) – Diversity and inclusion's keystone event in America took place at Cipriani Wall Street Thursday evening, as DiversityInc announced the 2015 Top 50 Companies for Diversity in front of more than 900 senior executives. Novartis Pharmaceuticals Corporation remained at the top of the rankings for their second year, while Kaiser Permanente jumped two spots to come in second. PricewaterhouseCoopers, EY, Sodexo, MasterCard Worldwide, AT&T, Prudential Financial, Johnson & Johnson, and Procter & Gamble rounded out the top 10. MassMutual Financial Group and Hilton Worldwide were both newcomers to the list this year.

“With more than 1000 companies participating, the competition for a spot on the DiversityInc Top 50 and Specialty Lists was up over 30% this year,” said DiversityInc Founder and CEO Luke Visconti. “Companies are recognizing the importance of diversity for corporate reputation - which directly effects millennial-generation recruiting and retention. And whether you’re talking about Silicon Valley, Ferguson, or Indiana, there’s no denying that stories about how far we still need to come regarding diversity have been dominating the headlines in 2015.”

DiversityInc Top 50 companies have significantly more diversity than average American corporations. Compared with EEOC statistics, Top 50 companies have 20% more Blacks, Latinos, and Asians in management, and 13% more women. In the Top 10 the contrast is even sharper, with 41% more Blacks, Latinos, and Asians, and 46% more women than US corporate average. This year, for the first time, the National Organization on Disability tracker was required for the Top 10 Disabilities list.

CNBC covered the DiversityInc Top 50 event and provided the stock market econometric evaluation. “The Top 50 list outperformed the market on a short and long-term basis - which has been the case over the past several years. This shows evidence of the link between excellence in diversity management and superior corporate governance,” said Visconti.

Any company with over one thousand U.S.-based employees is eligible to enter, and there is no cost to compete. Each company’s rank is based on objective analysis of 183 separate factors, based on data from a 300-question survey. The four equally weighted areas of measurement include Talent Pipeline, Equitable Talent Development, CEO/Leadership Commitment, and Supplier Diversity.

“We are extremely honored to be recognized by DiversityInc as the top ranked company for a second year in a row,” said Christi Shaw, President, Novartis Pharmaceuticals Corporation and US Country Head, Novartis Corporation. “For us, Diversity & Inclusion are an important part of our culture and strategic business focus. Fostering an environment where authenticity and collaboration can flourish enables us to drive future breakthroughs and innovations that help patients live fuller, healthier lives.”

The announcement dinner included a keynote address from Reverend Jesse Jackson, Sr., whose Rainbow PUSH Coalition has been calling on the tech industry to embrace more diversity as a business opportunity.

DiversityInc also released 13 lists for the following select specialty areas:

• 25 Noteworthy Companies

• Top 10 Companies for LGBT Employees (Wells Fargo, No. 1)
• Top 10 Companies for Supplier Diversity (AT&T, No. 1)
• Top 10 Companies for People With Disabilities (EY, No. 1)
• Top 10 Companies for Recruitment (PricewaterhouseCoopers, No. 1)
• Top 10 Companies for Mentoring (EY, No. 1)
• Top 5 Utilities (Ameren, No. 1)
• Top 10 Regional Companies (Blue Cross Blue Shield of Michigan, No. 1)
• Top 10 Companies for Veterans (Northrop Grumman Corporation, No. 1)
• Top 10 Companies for Global Diversity (IBM, No. 1)
• Top 10 Companies for Employee Resource Groups (Merck & Co., No. 1)
• Top 10 Companies for Diversity Councils (EY, No. 1)
• Top 5 Hospitals and Health Systems (Henry Ford Health System, No. 1)

For the entire Top 50 list, visit http://www.diversityinc.com/top50 or follow the conversation online with the hashtag #DITop50.

The DiversityInc Top 50 Companies for Diversity Announcement Dinner was made possible thanks to the following sponsors: Abbott, ADP, AT&T, Caterpillar, Cox Communications, CVS Health, Deloitte, EMC, EY, IBM, Kaiser Permanente, Marriott International, MasterCard, Monsanto, Novartis Pharmaceuticals Corporation, PricewaterhouseCoopers, Prudential Financial, Sodexo, Target, TD Bank, Time Warner, Toyota Motor North America, and Wells Fargo.

About DiversityInc
DiversityInc’s mission is to bring education and clarity to the business benefits of diversity. The DiversityInc Top 50 Companies for Diversity list began in 2001, at the same time many corporations were beginning to understand the business value of diversity-management initiatives. The 2015 Top 50 Companies for Diversity results are featured on DiversityInc.com and in DiversityInc magazine. For more information, log on to www.diversityinc.com, https://www.facebook.com/DiversityInc, https://twitter.com/DiversityInc or http://www.linkedin.com/company/26561.

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Infographic: 15 Dream Jobs That Pay Really Well


View Original
(via Savoo).




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The articles on this website are provided as a community service for information purposes only. BlackRefer.com does not accept any responsibility or liability for the use or misuse of the above article content. Use this information with caution and at your own risk.

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    Getting Hired in One-Minute, Wow! New App Simplifies Job Search, Recruiting, and Hiring


     Wow  App



    PITTSBURGH -- WOWHire!, an innovative job search and hiring app from Founder and CEO, Samuel Boyer, and Co-Founder Phil Laboon, is literally turning heads.

    WOWHire! is a new mobile platform that allows employers to swipe their way through one- minute video resumes, created and uploaded by job seekers and potential candidates.

    It’s quick and easy to get started. Candidates sign up, log in, and use their cell phone’s camera to create a 60-second video resume, allowing for a quick and effective connection with employers like never before.

    Employers can browse through the database of video resumes, in their search for candidates to fill entry-level positions. The one-minute videos offer powerful insights into the personality, presentation and communication skills of the candidate. It’s quick and easy to swipe through dozens of candidates in just as many minutes.

    Candidates can see how many companies have viewed their video resume and which companies liked them. Employers can use filters to quickly look through thousands of potential hires, narrowing down their search by education, industry experience, or academic institution. Once they find a potential candidate, they can quickly save them to their ‘favorites’ and then easily follow up with potential hires for further evaluation.

    Unlike with traditional resumes, one-minute video resumes allow companies to make a more personal connection with potential hires, enabling them to better assess someone’s fit within the company’s culture before investing the time for a face-to-face interview.

    The WOWHire! network is rapidly expanding with national as well as global companies in financial services, hospitality, and technology signing up.

    The app can be downloaded for free at www.WOWHire.com (Apple iOS or Android).

     Wow  App



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    Grassroots & National Advocates Launch Initiative Calling on President Obama to Embrace Fair Chance Hiring Reforms

    Over 100 Localities and States Pave the Way for Federal Action


    New York, NY—Worker advocates, faith-based organizers, and the formerly incarcerated joined together today to launch an initiative urging President Obama to take executive action to ensure that employment opportunities with federal agencies and contractors are open to qualified job-seekers with arrests or convictions in their past. “Fair chance” hiring policies that reduce unfair hiring barriers against people with records and help employers tap into undiscovered talent have been adopted in more than 100 cities, counties, and states, paving the way for federal action.

    The initiative is being jointly organized by All of Us or None, a membership organization of the formerly incarcerated; the PICO National Network, the nation’s largest faith-based organizing network with more than 1,000 religious congregations in 200 U.S. cities; and the National Employment Law Project, a research and advocacy group for low-wage and unemployed workers. The groups will partner on a series of activities and events over the coming months.

    In a report released today, “Advancing a Federal Fair Chance Hiring Agenda,” the National Employment Law Project (NELP) makes the case for federal action that builds on the momentum in the 13 states, the District of Columbia, and the 96 cities and counties that have adopted “ban the box” and other fair chance hiring measures.

    In support of the initiative, the three groups also released a sign-on letter for organizations around the country to urge President Obama to take immediate executive action. Early signers include the ACLU, the Leadership Conference on Civil and Human Rights, the NAACP Legal Defense and Education Fund, actor/activist Danny Glover, Michael Hannigan, the president and co-founder of Give Something Back Office Supplies, JustLeadershipUSA, the Anti-Recidivism Coalition, the National Council on Crime and Delinquency, and other notable individuals and organizations.

    Almost one in three adults in the United States has a criminal record that will show up on a routine criminal background check, which creates a serious barrier to employment for communities of color hardest hit by decades of over-criminalization, according to NELP’s report. Nearly one in four U.S. workers is employed either by a federal contractor, a subcontractor, or the federal government. With the labor market now recovering, the federal government should waste no time in ensuring that job applicants with past convictions can fairly compete for jobs.

    Dorsey Nunn, who has championed the rights of the formerly incarcerated as a founding member of All of Us or None, and serves as executive director of Legal Services for Prisoners with Children, stated: “What we are asking for comes down to the simple proposition that formerly incarcerated citizens should be entitled to the same active participation in the government, including our taxpayer-funded jobs, that belongs to everyone else. We pay taxes, too. It’s part and parcel of the process of achieving the full restoration of our rights.”

    Pastor Michael McBride, who leads the PICO National Network’s Live Free campaign, which is committed to addressing gun violence and mass incarceration of young people of color, believes that the current state of America’s economic and justice systems contributes to racial discrimination that further erodes the moral character of our nation. “‘Ban the Box’ measures are a step forward in fixing a justice system that is inefficient and ineffective and that leaves us unwilling and unable to see the humanity and value of black and brown lives,” said McBride. “How can a child, a man, or a woman seek opportunity, act on their potential, or be optimistic about their future, if they are not also free and safe to strive for a better tomorrow?”

    “Nearly 50 years ago, Dr. King challenged our nation to recognize that ‘now our struggle is for genuine equality, which means economic equality,’” said Maurice Emsellem, director of NELP’s Access and Opportunity Program and co-author of the report. “Without opening up employment opportunities for the large numbers of Americans who have been unfairly locked out of the job market because of a conviction, the nation will never realize the promise of economic opportunity.”

    The NELP report comes on the heels of the State of the Union address in which President Obama talked about restoring the link between hard work and opportunity for every American. The report details a specific agenda for reform by the Administration, which includes an Executive Order extending model fair chance hiring to private employers that contract with the federal government and a Presidential Memorandum directing federal agencies to close major gaps in the hiring process that undermine the efforts of qualified workers with a record to access federal jobs.

    Elected officials across the political spectrum have embraced criminal justice reform and fair chance hiring measures specifically, mostly recently including ban-the-box legislation signed by New Jersey Governor Chris Christie that extends to private employers. In 2014, four states and 38 cities and counties (42 jurisdictions) enacted fair chance reforms—more than double the jurisdictions that did so in 2013.

    Today, over 100 million people live in an area where fair chance hiring is in effect. Six states now extend their fair chance hiring reforms to private sector employers, and a growing number of major corporations, including Walmart, Target, and Home Depot—three of top five retailers in the nation—have adopted such policies as well. New campaigns are underway in key states, such as Georgia, Missouri, Ohio, Oregon, Texas, and Washington, and in major cities, including Los Angeles, New York City, Portland, Dallas, and Orlando.

    President’s Obama’s My Brother’s Keeper Task Force also endorsed fair chance hiring. The task force report recommended “implement[ing] reforms to promote successful reentry, including hiring practices, such as ‘Ban the Box,’ which give applicants a fair chance and allow employers the opportunity to judge individual job applicants on their merits as they reenter the workforce.”


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    EEOC TO PROBE HARASSMENT AT MEETING


    WASHINGTON -- The U.S. Equal Employment Opportunity Commission (EEOC) will hold a meeting on Wed., Jan. 14, at 9:30 a.m. (Eastern Time), at agency headquarters, 131 M Street, N.E., Washington D.C. In accordance with the Sunshine Act, the open session of the meeting will be open to public observation of the commission's deliberations. EEOC staff will also live tweet from the public meeting using the @EEOCNews Twitter handle and the hashtag #EEOCmtg.

    The commission will hear from invited panelists on the persistent problem of workplace harassment as well as best practices for employers to prevent and address harassment. The commission is scheduled to hear from the following confirmed panelists during the meeting:

    • Carol Miaskoff, Acting Associate Legal Counsel, EEOC, Office of Legal Counsel

    • Fatima Goss Graves, Vice President for Education and Employment, National Women’s Law Center

    • Patricia Wise, Partner, Niehaus Wise & Kalas Ltd

    • Laudente Montoya, Charging Party/Class Member, EEOC v. Dart Energy Corp. et al.

    • Sean Ratliff, Acting Supervisory Trial Attorney, EEOC Denver Field Office

    • Jane Kow, Employment Lawyer and HR Consultant/Trainer, HR Law Consultants

    Seating is limited, and the EEOC encourages visitors to arrive 30 minutes before the meeting in order to be processed through security and escorted to the meeting room. Visitors should bring a government-issued photo identification card to facilitate entry into the building.

    The commission meeting agenda is subject to revision. Additional information about the meeting, when available, will be posted at http://www.eeoc.gov/eeoc/meetings/index.cfm.

    The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.


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    New Resolution by National Black Caucus of State Legislators Calls for More Employment Diversity in the Tech Industry


    (DALLAS, TX) – The MinorityEye will hold a teleconference in Dallas to discuss a new resolution from the National Black Caucus of State Legislators (NBCSL) that calls on tech giants like Google, Facebook, Twitter and others to diversify their workforces. The teleconference will be held after the NBCSL Annual Legislative Conference on Friday, December 12 at 5:00pm.

    The resolution comes on the heels of recently released statistics by these companies, showing unequal representation of minority communities in their workforces. The MinorityEye will be joined by the President of NBCSL and sponsor of the resolution, State Representative Joe Armstrong of Tennessee, District 15.

    For more information contact: media@theminorityeye.com

    WHO: President Joe Armstrong (TN)

    WHEN: Friday, December 12, 2014 5:00 p.m. - 5:30 p.m.

    DIAL-IN: 866-952-1906; CONFERENCE ID: Diversity

    About The MinorityEye's "Campaign for Equality in Technology": The campaign for Equality in Technology seeks to raise awareness of the startling minority employment gap in the US technology sector. Equality in Technology is asking that industry leaders in technology enact reasonable accommodations to remove employment barriers faced by members of the three designated minority groups, women, African Americans and Hispanics. Employers are also asked to institute positive policies for the hiring, training, retention, and promotion of members of these marginalized groups. http://www.theminorityeye.com/equality-in-technology/


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    New Research Links Income Inequality to a Marriage Gap Between the Wealthy and Poor


    In advance of the December 11 publication date, the Russell Sage Foundation will host a press call with Johns Hopkins sociologist Andrew Cherlin to present new research on economic inequality, marriage, and family trends from Cherlin’s forthcoming book, Labor’s Love Lost (Russell Sage Foundation, 2014). A national expert on work and family issues, Cherlin will be joined by other experts in the field, including author and professor Stephanie Coontz, to discuss the implications of his research.

    In documenting two centuries of work and family trends, Labor’s Love Lost examines how:

    · The male-breadwinner family is a historical anomaly—not the American norm: Despite its outsized place in the American imagination, the idea of the middle class male-breadwinner family is an anomaly in American history.

    · Economic inequality and the marriage gap go hand-in-hand: Cherlin documents how the marriage gap between the well-to-do and working-class Americans expands during times of high income inequality, drawing new connections between the present day and the “Gilded Age” of the late nineteenth century.

    · American children experience the highest rates of family turnover in the developed world: Large numbers of American children today live with single parents or with parents in cohabitating unions of short duration and high breakup rates. As a result, American children experience parents, parents’ partners, and stepparents moving in and out of their households far more than in other developed countries.

    · High school-educated Americans raise children in patterns more similar to high-school dropouts than college graduates: The percentage of children who are aren’t living with two biological parents has increased sharply among the moderately-educated. It is now common for high-school-educated women to have at least one child outside of marriage.

    · African American employment and family trends are distinct from the marriage gap among whites: As African American men did not fully share in the wage gains of the post-war period, Cherlin traces how marriage rates among African Americans did not rise as high as whites during the 1950s and 1960s, and how they have fallen further in the most recent period.

    · New educational and labor market policies are needed to stabilize working-class families: Cherlin argues that the U.S. must improve the educational opportunities for working-class children, including placing greater emphasis on apprenticeships and internships as pathways to steady employment for high school graduates—rather than promoting college education for all. In addition, he argues that labor market interventions—such as subsidizing low wages through tax credits and raising the minimum wage—are needed to foster stability.

    ABOUT THE RUSSELL SAGE FOUNDATION
    The Russell Sage Foundation is the principal American Foundation devoted exclusively to research in the social sciences. The Foundation is dedicated to strengthening the methods, data, and theoretical core of the social sciences as a means of improving social policies. The Foundation is a research center for a select group of Visiting Scholars each year, a funding source for studies by scholars at other academic and research institutions, and an active member of the nation's social science community. The Foundation also publishes, under its own imprint, the books that derive from the work of its grantees and Visiting Scholars.


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    Here Are All the Black People


    In a video promoting the upcoming Here Are All the Black People event in September, iconic comedian Jerry Seinfeld lets us know where all the black people are. You can see the video here: https://www.youtube.com/watch?v=JePaUVV1B5w

    Here Are All the Black People is a creative career fair promoting diversity. There are a lot of initiatives raising awareness for the need for diversity but Here Are All the Black People delivers on its promise, having attracted thousands of attendees, including mentors, students, recent graduates and professionals, in the last few years. Thousands of connections were made and hundreds of job opportunities were created as a result of the career fair.

    Last year, Dr. Cornel West keynoted the event. Here is a video with highlights from last year: https://www.youtube.com/watch?v=3AHqIbYDT5k

    Check out the website: http://herearealltheblackpeople.com/


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BLACK - AFRICAN AMERICAN EMPLOYMENT
   

  1. African American Community Career Opportunity...
    African American workplace diversity job search engine and career opportunity news resource for equal employment.

  2. AfricanAmericanHires.com ...
    Search job sites, company career pages and associations for African American jobs.

  3. AiMA...
    Atlanta's Source for Marketing Education and Networking.

  4. Ask JAN ...
    JAN - Job Accommodation Network. If you have a question about workplace accommodations or the Americans with Disabilities Act (ADA) and related legislation, we can help.

  5. Beautify the Meek ...
    Beautify the Meek is a non-profit organization based in Gautier, MS that helps battered, under-served, and unfortunate women better themselves through physical and spiritual makeovers, career development, job training, self-esteem, and conflict resolution.

  6. Black Collegian Online ...
    Featuring free career development advice, industry profiles, job search and resume tools, fellowships, internships, graduate school information, and other opportunities.

  7. Black E.O.E. Journal...
    The Black EOE Journal is a print and online resource for employment and career search for individuals and corporate America alike.

  8. Black Equal Opportunity Employment Journal Magazine...
    The Black Equal Opportunity Journal Magazine is dedicated to informing the African-American and minority communities of job, career and educational opportunities.

  9. Black Perspective...
    The Black Perspective - Workplace Diversity, Affirmative Action Programs, Equal Employment Opportunity Laws, Minority Job Listings, Careers for African Americans.

  10. Careerjet.com...
    Careerjet is an employment search engine for the United States. It allows you to search a growing selection of jobs listed on company sites as well as jobsites in one go saving you the trouble of having to go to each site individually.

  11. Council of Minorities in Engineering...
    NACME is the nation's primary source for information concerning minorities in engineering. Since 1974, The National Action Council for Minorities in Engineering has provided leadership and support for the national effort to increase the representation of successful African Americans.

  12. Criminal Justice Degree Resources...
    Occupations and career paths in criminal justice range widely, from correctional and probation officers to lawyers, and everything in between. Visit this website to learn more about the criminal justice system, including the specific crimes, case studies, support groups and outreach programs, as well as laws and regulations, utilize the following articles.

  13. CV writing...
    CV, Cover Letter and Interview Information.

  14. Dallas Black Blog...
    Archive for the 'African American Jobs' Category.

  15. Diversity Career Online...
    Diversity/Careers In Engineering & Information Technology.

  16. Diversity Trends...
    Diversity Trends, LLC is a human resources consulting and training firm based in Dallas, Texas.

  17. Diversity Working...
    Largest diversity career opportunity job search engine and diversity news source online.

  18. Entertainment Jobs...
    Entertainment Jobs in film Television music animation Studios Networks: Disney, Fox, New Line, Paramount, Sony, Universal, Warner Bros. more.

  19. Equipment Operator Training...
    Visit Operator-School.com for the latest in heavy equipment operation training and get NCCER certified through one of our programs.

  20. Forklift Certification and Forklift Training ...
    Forklift Certification, Forklift Training and Forklift Operator Guide.

  21. Greek Diversity Job Board...
    GreekDiversity is the official job board of Kappa Alpha Psi, Alpha Phi Alpha, Omega Psi Phi, Phi Beta Sigma, & Iota Phi Theta, the top BGLOs in the US. Employers that are seeking talented, educated, high quality candidates post jobs and advertise with us. Job seekers-register and upload your resume now! Employers-post your openings with us!

  22. IncomeOpenings.com...
    A website for those that are looking to make extra money or that are unemployed. It offer legitimate home based businesses and tools to make extra money or to draw potential leads!

  23. Inducing Wellbeing In The Work Place...
    "Inducing Wellbeing In The Work Place: A Workers Guide To Stress Management", by Gradle Gardner Martin.

  24. Inroads.org...
    If you have what it takes, we can provide the guidance, support and career opportunities you need to succeed.

  25. Job Search Engines...
    Job Search Engines. One quick click can search through millions of jobs compiled from job boards, newspapers, classifieds and company websites. Easy register process and resume submitting.

  26. Juju Inc....
    Browse African American jobs from 1,000s of job boards and employer web sites in one place.Juju makes your African American job search faster and more comprehensive.

  27. Management Training Development...
    Management training courses and development programmes.

  28. Magazine Publishers of America ...
    Magazine Publishers of America (MPA) is the industry association for consumer magazines.

  29. Media Volt...
    Media community site offering Auditions & Jobs for Models, writers, Actors, Musicians and TV/Film production crew.

  30. Minority Business Entrepreneur ...
    Bi-monthly magazine on minority- and women-owned business which includes the table of contents and subscription information.

  31. Minority Professional Network...
    Your career, economic, and lifestyle connection.

  32. MyJobApps.com...
    Profile of over 1,500 companies. Find salary, benefits, application data and more.

  33. NAAAHR...
    National Association of African Americans in Human Resources.

  34. NBER...
    Immigration and African-American Employment Opportunities: The Response of Wages, Employment, and Incarceration to Labor Supply Shocks.

  35. Nursetown.com...
    Nursing jobs in hospitals, travel nursing jobs, RN jobs, LPN jobs and discussion groups and resources regarding nurse employment.

  36. Quintessential Careers...
    Includes a collection of the best career and job resources, especially designed and targeted to job-seekers of color.

  37. ResumeIndex.com...
    We provide a large collection of free resume samples and templates to help job seekers improve their resumes and find a job.

  38. Sable Group...
    The Sable Group - executive search consulting diversity training - EEO Audits.

  39. Servemehere.com ...
    Servemehere.com is the first at your doorstep local services with online appointment scheduling referral community.

  40. Stress and Other Workplace Afflictions...
    Increase awareness that ALL people have the inherent right to be treated fairly, with dignity and respect in the workplace.

  41. The Black Perspective...
    The Black Perspective is dedicated to promoting diversity and inclusion in employment and education.

  42. The Multicultural Advantage...
    The Multicultural Advantage is an informative portal where professionals of color can identify opportunities and learn firsthand what it takes to stay ahead of the pack.

  43. Top Journalism Schools ...
    A comprehensive listing of schools offering a degree in Journalism as well as practical information on possible careers in the field.

  44. US Dept. of Commerce - Minority Business Development Agency (MBDA) ...
    Background and contact information.












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