Tag Archives: compensation and benefits

McDonald’s, In-N-Out, and Chipotle are spending millions to block raises for their workers


New York
CNN
 — 

California voters will decide next year on a referendum that could overturn a landmark new state law setting worker conditions and minimum wages up to $22 an hour for fast-food employees in the nation’s largest state.

Chipotle, Starbucks, Chick-fil-A, McDonald’s, In-N-Out Burger and KFC-owner Yum! Brands each donated $1 million to Save Local Restaurants, a coalition opposing the law. Other top fast-food companies, business groups, franchise owners, and many small restaurants also have criticized the legislation and spent millions of dollars opposing it.

The measure, known as the FAST Act, was signed last year by California Gov. Gavin Newsom and was set to go into effect on January 1. On Tuesday, California’s secretary of state announced that a petition to stop the law’s implementation had gathered enough signatures to quality for a vote on the state’s 2024 general election ballot.

The closely-watched initiative could transform the fast-food industry in California and serve as a bellwether for similar policies in other parts of the country, proponents and critics of the measure argued.

The law is the first of its kind in the United States, and authorized the formation of a 10-member Fast Food Council comprised of labor, employer and government representatives to oversee standards for workers in the state’s fast-food industry.

The council had the authority to set sector-wide minimum standards for wages, health and safety protections, time-off policies, and worker retaliation remedies at fast-food restaurants with more than 100 locations nationally.

The council could raise the fast-food industry minimum wage as high as $22 an hour, versus a $15.50 minimum for the rest of the state. From there, that minimum would rise annually based on inflation.

California’s fast-food industry has more than 550,000 workers. Nearly 80% are people of color and around 65% are women, according to the Service Employees International Union, which has backed the law and the Fight for $15 movement.

Advocates of the law, including unions and labor groups, see this as a breakthrough model to improve pay and conditions for fast-food workers and overcome obstacles unionizing workers in the industry. They argue that success in California may lead other labor-friendly cities and states to adopt similar councils regulating fast-food and other service industries. Less than 4% of restaurant workers nationwide are unionized.

Labor law in the United States is structured around unions that organize and bargain at an individual store or plant. This makes it nearly impossible to organize workers at fast-food and retail chains with thousands of stores.

California’s law would bring the state closer to sectoral bargaining, a form of collective bargaining where labor and employers negotiate wages and standards across an entire industry.

Opponents of the law say it’s a radical measure that would have damaging effects. They argue it unfairly targets the fast-food industry and will increase prices and force businesses to lay off workers, citing an analysis by economists at UC Riverside which found that if restaurant worker compensation increases by 20%, restaurant prices would increase by approximately 7%. If restaurant worker compensation increased by 60%, limited-service restaurant prices would jump by up to 22%, the study also found.

“This law creates a food tax on consumers, kills jobs, and pushes restaurants out of local communities,” said the Save Local Restaurants coalition.

On Wednesday, McDonald’s US President Joe Erlinger blasted the law as one driven by struggling unions that would lead to “an unelected council of political insiders, not local business owners and their teams,” making key business decisions.

Opponents have turned to a similar strategy used by Uber, Lyft and gig companies that sought to overturn a 2020 California law that would have required them to reclassify drivers as employees, and not “independent contractors,” which would provide them with benefits such as a minimum wage, overtime, and paid sick leave.

In 2020, Uber, Lyft, DoorDash, Instacart and others spent more than $200 million to successfully persuade California voters to pass Proposition 22, a ballot measure that exempted the companies from reclassifying their workers as employees.

Read original article here

Women living in states with abortion bans suffer greater economic insecurity


New York
CNN
 — 

Women living in states that restrict or ban abortion face greater economic insecurity than those living in states where they have access, new research finds.

Since the nearly seven months since the Supreme Court overturned Roe v. Wade, half of all states – 26 in total – have implemented new abortion restrictions or all-out bans.

In nearly all 26 states, there are lower minimum wages, unionization levels, access to Medicaid and unemployment benefits, as well as higher rates of incarceration than states with more lenient abortion policies, according to new research by the Economic Policy Institute.

“These economic policies all compound on each other. And you add to that an abortion ban, it just compounds this financial stress, this economic insecurity,” said Asha Banerjee, an economic analyst with the institute and the author of the report.

Last year, Treasury Secretary Janet Yellen made a similar argument to the Financial Oversight Council.

“I believe that eliminating the right of women to make decisions about when and whether to have children would have very damaging effects on the economy and would set women back decades,” Yellen told lawmakers in May.

The lack of abortion access has the greatest economic impact on women of color, especially those already in dire financial conditions, according to Banerjee.

“In many of these states, especially the states which have banned abortion, many of the women who are facing economic challenges already are also women of color,” she said.

Raising the minimum wage is a powerful tool that has been known to have significant impact on closing racial income gaps. But nearly two-thirds of abortion restrictive states have a $7.25 minimum wage, the lowest legal hourly wage for most workers in the United States.

The average minimum wage across the 26 states is $8.17, lower than the average $11.92 for states with no restrictions. (Many of those states also have a higher cost of living, however.)

“If the person denied an abortion is also working a minimum wage job, the negative economic effect is compounded,” the report states.

Many of those low-wage jobs also do not offer benefits like health care, which is why access to Medicaid is critical.

“Medicaid is a lifeline for low-income families and low-income women when jobs might not offer adequate healthcare. Medicaid in the immediate postpartum period is especially important,” said Banerjee.

Just 12 states have not expanded Medicaid benefits since the 2010 Obamacare law, and all of them have restrictive abortion policies.

However, some states with total abortion bans, with few exceptions, have expanded Medicaid, including Missouri. And in five other abortion restrictive states (Idaho, Missouri, Nebraska, Oklahoma and South Dakota later this year) residents voted to expand the benefit.

Access to unemployment insurance is another key indicator of a state’s commitment to economic support for residents. Forty-two percent of residents have access to unemployment benefits in states that have abortion protections. Compare that to 30% in states with abortion restrictions.

Even if unemployment is accessible, the amount differs from state to state. For example, in Mississippi, a state with a total abortion ban with limited exceptions, weekly unemployment checks average $217. Meanwhile in Massachusetts, which has a more protective 24-week abortion ban – checks average $556 weekly.

“When you have unemployment insurance it helps create financial stability. These states which have abortion bans also have really terrible unemployment insurance systems with really low benefits which do not help one support oneself,” said Banerjee.

Although women make up a smaller percentage of those incarcerated than men, it is the economic category with the greatest difference between abortion protected and abortion-restricted states. The rate of incarceration in states with restrictive or total bans on abortion is more than one and a half times higher than the rate of incarceration for states with abortion protections.

“It’s very much a racial justice issue because Black and Hispanic women are very disproportionately incarcerated. And that has huge economic impacts on future earnings and the ability to get a job,” said Banerjee.

In some states with abortion restrictions and higher rates of incarceration – legislation has suggested also criminalizing women, doctors or anyone aiding a woman in seeking an abortion.

“The incarceration argument is especially important because in these states where abortion bans have come into play, there’s a huge criminalization aspect,” said Banerjee.

Read original article here

The owner of Uniqlo is boosting pay for Japan employees by up to 40% as inflation bites


Hong Kong
CNN
 — 

Fast Retailing, the Japanese giant that owns popular clothing brands Uniqlo and Theory, will start paying its employees much more this year.

The company announced Wednesday that it would boost salaries in Japan by up to 40%, acknowledging that “remuneration levels have remained low” in the country in recent years.

“This will include employees from headquarters and corporate departments responsible for the functions of the company’s global headquarters, as well as employees working in stores,” the firm said in a statement.

The move comes just days after Japanese Prime Minister Fumio Kishida called on business leaders to accelerate raises for workers, warning that the economy risked falling into stagflation if wage rises continued to fall behind price increases.

Japan is grappling with the biggest drop in living standards in nearly a decade.

Last Friday, the world’s third largest economy reported its worst real-wage decline in more than eight years, exacerbating conditions for workers already contending with higher costs of living.

In the capital of Tokyo, core inflation, which measures items excluding fresh food, climbed 4% in December compared to a year ago, above the 3.8% expected by economists, according to official figures released Tuesday.

That was “the highest seen in 40 years,” analysts at Nomura said in a Wednesday report.

“Inflation in Japan is a factor in our considerations,” a Fast Retailing spokesperson told CNN on Wednesday.

But the company is generally more focused on aligning “each employee’s remuneration with global standards, to be able to increase our competitiveness,” the representative added.

The company will officially adjust its overall compensation system in March. Starting salaries for entry-level university graduates will jump by roughly 18%, while new store managers could see a hike of approximately 36%, according to the company.

The retailer has also been hiking pay for staff in some of its overseas markets, leading to pay bumps ranging from 5% to 25%, the spokesperson said.

Read original article here

What to expect from the jobs report


Minneapolis
CNN
 — 

The latest monthly jobs report, set to be released at 8:30 a.m. ET, is expected to show that the US economy added 200,000 jobs in December, with the unemployment rate holding steady for the third-straight month at 3.7%.

The Labor Department’s final monthly employment tally for 2022 likely brings with it some familiar story lines.

— Job growth is expected to remain robust, although slower than the breakneck pace of historically high job gains during the early stages of economic recovery from the pandemic.

— Workers are still not returning to hard-hit sectors such as leisure and hospitality, public service and child care.

— The strong labor market, while it keeps the economy churning, is a little too consistently vigorous for the Federal Reserve’s needs to reduce inflation by tempering demand.

— The tight labor market needs more workers, and wage growth still hasn’t returned to pre-pandemic levels, which would help quell fears of a wage-price spiral, when higher wages cause price increases that in turn cause higher wages.

Lather, rinse and repeat.

“The preponderance of evidence suggests that the labor market is still nowhere near back to normal,” said Julia Pollak, senior economist with ZipRecruiter online employment marketplace.

The US labor market remains atypically tight — something that was reinforced Wednesday when the Bureau of Labor Statistics released its Job Openings and Labor Turnover Survey (JOLTS) report for November. It showed there were still north of 10.5 million job openings, or about 1.7 available positions for every unemployed person looking for work.

The survey also showed that what has been deemed the “Great Resignation” is still chugging along, Pollak said. During the Covid-19 pandemic, a record number of workers voluntarily quit their jobs in search of greener pastures — be it better working conditions, higher pay, or increased flexibility.

The number of people per month quitting their jobs has now landed above 4 million for 18 months straight. In the two decades leading up to the pandemic, the monthly average was 2.6 million.

“Companies are still battling huge retention difficulties,” Pollak said.

The latest JOLTS didn’t show that the market was loosening up as maybe some had hoped or expected. But it did provide a window into some of the divergence that’s occurring at a time when some businesses are hiring more to meet consumer demand while others scale down their operations because of bloat, the rippling effects of high interest rates, or preparation for less fruitful economic times ahead.

Industries such as accommodation and food services reported about 50% fewer layoffs in November than what was seen on average between 2000 and February 2020, Pollak said.

“I think it’s mostly just pre-pandemic recovery,” she said. “Leisure and hospitality is still short hundreds of thousands of workers and just still ramping up, because spending recovered more quickly than staffing.”

As of October 2022, the leisure and hospitality sector was still below pre-pandemic employment levels by more than 1 million jobs, or 6.3%, according to a CNN Business analysis of BLS employment data.

Technology companies have accounted for the lion’s share of job cuts announced in recent months. During the pandemic, when people were relegated to working and spending their money from home, tech and e-commerce firms bulked up to meet the demand.

During 2022, technology was the leading job-cutting industry, with 97,171 reductions announced, according to Challenger, Gray & Christmas’ latest job cut announcement report released Thursday.

Overall, job cuts trended upward in 2022 at 363,824 as compared to 321,970 the year before. There were 43,651 job cuts announced in December, a 129% jump from December 2021, according to the report.

But the job cuts announced in 2022 were the second-lowest on record, going back to 1993, Challenger, Gray & Christmas data showed. In 2019, there were 592,556 job cuts announced.

“The overall economy is still creating jobs, though employers appear to be actively planning for a downturn,” Andrew Challenger, senior vice president of Challenger, Gray & Christmas, said in the report.

If the monthly job gains come in as expected on Friday, that would mean the economy added more than 4.5 million jobs in 2022.

That would be the second-highest annual total on record, behind the massive 6.7 million gains in 2021, which of itself was a pendulum swing from a record 9.2 million job losses in 2020, BLS data shows.

“The Federal Reserve would like to see a [monthly job growth] number closer to 100,000 or below that,” said Nick Bunker, economic research director for North America at the Indeed Hiring Lab. “That’s more in line with a clearly cooling labor market.”

Economists are also expecting average hourly earnings growth to slow on a monthly and year-over-year basis, to 0.4% and 5%, respectively, according to Refinitiv.

Wage gains, although outpaced by inflation, remain well above pre-pandemic averages and beyond what the Fed wants to see in its price-busting campaign. Chair Jerome Powell, while acknowledging that the wage increases did not cause inflation to spike to the highest levels in 40 years, has repeatedly noted that persistent wage growth in such a tight labor market could keep inflation levels elevated.

“This is a set of labor market data that for workers and job seekers, [continued, strong nominal wage growth] it’s very much positive news,” Bunker said. “But for central bankers, they see this as a problem.”

Inflation has started to come down in recent months, with key gauges showing declines. But for the Fed to reach its desired target of 2% inflation, the labor market will have to take a hit, with unemployment rising to about 4.6% this year, according to the central bank’s projections released in December.

“The fact that inflation appears to be cooling down without the labor market taking a significant hit is a sign that a lot of this very high inflation was not driven by the labor market and that it is possible for inflation to be coming down from these levels without the labor market taking a hit,” Bunker said.

“But it’s unclear how far inflation can fall without the labor market deteriorating, or rather, it’s not clear what the underlying pace of inflation is with the labor market this tight.”

—CNN’s Matt Egan contributed to this report.

Read original article here

Japan: Tokyo is so crowded the government is paying families to leave


Tokyo
CNN
 — 

Japan is offering to pay families to move out of its overcrowded capital, in an effort to revitalize countryside towns and boost the falling birth rate.

Starting in April, families in the Tokyo metropolitan area, including those headed by single parents, will be eligible to receive 1 million yen ($7,700) per child if they move to less-populated areas across the country, according to a spokesperson from the central government.

The incentives apply to children aged under 18, or dependents 18 and over if they’re still attending high school.

It’s not the first time the government has tried to use financial incentives to encourage people to leave, but this plan is more generous at three times the amount currently offered.

For decades, people across Japan have migrated to its urban centers seeking job opportunities. Tokyo is the country’s most populous city, with roughly 37 million residents.

Before the Covid pandemic, the number of people moving into Tokyo outnumbered those leaving the city by up to 80,000 each year, according to government statistics released in 2021.

But this migration pattern, combined with Japan’s rapidly aging population, has left rural towns with fewer and fewer residents, as well as millions of unoccupied homes. More than half of the country’s municipalities, excluding Tokyo’s 23 wards, are expected to be designated as underpopulated areas in 2022, according to a national census.

Meanwhile, in major cities, space has rapidly run out and prices have skyrocketed. Tokyo is consistently one of the world’s most expensive cities to live in, ranking fifth globally in 2022.

This problem, the migration of young people from the countryside to crowded cities, is a key factor in Japan’s larger demographic crisis, according to experts. The country has long struggled with low birth rates and long life expectancy, and has seen the number of deaths outnumber births in recent years.

Experts point to several factors: the high cost of living, limited space and lack of childcare support in cities make it difficult to raise children, meaning fewer couples are having kids. Urban couples are also often far from extended family who could help provide support.

For example, Tokyo has the lowest fertility rate of all 47 prefectures in Japan.

Current migration patterns are resulting in deserted hometowns with few children. In the riverside village of Nagoro in southern Japan, there were fewer than 30 residents in 2019, with the youngest resident over the age of 50. The village’s only school shut down a few years ago after its last students graduated.

To combat these issues, authorities launched an initiative in 2019 to attract people to regional areas.

Under this plan, individuals who have lived and worked in the Tokyo metropolitan area for at least five years could receive 600,000 yen ($4,500) if they moved to rural areas. That incentive is higher for couples, at 1 million yen ($7,700).

Last year, the government allowed single parents or couples with children to receive 300,000 yen ($2,300) per child if they relocated.

Those who relocate could work in that area, set up their own business or keep working remotely at their Tokyo-based jobs, said the government spokesperson.

“Tokyo has a very high concentration of people, and the government wants to increase the flow of people to the regional areas to revitalize areas with declining populations,” he added.

There is some evidence the program is gaining traction, though numbers are still low. In the first year of launch, only 71 households participated, compared to 1,184 households in 2021.

Japan’s government has also made other efforts to address the population decline, including introducing policies in the past few decades to enhance child care services and improve housing facilities for families with children. Some rural towns have even begun paying couples who live there to have children.

Read original article here

‘Out of control’: No one knows how much to tip


New York
CNN
 — 

A new checkout trend is sweeping across America, making for an increasingly awkward experience: digital tip jars.

You order a coffee, an ice cream, a salad or a slice of pizza and pay with your credit card or phone. Then, an employee standing behind the counter spins around a touch screen and slides it in front of you. The screen has a few suggested tip amounts – usually 10%, 15% or 20%. There’s also often an option to leave a custom tip or no tip at all.

The worker is directly across from you. Other customers are standing behind, waiting impatiently and looking over your shoulder to see how much you tip. And you must make a decision in seconds. Oh lord, the stress.

Customers and workers today are confronted with a radically different tipping culture compared to just a few years ago — without any clear norms. Although consumers are accustomed to tipping waiters, bartenders and other service workers, tipping a barista or cashier may be a new phenomenon for many shoppers. It’s being driven in large part by changes in technology that have enabled business owners to more easily shift the costs of compensating workers directly to customers.

“I don’t know how much you’re supposed to tip and I study this,” said Michael Lynn, a professor of consumer behavior and marketing at Cornell University and one of the leading researchers on US tipping habits.

Adding to the changing dynamics, customers were encouraged to tip generously during the pandemic to help keep restaurants and stores afloat, raising expectations. Total tips for full-service restaurants were up 25% during the latest quarter compared to a year ago, while tips at quick-service restaurants were up 17%, according to data from Square.

The shift to digital payments also accelerated during the pandemic, leading stores to replace old-fashioned cash tip jars with tablet touch screens. But these screens and the procedures for digital tipping have proven more intrusive than a low-pressure cash tip jar with a few bucks in it.

Customers are overwhelmed by the number of places where they now have the option to tip and feel pressure about whether to add a gratuity and for how much. Some people deliberately walk away from the screen without doing anything to avoid making a decision, say etiquette experts who study tipping culture and consumer behavior.

Tipping can be an emotionally charged decision. Attitudes towards tipping in these new settings vary widely.

Some customers tip no matter what. Others feel guilty if they don’t tip or embarrassed if their tip is stingy. And others eschew tipping for a $5 iced coffee, saying the price is already high enough.

“The American public feels like tipping is out of control because they’re experiencing it in places they’re not used to,” said Lizzie Post, co-president of the Emily Post Institute and its namesake’s great-great-granddaughter. “Moments where tipping isn’t expected makes people less generous and uncomfortable.”

Starbucks has rolled out tipping this year as an option for customers paying with credit and debit cards. Some Starbucks baristas told CNN that the tips are adding extra money to their paychecks, but customers shouldn’t feel obligated to tip every time.

One barista in Washington State said that he understands if a customer doesn’t tip for a drip coffee order. But if he makes a customized drink after spending time talking to the customer about exactly how it should be made, “it does make me a little bit disappointed if I don’t receive a tip.”

“If someone can afford Starbucks every day, they can afford to tip on at least a few of those trips,” added the employee, who spoke under the condition of anonymity.

The option to tip is seemingly everywhere today, but the practice has a troubled history in the United States.

Tipping spread after the Civil War as an exploitative measure to keep down wages of newly-freed slaves in service occupations. Pullman was the most notable for its tipping policies. The railroad company hired thousands of Black porters, but paid them low wages and forced them to rely on tips to make a living.

Critics of tipping argued that it created an imbalance between customers and workers, and several states passed laws in the early 1900s to ban the practice.

In “The Itching Palm,” a 1916 diatribe on tipping in America, writer William Scott said that tipping was “un-American” and argued that “the relation of a man giving a tip and a man accepting it is as undemocratic as the relation of master and slave.”

But tipping service workers was essentially built into law by the 1938 Fair Labor Standards Act, which created the federal minimum wage that excluded restaurant and hospitality workers. This allowed the tipping system to proliferate in these industries.

In 1966, Congress created a “subminimum” wage for tipped workers. The federal minimum wage for tipped employees has stood at $2.13 per hour — lower than the $7.25 federal minimum — since 1991, although many states require higher base wages for tipped employees. If a server’s tips don’t add up to the federal minimum, the law says that the employer must make up the difference. But this doesn’t always happen. Wage theft and other wage violations are common in the service industry.

The Department of Labor considers any employee working in a job that “customarily and regularly” receives more than $30 a month in tips as eligible to be classified a tipped worker. Experts estimate there are more than five million tipped workers in the United States.

Just how much to tip is entirely subjective and varies across industries, and the link between the quality of service and the tip amount is surprisingly weak, Lynn from Cornell said.

He theorized that a 15% to 20% tip at restaurants became standard because of a cycle of competition among customers. Many people tip to gain social approval or with the expectation of better service. As tip levels increase, other customers start tipping more to avoid any losses in status or risk poorer service.

The gig economy has also changed tipping norms. An MIT study released in 2019 found that customers are less likely to tip when workers have autonomy over whether and when to work. Nearly 60% of Uber customers never tip, while only about 1% always tip, a 2019 University of Chicago study found.

What makes it confusing, Lynn said, is that “there’s no central authority that establishes tipping norms. They come from the bottom up. Ultimately, it’s what people do that helps establish what other people should do.”

You should almost always tip workers earning the subminimum wage such as restaurant servers and bartenders, say advocates and tipping experts.

When given the option to tip in places where workers make an hourly wage, such as Starbucks baristas, customers should use their discretion and remove any guilt from their decision, etiquette experts say. Tips help these workers supplement their income and are always encouraged, but it’s okay to say no.

Etiquette experts recommend that customers approach the touch screen option the same way they would a tip jar. If they would leave change or a small cash tip in the jar, do so when prompted on the screen.

“A 10% tip for takeaway food is a really common amount. We also see change or a single dollar per order,” said Lizzie Post. If you aren’t sure what to do, ask the worker if the store has a suggested tip amount.

Saru Jayaraman, president of One Fair Wage, which advocates to end subminimum wage policies, encourages customers to tip. But tips should never count against service workers’ wages, and customers must demand that businesses pay workers a full wage, she said.

“We’ve got to tip, but it’s got to be combined with telling employers that tips have to be on top, not instead of, a full minimum wage,” she said.

Read original article here

What to do about the highest interest rate in 15 years

Editor’s Note: This is an updated version of a story that originally ran on November 2, 2022.

In its last policymaking meeting of the year, the Federal Reserve on Wednesday raised its benchmark interest rate for the seventh time in a row, to a range of 4.25% to 4.5%. That is the highest it’s been in 15 years.

In a continued bid to tame decades-high inflation, the central bank may keep pushing rates higher next year, too, albeit at a more modest pace.

That, of course, means higher borrowing costs for consumers. But it also means your savings may actually start earning a little money after years of barely-there interest.

“Credit card rates are at a record high and still increasing. Auto loan rates are at an 11-year high. Home equity lines of credit are at a 15-year high. And online savings account and CD yields haven’t been this high since 2008,” said Greg McBride, chief financial analyst at Bankrate.

The good news: There are ways to situate your money so that you can benefit from rising rates and protect yourself from their costs.

If you’ve been stashing cash at big banks that have been paying next to nothing in interest for savings accounts and certificates of deposit, don’t expect that to change much, McBride said.

Thanks to the big players’ paltry rates, the national average savings rate is still just 0.19%, up from 0.06% in January, according to Bankrate’s December 7 weekly survey of large institutions.

But all those Fed rates hikes are starting to have a much more significant impact at online banks and credit unions, McBride said. They’re offering far higher rates — with some topping 3.75% currently — and have been increasing them as benchmark rates go higher.

As for certificates of deposit, there’s been a noticeable increase in return. The average rate on a one-year CD is 1.20% as of November 22, up from 0.14% at the start of the year. But top-yielding one-year CDs now offer as much as 4.5%.

So shop around. If you make a switch to an online bank or credit union, however, be sure to only choose those that are federally insured.

Given today’s high rates of inflation, Series I savings bonds may be attractive because they’re designed to preserve the buying power of your money. They’re currently paying 6.89%.

But that rate will only be in effect for six months and only if you buy an I Bond by the end of April 2023, after which the rate is scheduled to adjust. If inflation falls, the rate on the I Bond will fall, too.

There are some limitations: You can only invest $10,000 a year. You can’t redeem it in the first year. And if you cash out between years two and five, you will forfeit the previous three months of interest.

“In other words, I Bonds are not a replacement for your savings account,” McBride said.

Nevertheless, they preserve the buying power of your $10,000 if you don’t need to touch it for at least five years, and that’s not nothing. They also may be of particular benefit to people planning to retire in the next 5 to 10 years since they will serve as a safe annual investment they can tap if needed in their first few years of retirement.

When the overnight bank lending rate — also known as the fed funds rate — goes up, various lending rates that banks offer their customers tend to follow.

So you can expect to see a hike in your credit card rates within a few statements.

The average credit card rate hit a record high of 19.40% as of December 7, up from 16.3% at the start of the year, according to Bankrate. Some retail store credit cards are now carrying whopping rates of more than 30%.

“[Interest rate hikes] will most acutely impact those consumers who do not pay off their credit card balances in full through higher minimum monthly payments,” said Michele Raneri, vice president of US research and consulting at TransUnion.

Best advice: If you’re carrying balances on your credit cards — which typically have high variable interest rates — consider transferring them to a zero-rate balance transfer card that locks in a zero rate for between 12 and 21 months.

“That insulates you from [future] rate hikes, and it gives you a clear runway to pay off your debt once and for all,” McBride said. “Less debt and more savings will enable you to better weather rising interest rates, and is especially valuable if the economy sours.”

Just be sure to find out what, if any, fees you will have to pay (e.g., a balance transfer fee or annual fee), and what the penalties will be if you make a late payment or miss a payment during the zero-rate period. The best strategy is always to pay off as much of your existing balance as possible — on time every month — before the zero-rate period ends. Otherwise, any remaining balance will be subject to a new interest rate that could be higher than you had before if rates continue to rise.

If you don’t transfer to a zero-rate balance card, another option might be to get a relatively low fixed-rate personal loan. Average personal loan rates range from 10.3% to 12.5% for those with excellent credit scores, according to Bankrate. The best rate you can get would depend on your income, credit score and debt-to-income ratio. Bankrate’s advice: To get the best deal, ask a few lenders for quotes before filling out a loan application.

Mortgage rates have been rising over the past year, jumping more than three percentage points.

The 30-year fixed-rate mortgage averaged 6.33% in the week ending December 9, according to Freddie Mac. That is more than double where it stood a year ago.

“After cresting above 7%, mortgage rates have pulled back a bit but not enough to impact buyer affordability. The year-to-date rise in mortgage rates has still stripped would-be homebuyers of one-third of their buying power,” McBride said.

What’s more, mortgage rates may climb further.

So if you’re close to buying a home or refinancing one, lock in the lowest fixed rate available to you as soon as possible.

That said, “don’t jump into a large purchase that isn’t right for you just because interest rates might go up. Rushing into the purchase of a big-ticket item like a house or car that doesn’t fit in your budget is a recipe for trouble, regardless of what interest rates do in the future,” said Texas-based certified financial planner Lacy Rogers.

If you’re already a homeowner with a variable-rate home equity line of credit, and you used part of it to do a home improvement project, McBride recommends asking your lender if it’s possible to fix the rate on your outstanding balance, effectively creating a fixed-rate home equity loan.

If that’s not possible, consider paying off that balance by taking out a HELOC with another lender at a lower promotional rate, McBride suggested.

Given that inflation may have peaked, market returns may be better next year, said Yung-Yu Ma, chief investment strategist at BMO Wealth Management. “The outlook for equity and fixed income returns has improved, and a balanced approach [in your portfolio] makes sense.”

That’s not to say markets won’t remain choppy in the near term. But, Ma noted, “A soft landing for the economy looks not only possible but likely.”

Any cash you have sitting on the sidelines might be put into the equity and fixed income markets in regular intervals over the next six to 12 months, he suggested.

Ma remains bullish on value stocks, especially small cap ones, which have outperformed this year. “We expect that outperformance to persist going forward on a multi-year basis,” he said.

Regarding real estate, Ma noted, “the sharply higher interest and mortgage rates are challenging…and that headwind could persist for a few more quarters or even longer.”

Commodities, meanwhile, have come down in price. “But they still are a good hedge given the uncertainty in energy markets,” he said.

Broadly speaking, however, Ma suggests making sure your overall portfolio is diversified across equities. The idea is to hedge your bets, since some of those areas will come out ahead, but not all of them will.

That said, if you’re planning to invest in a specific stock, consider the company’s pricing power and how consistent the demand is likely to be for their product, said certified financial planner Doug Flynn, co-founder of Flynn Zito Capital Management.

To the extent you already own bonds, the prices on your bonds will fall in a rising rate environment. But if you’re in the market to buy bonds you can benefit from that trend, especially if you purchase short-term bonds, meaning one to three years. That’s because their prices have fallen more, relative to long-term bonds, and their yields have risen more. Ordinarily, short- and long-term bonds move in tandem.

“There’s a pretty good opportunity in short-term bonds, which are severely dislocated,” Flynn said.

“For those in higher-income tax brackets, a similar opportunity exists in tax-free municipal bonds.”

Muni prices have dropped significantly and, while they have started to improve, yields have risen overall and many states are in better financial shape than they were pre-pandemic, Flynn noted.

Ma also recommends short-term corporate bonds or short-term Agency or Treasury securities.

Other assets that may do well are so-called floating rate instruments from companies that need to raise cash, Flynn said. The floating rate is tied to a short-term benchmark rate, such as the fed funds rate, so it will go up whenever the Fed hikes rates.

But if you’re not a bond expert, you’d be better off investing in a fund that specializes in making the most of a rising rate environment through floating rate instruments and other bond income strategies. Flynn recommends looking for a strategic income or flexible income mutual fund or ETF, which will hold an array of different types of bonds.

“I don’t see a lot of these choices in 401(k)s,” he said. But you can always ask your 401(k) provider to include the option in your employer’s plan.

Read original article here

Virginia Walmart shooting: Victims remain hospitalized days after a mass shooting in a Virginia Walmart left 6 employees dead



CNN
 — 

As authorities investigate this week’s mass shooting inside a Walmart in Chesapeake, Virginia, at least two employees remained hospitalized after a manager killed six coworkers before taking his own life.

The shooting on Tuesday night – two days before Thanksgiving – began minutes after 10 p.m. inside the employee break room, where some workers were getting ready to start their overnight shift.

In addition to the six employees who did not survive, others continue to receive medical treatment.

One victim was hospitalized in critical condition on Thanksgiving Day, while another was in “fair/improving condition,” Chesapeake city officials said in a tweet Thursday. Another victim was released Wednesday, a Sentara Norfolk General Hospital spokesperson told CNN.

“On this Thanksgiving, we are extra thankful for our community and we are thinking of every victim of the Walmart shooting and their family members,” Chesapeake city officials said online.

“Today we are focused only of those hurt by Tuesday’s tragic event, but the police investigation continues,” officials said, adding that additional information will be provided Friday.

The people killed are Randy Blevins, 70, Lorenzo Gamble, 43, Tyneka Johnson, 22, Brian Pendleton, 38, Kellie Pyle, 52, and a 16-year-old boy, who’s not being named because he’s a minor, according to authorities.

As police work to determine a motive for one of at least three mass shootings in Virginia this month, Chesapeake officials have announced a vigil for victims scheduled for Monday evening at City Park.

“Chesapeake is a tightknit community and we are all shaken,” Mayor Rick West said in a message posted online earlier this week. “Together, we will support each other throughout this time.”

The tragedy, which came as many in the community were preparing to spend the holiday with family and friends, has unleashed an outburst of grief and trauma over the loss of loved ones in yet another mass shooting in the US.

Another Virginia community has also been enduring the pain of lives lost to gun violence. About 170 miles west of Chesapeake, a 22-year-old student at the University of Virginia in Charlottesville has been arrested and charged after opening fire on fellow students on November 13, killing three of them on a bus returning to campus from a field trip to Washington, DC.

Grief has also permeated a Colorado community last weekend, when a 22-year-old suspect shot and killed five people at an LGBTQ nightclub in Colorado Springs, injuring 19 others, authorities said.

These shootings, among many others, have put the US on an ominous track of making 2022 the second-highest year for mass shootings on record, according to data from the Gun Violence Archive, a non-profit that began tracking the instances in 2014.

The shooting in Chesapeake this week erupted suddenly, with witnesses saying they were in shock and disbelief when they saw the gunman pointing a firearm at them.

Walmart employee Kevin Harper said the shooter entered the break room and immediately began firing.

“He came in there and just started spraying,” Harper said in a video on social media.

The gunman has been identified as Andre Bing, who was working as overnight “team lead.” The 31-year-old had been working for Walmart since 2010, the company said. Authorities have said he had one semi-automatic handgun and several ammunition magazines.

Two slain victims and the shooter were found in the break room, another victim was found at the front of the store, and three others died at the hospital, Chesapeake city officials said.

Jessie Wilczewski, who was recently hired, told CNN she was in a regularly scheduled meeting when the shooting began.

At first, it “didn’t register as real,” she said, until the sound of the shots reverberated through her chest.

Wilczewski hid under a table as the gunman walked down a nearby hallway. She could see some of her coworkers on the floor or lying on chairs – all still and some likely dead, she said. She stayed because she didn’t want to leave them alone.

“I could have ran out that door … and I stayed. I stayed so they wouldn’t be alone in their last moments,” Wilczewski said in a message to the families of two victims.

When the shooter returned to the break room, Wilczewski said, he told her to get out from under the table and go home.

“I had to touch the door which was covered (in blood),” she said. “I just remember gripping my bag and thinking, ‘If he’s going to shoot me in the back – well, he’s going to have to try really hard cause I’m running,’ and I booked it. … and I didn’t stop until I got to my car and then I had a meltdown.”

Briana Tyler, also a newly hired employee, said she saw bullets flying just inches from her face.

“All of a sudden you just hear pa pa pa pa pa pa pa,” Tyler said. “There were people just dropping to the floor,” she said. “Everybody was screaming, gasping, and yeah, he just walked away after that and just continued throughout the store and just kept shooting.

Beyond the shooting in Chesapeake this week, gun violence has turned many ordinary places into crime scenes around the country – from schools and supermarkets to hospitals and malls.

Brett Cross, whose nephew Uziyah Garcia was killed in a school massacre in Texas this year, described a deep sense of loss without the 10-year-old boy this holiday season.

A gunman had opened fire inside Robb Elementary School in Uvalde in May, killing 19 fourth-grade students and their two teachers before authorities shot him dead.

“6 months since our world was shattered, and I’m supposed to ‘celebrate the holidays,’” Cross wrote in a social media post on Thanksgiving Day. “How do you celebrate when your devastated. How do you give thanks, when you have nothing left to give. How do you fake it and smile when you wake up crying.”

In 2018, a former student killed 14 students and three staff members at Marjory Stoneman Douglas High School in Parkland, Florida. Fred Guttenberg, the father of 14-year-old Jaime Guttenberg who was killed in that shooting, said there’s more work to be done in the fight against gun violence.

“Today we celebrate Thanksgiving. Unfortunately, many families will do so with an empty seat at the table because of gun violence,” Guttenberg wrote in a social media post on Thanksgiving.

Nicole Hockley lost her 6-year-old son, Dylan, in the mass shooting at Sandy Hook Elementary School in Newtown, Connecticut, where a gunman killed 20 children and six adults in 2012.

“My life had been thrown into sadness and turmoil. I felt like I was at the bottom of a gigantic hole that I could never climb out of. I didn’t know how to help myself, never mind those I loved,” Hockley wrote online in a Thanksgiving message.

“But in the weeks and months that followed, and with the support of those around me, I found a renewed sense of purpose. To keep other children and families from enduring the same fate.”



Read original article here

Twitter Africa employees accuse Elon Musk of discrimination over severance terms



CNN Business
 — 

Laid-off employees at Twitter’s Africa headquarters are accusing Twitter of “deliberately and recklessly flouting the laws of Ghana” and trying to “silence and intimidate” them after they were fired.

The team has hired a lawyer and sent a letter to the company demanding it comply with the West African nation’s labor laws, provide them with additional severance pay and other relevant benefits, in line with what other Twitter employees will receive.

They have also petitioned the Ghanaian government to compel Twitter to “adhere to the laws of Ghana on redundancy and offer the employees a fair and just negotiation and redundancy pay,” according to a letter to the country’s Chief Labour Officer obtained by CNN.

“It is clear that Twitter, Inc. under Mr Elon Musk is either deliberately or recklessly flouting the laws of Ghana, is operating in bad faith and in a manner that seeks to silence and intimidate former employees into accepting any terms unilaterally thrown at them,” the letter states.

Twitter laid off all but one of the African employees just four days after the company opened a physical office in the capital Accra following Musk’s takeover. But the staff of about a dozen were not offered severance pay, which they say is required by Ghana’s labor laws, based on their employment contracts. They also claim they were not informed about the next steps — unlike employees in the United States and Europe — until a day after CNN reported on their situation.

CNN contacted Twitter for comment but received no response.

In the letter to Twitter Ghana Ltd, obtained by CNN, the African employees rejected a “Ghana Mutual Separation Agreement” from Twitter, which they say was sent to their personal emails offering final pay that the company claims to have been arrived at after a negotiation.

Several members of the team and their lawyer told CNN that there was no such negotiation on severance pay. They claim it was below what is required by law and contradicts what Musk tweeted that departing employees would receive.

“Everyone exited was offered 3 months of severance, which is 50% more than legally required,” Musk tweeted. Twitter informed the Ghana-based employees in early November that they would be paid until their last day of employment — December 4. And they will continue to receive full pay and benefits during the 30-day notice period.

“It was very vague, did not talk about outstanding leave or paid time off, and just asked us to sign if we agree. I never bothered to go back to the document because it is rubbish and is still in violation of labor laws here,” one former employee told CNN on condition of anonymity.

The Accra-based team accuses Twitter of dealing with them in bad faith, not being transparent, and discriminating against them compared to laid-off employees in other jurisdictions.

“The employees are distressed, humiliated, and intimidated by this turn of events. There are non-Ghanaian employees, some with young families, who moved here to take up jobs and have now been left unceremoniously in the lurch, with no provision for repatriation expenses and no way to communicate with Twitter, Inc. and discuss or plead their case,” the notice to Ghana’s Chief Labour Officer says.

Their attorney, Carla Olympio, says the sudden termination of almost the whole team violated Ghanaian employment law because it is considered a “redundancy” which requires three-month notice to authorities and a negotiation on redundancy pay.

“In stark contrast to internal company assurances given to Twitter employees worldwide prior to the takeover, it seems that little attempt was made to comply with Ghana’s labor laws, and the protections enshrined therein for workers in circumstances where companies are undertaking mass layoffs due to a restructuring or reorganization,” she wrote in a statement to CNN.

The employees said in their appeal to Ghana’s Chief Labour Officer that Twitter’s formal entry into the continent started with “great fanfare and with the support of the government,” and they expect similar attention to their plight now.

They are demanding 3 months’ gross salary as severance pay, repatriation expenses for non-Ghanaian staff, vesting of stock options provided in their contracts, and other benefits such as healthcare continuation that were offered to staff worldwide.

CNN has reached out to Ghana’s Employment and Labor Relations ministry for comment.

Read original article here

Flu, RSV, Covid: 6 ways employers can deal with a potential wave of absences

Employers may be pushing for more workers to return to the office. But that’s proving to be an uphill battle, especially as the cold and flu season gets underway.

A triple whammy of the flu, respiratory syncytial virus (RSV) and new Covid variants is already taking hold and forcing some workers to call out sick.

The latest numbers from the Centers for Disease Control and Prevention show that respiratory illness activity is high or very high in 22 US states, with the flu being the biggest culprit at the moment.

And employers are already concerned about mounting absences. A recent survey by human resources consulting firm Mercer found that nearly half of large employers surveyed said Covid-related absences alone are a concern. Among them, nearly a third said their operations are or could be affected by the absences due to acute illness, isolation and quarantine.

Despite concerns about staff calling out, most employers no longer require anyone to wear a mask at work. Fifteen percent of large employers dropped their Covid vaccination requirements, according to Mercer. And among those that have kept them, most don’t mandate that employees get the latest booster shot.

In order to minimize the risk of transmitting viruses at work and reduce employee absences, here are six steps employers can take.

While Covid and flu shots won’t eliminate a person’s chance of getting infected, they have been shown to reduce the severity of the illness.

If employers aren’t mandating vaccines and boosters, they should encourage their staff to get them, said Devjani Mishra, employment attorney with Littler Mendelson. And if possible, make it easier for them to do so – for instance, by providing flu shots and Covid boosters on site or a list of places nearby that provide them.

Before the pandemic, plenty of employees showed up to work with a cold or flu, just to prove their dedication.

Telling staff to stay home when they get sick is key to ensuring they don’t spread what they’ve got.

If someone does come in with a hacking cough or other obvious sign they’re not well, employers should encourage them to go home. If they choose to stay, they should be asked to sit apart from others and tell them to wear a mask. Both are legal requests because they are mitigating measures an employer is taking to ensure a safe workplace, Mishra said.

“If you have an employee coughing and sneezing and not going to a room by themselves, an employer always has the ability to say, ‘we’re concerned there may be a health risk to yourself or to others,’” she noted.

Whatever approach an employer chooses, that approach should apply to everyone who comes in with a contagious virus, Mishra said. “Treat everyone the same.”

[Note: Employers should also follow guidelines from the Occupational Safety and Health Administration when someone has Covid.]

Offering paid sick leave is a good way to ensure employees feel comfortable calling in sick.

Yet a lot of employers don’t provide paid sick leave and they may just offer a few paid personal days. “That doesn’t give people flexibility to stay home [when they’re sick],” Mishra said.

When a worker does come in sick, bosses should ask why. It may be that the employee doesn’t want to burn the few paid personal or vacation days they get or lose out on a day of pay.

Also “employers really need to check and recheck what [paid leave] is available under state and local laws,” Mishra said, noting that many local governments have adopted new kinds of paid time off requirements in recent years. “Not every employer is on top of that.”

Even if an employer requires everyone to be on site for a set number of days every week, letting workers who get sick work from home helps prevent illnesses from spreading. “Consider being flexible,” Mishra suggested.

The good news: Mercer says many of its clients have gotten the memo. “Employers are more flexible than they were pre-Covid about where and when you work,” said Rich Fuerstenberg, a senior partner at Mercer.

The Bureau of Labor Statistics found that absences from work due to child care problems hit a record high in October. That may partly be due to respiratory viruses hitting hard this year.

Even if working parents and their children aren’t getting sick themselves, when there’s an outbreak of Covid or RSV cases at their day care or elementary school, the parent may need to stay home to take care of the kids.

Employers may minimize employee absences if they can subsidize back-up day care options for working parents, Mishra noted.

The initial public health message with respect to Covid was “wear a mask to protect others.”

If an employer is not mandating that employees wear masks this winter, they should have them on hand and publicly support those who choose to wear them.

It’s also important to remind employees that wearing a mask has another benefit, said Mary Kay O’Neill, a partner in Mercer’s health and benefits practice. “Wearing a mask is protective for you.”

Read original article here