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A strong résumé can make all the difference. It demonstrates to hiring managers that you’re the best person for the job by summarizing your career highlights and accomplishments. We know it’s important to customize your résumé for each job you apply to, and to ensure that you’re including quantitative accomplishments whenever possible, to show the impact you’ve had. But despite the amount of time we all spend writing and refining our résumés when job searching, there’s still a fair amount of debate about the ideal format. One common question is whether or not to include an objective statement at the top of your résumé in order to provide a snapshot of the type of position you hope to acquire. Does it help you stand out to recruiters or does it look dated? We asked four career experts what they recommend: When it makes sense to skip an objective statement Objective statements can come off as generic and full of tired clichés, says Amanda Augustine, a résumé writer, career expert at résumé.io, and Fast Company contributor. “Including a career objective on your résumé can actually hurt, more than help, your candidacy,” she says. The statement may date you: Hiring managers instantly recognize it as an old-school practice, she says. “At one time, it was common advice to put a career objective at the top of your résumé, but if you’re still following that advice, it’s time to update your approach,” says Augustine. Even though an objective shares what you’re hoping your next career move will be, some job experts say adding the statement states the obvious and your employment history should speak for itself. What to focus on instead Highlight your qualifications instead, says Stacie Haller, chief career adviser at ResumeBuilder, as those are more relevant to companies looking for a strong candidate. “The focus has become more on what the candidate’s qualifications are rather than what [the candidate] wants,” Haller explains. After all, you only have a few seconds to capture a recruiter or hiring manager’s attention, Haller notes, and the top of your résumé is prime real estate. “Use the top of your résumé to capture a recruiter’s attention,” says Haller. “This concise segment should highlight your most relevant skills and accomplishments that align with the job you’re applying for. It is not a place for stating career objectives; rather, it’s an opportunity to showcase why the candidate is the ideal fit for the role.” Another tip is to tailor the top section for a specific position, so hiring managers will want to delve deeper into your résumé. Create a summary that’s impactful, succinct and directly related to the job you’re applying to. For example, she says, if you were applying for an accounting job, yours might say: “Detail-oriented and results-driven accountant with a bachelor’s degree in accounting and CPA certification. Skilled in financial reporting, budgeting, and compliance, with proven success in managing audits and streamlining accounting processes to improve accuracy and efficiency. Adept at using QuickBooks, Excel, and ERP systems to analyze data and support sound financial decision-making. Committed to delivering value to organizations through accurate financial stewardship and strategic insights.” Why keywords matter more than ever Instead of including a tired objective statement packed with clichés, use the space on your résumé to include keyword-rich words to match a job description, says Jasmine Escalera, career expert at LiveCareer. Tech-savvy job seekers know that companies are using AI in the recruitment process, and according to a MyPerfectResume report, 39% of HR professionals now use AI for résumé screening and analysis. “Résumés have to be optimized to show how they match the role,” says Escalera. A vague objective about what you want won’t help you get through the AI screening, but she insists a “targeted professional summary with the skills, keywords, and achievements that match the job sure will.” When an objective statement makes sense If you’re a recent college graduate, adding a career objective is acceptable, says Haller with ResumeBuilder. “College grads are an exception to this as they do not typically have as much direct experience to highlight,” she says. But Haller thinks even entry-level applicants should still make sure to demonstrate when their skills align with the job description. But when they do include an objective or statement, Haller emphasizes it should not just be “seeking an opportunity to learn and grow with an organization,” but more focused on what the job is and what they can offer. Likewise, Jill Chapman, director of early talent programs at Insperity, agrees that including a career objective or mission statement on your résumé can be a smart move, especially for new graduates or those pivoting into a new industry. “This is especially valuable because many candidates, particularly recent graduates, may not check every traditional box on a job description,” Chapman explains. “Hiring managers are looking for people who are coachable, motivated, and aligned with their mission. A strong objective signals all of that, right from the start.” She says this type of objective statement includes your intended career direction, a glimpse of what drives you, and how you can contribute. “Keep it under 50 words and use it to connect the dots between who you are and the opportunity in front of you,” she recommends. View the full article

Being the great-grandson of the French artist Henri Matisse can be complicated. Alex Matisse grew up in the Northeastern United States, and being a Matisse meant being immersed in art. It’s what his family talked about at the dinner table; the walls of his home were full of paintings usually seen only in museums. By the time he was in elementary school, Alex could recite his great-grandfather’s most notable works, like La Danse and the Nu Bleu series. Like many of the Matisse children, Alex had artistic inclinations. Throughout his school years, he thrived in art classes, and in fourth grade he fell in love with pottery in an after-school program. But when Alex began to think about his future, he struggled to see how he could become an artist. “I really wanted to escape my great-grandfather’s legacy,” he says. “I felt like if I became an artist, there would always intrinsically be a comparison to Henri’s work.” Alex Matisse So Alex forged his own path as an artisan potter, eventually founding the renowned North Carolina pottery company East Fork. Now he’s resurfacing his family roots with the new Matisse Collection, launching online today. It features famous motifs from Henri’s work displayed on dinner plates, dessert plates, and mugs. The company has also developed a new dark blue color, which it is calling La Sirène (the Mermaid), inspired by a color often used in Henri’s palette, bridging Matisse’s saturated, graphic sensibilities to East Fork’s rustic craft. Forging a new path for the Matisse name When he was starting out as a ceramist, Alex fell in love with a community of potters who had settled in North Carolina, creating rugged utilitarian pieces. He apprenticed with the legendary potter Mark Hewitt. In 2009 he bought a piece of land that was once home to an old tobacco farm in Asheville, North Carolina, and set about starting his own practice as a potter. “I didn’t really know what it was going to be,” he says. “But I had this feeling that if I tucked myself away in the mountains for a little bit, I’d figure it out.” And he did. He met his wife, Connie, and another potter, John Vigeland. The three of them, still in their twenties, decided to launch East Fork in 2009. Over the next few years, they developed a unique look for their pottery, inspired by the heavyweight, wood-fired aesthetic of North Carolina potters but also blended with a minimalism that would appeal to millennials. They sold their plates, serving dishes, and mugs directly to customers through their website, and spread the word through Instagram. Over the past decade, East Fork has thrived. The company now has a team of more than 100 people at its headquarters in Asheville, where there is a large factory. The company also has physical stores in Asheville, Atlanta, and Brooklyn. The pottery has become iconic, particularly among millennials. It’s common for couples to put East Fork’s dishes on their wedding registries. Many consumers don’t know, or care, that it is made by the great-grandson of a famous French painter. In many ways, Alex did what he set out to do: He created his own artistic legacy that had nothing to do with his ancestors. “We’re not trying to play in the art world,” he says. “Its proper pottery. We sell beautiful objects that are functional, durable, useful.” But then something interesting happened. Alex felt a shift inside himself; he wanted to reconnect with his heritage. He wanted to somehow find a way to nod to Henri’s most beloved paintings through his work at East Fork. He is doing so for the first time with this collection. Matisse motifs Alex chose the motifs for the Matisse Collection very carefully. He wanted them to be recognizable but also blend in perfectly with the East Fork aesthetic. “We thought really hard about how to pay homage to his work in an honest, complete presentation, without distorting it or cutting it up,” he says. Henri’s best-known portraits are very spare; just thick black lines made in aquatint, a printmaking technique. Some of his most famous ones are Nadia au regard sérieux (Nadia With a Serious Look) and Bédouine au grand voile (Bedouin With Headscarf). In this collection, East Fork has captured these portraits on plates. Henri is also famous for his Nu Bleu (Blue Nude) series, which features blue paper cutouts on canvas designed to reflect the human form. In the East Fork collection, these images are rendered on plates and mugs. “We just went through everything,” Alex says. “We kept trying different paintings until we found ones that fit perfectly wrapped around the mug.” In some Nu Bleu paintings there are also images of palm fronds. In the East Fork collection, this motif is isolated and displayed on cake plates. On one serving platter, there is a large image of a tree taken from La Platane (The Plane Tree), which is made up of thick black strokes. An homage to family lineage in an East Fork line For Alex, it felt like a serious responsibility to identify and incorporate these motifs. This is partly because the Matisse family has been very judicious about licensing Henri’s art to create products, which is quite different from other well-known artists, like Vincent Van Gogh. This year, much of Henri’s art enters the public domain, which allows companies to use it without having to pay fees. (Some of the earlier work is already in the public domain.) Alex wants to make sure Henri’s work is represented in the very best way through this collection. “It was a moment where we felt we could shepherd Henri’s work into the world in a thoughtful way,” Alex says. The East Fork team worked hard to render the images perfectly on the pottery. In the end, it was easiest to put them on as decals. They found a company in France that was able to translate the images into decals, and then East Fork applied them to the pottery and finished it off with a glaze. This collection is the first in what Alex wants to be an ongoing part of the East Fork line. Over time, the company will introduce different aspects of Henri’s work onto pottery, finding ways to draw new attention to the Matisse heritage. But in an interesting twist of fate, Alex believes there are some customers who are East Fork purists and who only want the brand’s minimal pieces that aren’t adorned with Henri’s work. “We have tried very hard to make this collection very aesthetically similar to what we already make, so our existing customers will be intrigued by it,” he says of East Fork’s Matisse wares. “But there are others who won’t care about this collection. And that’s fine too.” View the full article

Sign of relief for foreign businesses comes as Donald The President insists talks are under way to reduce leviesView the full article

Draft terms require non-EU nations to negotiate agreements before their defence industries can get accessView the full article

Picture this: A teenager stares at their phone, paralyzed by headline after headline about the climate crisis, political dysfunction, and societal division. They want to act but feel overwhelmed by the sheer scale of the problem. This scene plays out millions of times daily, and it represents a critical challenge for brands: 80% of Gen Z globally report being personally affected by climate change, yet their engagement with sustainable solutions is declining. Looking to the future, many young people are asking, “What’s the point?” Instead of feeling empowered to act, young people are becoming paralyzed by anxiety, overwhelmed by complexity, disillusioned by a lack of leadership, and increasingly disconnected from the very solutions they seek. This isn’t just anecdotal. It’s a pattern we’re seeing globally, and it challenges everything we thought we knew about young consumers and sustainability. The Aspirational Paradox In 2015, we identified the rise of the “Aspirational Consumer”—a youthful, values-driven segment hungry for brands that unite performance, purpose, and new possibilities for the role of business in society. A decade later, many of these Aspirationals are now parents and remain the most committed to sustainable living. In fact, our latest research of over 30,000 consumers across 31 markets shows that they’re significantly more likely to engage in sustainable purchasing behaviors across categories. But something has shifted with the next generation. Despite feeling the most impacted by climate change and expressing the highest levels of environmental concern, young people today are becoming increasingly disengaged. Around the world, Gen Z is significantly more likely than baby boomers and older to say they’ve been “greatly affected” by climate change (49% versus 38%, respectively), yet their engagement with sustainable behaviors is declining. The number of Gen Z globally who feel “indifferent” about sustainability has increased from 22% to 31% since 2021, while “enthusiasts” have dropped from 30% to 21%. This isn’t because they don’t care. If anything, they care too much. Consider this: 38% of Gen Z globally say they feel stressed or anxious “all” or “most of the time”—a full 21 points higher than baby boomers+ (which encompasses baby boomers and everyone older than them). American youth are also more stressed than their global peers (44% versus 38%, respectively). We’re witnessing what happens when awareness meets overwhelm. The generation with the most at stake in a sustainable future is feeling a real lack of agency to shape it. The Hidden Opportunity Without visible leadership or meaningful opportunities to act, young people are losing faith in the commitment of business and brands to deliver a sustainable future. But here’s where it gets interesting: While a whopping 77% of Gen Z in the USA currently falls into “inactive” and “indifferent” segments, two-thirds of those who didn’t buy sustainable products in the last month say they would have done so if they could have. The desire for better choices exists, but barriers—like price, knowledge, and availability—block the path between intention and action. This represents both a crisis and an opportunity. For brands committed to remaining relevant to the next generation while building resilience for a world in flux, this moment demands a fundamental shift in how we approach sustainability. How to Win Back Gen Z Drawing on decades of research in psychology and social science, we’ve identified five core principles that transform sustainability from obligation into opportunity. Each principle bridges the gap between intention and impact, helping brands move from incremental progress to transformative change. 1. Lead with Truth David Bowie was right then, and it’s still true today: Young people are “quite aware of what they’re going through.” Sixty percent of Gen Z in the USA feel “extremely worried about current and future harm to the environment caused by human activity and climate change.” Yet, when brands face challenges with radical honesty, they earn respect. According to Marsha Linehan, the creator of Dialectical Behavioral Therapy, acknowledging difficulties actually increases optimism and supports resilience. Being honest about challenges helps build trust while illuminating pathways forward. Companies like Tony’s Chocolonely are confronting harsh realities like labor exploitation in their industries by making their supply chains traceable and transparent. Oatly’s provocative messaging—like their “F*ck Oatly” online archive of criticisms—acknowledges difficulties while maintaining optimism. Rapanui helps customers see the exact journey of their clothes. And Seventh Generation is honoring the origins of their name and repairing relationships with Indigenous communities by redesigning their corporate foundation to champion community-led philanthropy focused on Indigenous sovereignty, climate justice, and environmental protection. When brands are honest about challenges while offering solutions, they build credibility. 2. Make Power Personal Our beliefs about our own capabilities directly shape our actions. Psychologist Albert Bandura proved that this sense of self-efficacy is the foundation of human agency; when we believe we can meaningfully affect our circumstances, we’re more likely to act. But there’s a crisis of agency among young people: 42% of those aged 18–24 globally say they feel “individually powerless to do much to save the environment.” We can help transform climate anxiety into creative agency by showing how small actions can spark immediate impact. When consumers feel powerful, they’re more likely to transform challenges into choices, repeat sustainable behaviors, and share brands with others. Companies like Sojo are empowering consumers to help their clothes last longer by making garment repair as convenient as food delivery with on-demand repair and tailoring services. The Ordinary is democratizing high-quality skincare by stripping away the frills to ensure quality products are affordable. Beautycounter’s “The Never List” turns complex chemistry into clear decisions by providing consumers a list of potentially harmful ingredients that are never in their formulations. And brands like Bower and Trashie make recycling clothing and other everyday items easy and rewarding by providing simple take-back systems paired with incentives from partner brands and charities. By removing practical barriers—be it price, availability, ambiguity, or simply inconvenience—while building psychological confidence, brands can help people move from feeling overwhelmed to feeling capable. 3. Create Connection Loops When anxiety gets in the way of individual action, community creates momentum. Our research reveals a powerful pattern: Young people gravitate toward sustainable behaviors that create connection. In the U.S., Gen Z is significantly more likely than older generations to embrace collective consumption models. This isn’t just about reducing waste—it’s about building new relationships between people, products, and the planet. When sustainability becomes social, anxiety transforms into shared purpose. Consider Notpla, whose seaweed-based packaging alternatives aren’t just eliminating plastic—they’re bringing nature-based packaging into large-scale cultural events to promote learning and evangelism. Ireland’s peer-to-peer clothes-swapping platform Nuw builds local sharing communities by hosting hybrid digital and in-person events. And Back Market celebrates peer relationships and repair culture as the global marketplace for reborn tech. These brands understand that lasting change happens in community with others. By creating connection loops, they’re helping transform individual eco-anxiety into collective creativity—and making sustainable living less about sacrifice and more about belonging to something bigger than ourselves. 4. Invite Joy When sustainability connects to fundamental human needs for joy, growth, and vitality, it becomes self-sustaining, especially in difficult times. For psychologist Martin Seligman, the experience of human flourishing requires more than just removing negatives—it demands positive emotion, engagement, relationships, meaning, and accomplishment. When we focus the benefits of sustainability solely on reducing harm, we miss the opportunity to support genuine well-being. Our research confirms this insight: More than 75% of Gen Z globally views both healthy and sustainable lifestyles as “enjoying the good things in life” rather than sacrifice. For them, sustainability isn’t about having less—it’s about living more fully. Consider Pangaia, a collective of scientists, technologists, and designers using bio-based materials and bright colors for sustainable fashion that feels fresh, smart, and stylish rather than austere. NotCo uses AI to create plant-based alternatives that replicate the flavor and texture of animal products in favorites like mac and cheese, hot dogs, and ice cream. And Who Gives A Crap transforms everyday paper products into playful, design-forward objects of joy while supporting global sanitation efforts. When sustainability contributes to all dimensions of well-being, it shifts from sacrifice to a source of joy and gives brands new opportunities to increase relevance, differentiation, and loyalty. 5. Weave New Stories “The stories we tell about ourselves and the world become the lenses through which we see reality,” notes the philosopher Charles Eisenstein. And when 77% of Gen Z in the U.S. feels disconnected from current sustainability messaging, we need new narratives that reconnect and reengage. And it is possible: Our data show that despite the challenges young people face every day, they are significantly more optimistic about the future than their elders. Gen Z in the USA is much more likely than baby boomers+ to believe that in 10 years, most people will be driving electric cars (51% versus 21%, respectively), buying secondhand (51% versus 20%), renting items instead of owning them (43% versus 19%), and living waste-free (40% versus 15%). This is a powerful moment to help young people write a new chapter and to tell stories that help make sense of today while showing what’s possible tomorrow. Vestiaire Collective understands this, making secondhand fashion feel aspirational and luxurious while building community around preloved style in their peer-to-peer, vintage and designer marketplace. Selena Gomez’s Rare Beauty is destigmatizing mental illness and fostering conversations around hope and agency. And Too Good To Go reimagines food waste as an opportunity for daily adventure through deliveries of “surprise bags” from local cafes, bakeries, or restaurants. These brands aren’t just selling products—they’re helping people see their role in a better story, one that unites individual well-being with collective flourishing. By reflecting consumers’ realities and amplifying their aspirations, brands can weave new stories that shape our identities, build our communities, and shift culture for a more sustainable future. The Next Frontier: From Insight to Action The opportunity is clear but challenging. By designing products, services, and experiences that inspire confidence and build momentum toward better living, brands can help transform sustainability from a source of anxiety into a path toward agency, creativity, and joy. This isn’t just about selling more stuff. It’s about helping people express their values, connect with others, and participate in positive change. It’s about making sustainable choices more affordable, accessible, and rewarding so they feel less like sacrifice and more like possibility. The data show that young people are ready for this shift. They just need the truth, better tools, and a like-minded community to create it. “Young people’s eco-anxiety deserves a sacred space for mourning and fury, rather than dismissing their feelings as weakness or offering empty reassurances that everything will be fine,” says Ariana Gomez, the founder and CEO of Technology for Impact. “Their deep care about the climate crisis is a powerful fuel for building a better future—yet they can only access this potential when we honor their emotions and support them through the process.” The time for incremental progress has passed. The next generation is calling for deeper transformation. Brands that can make sustainable living feel both honest and hopeful, aspirational and accessible, and unite individual well-being with collective flourishing will define the future of consumption—and help design a future with more joy and thriving. This is about more than market share or brand relevance. It’s about helping an entire generation move from anxiety to agency, from paralysis to purpose, from being overwhelmed to taking action. The tools exist. The demand is clear. The only question is: Who will have the empathy and creativity to lead? View the full article

Over the last century of glorious, tragic, turbulent, and innovative human endeavour, the cover of the New Yorker magazine has used only the illustrated image to communicate talking points of American—and specifically New York City—life and culture. Beyond the masthead and issue date, no set typography has ever been allowed, maintaining a unique wordless space in magazine publishing where only an image connotes the idea. The absence of copy is arresting, the silent core of what the solely visual can communicate. Though notably, the majority of weekly sales are by subscription, not impulse buys. There are few of the New Yorker’s 1925 newsstand contemporaries left. Meanwhile, publications like Time, Newsweek, and Fortune have not resisted the dominant orthodoxy of photography with multiple cover lines to gain sales. While photography delivers celebrity and the spectacle of modern life, the New Yorker has maintained a belief in visualizing without written explanation to reach those readers who seek something more. But how can a magazine whose survival depends on sales maintain appeal with such apparently humble graphic means? The magazine’s strategy for success has been to employ a succession of brilliant art editors (just four in 100 years—somewhat unique in magazine publishing) who understand how illustration, in the right hands, can offer appeal, surprise, entertainment and imaginative freedom to invent what French poster artist Cassandre called “a visual incident.” Posters and magazine covers have a similar task: both vie to grab the attention of a public subjected to evermore intrusive image assault. From simple street hoardings and news vendors in 1925, to broadcast then digital media today, the changes over the last 100 years have been immense and profound. This audio-visual bombardment of words, images, sound and movement simply did not exist back then. This golden age of the printed poster and magazine cover appears now to belong another world—so how can preservation of these ideals be viable in a 21st century weekly magazine? Illustration and its reinvention as an agile alternative to the over-saturation of audio-visual and written media is one key. The choice of illustration as communication remains underrepresented. Other than courtroom reporting, there have been few front pages that have used a drawing, but its popular appeal evidences a relevance to complex modern lives. As a discipline, illustration is closely related to the cartoon and its sequential form, the comic strip. Many New Yorker cover artists operate across these practices, demonstrating the common ground of drawing. Illustrations are used for associative value—they conjure up an expressive or reflective mood, provide a seasoned commentary, or capture concisely a cultural moment. In the context of fake news, illustrations don’t purport to be objective—they best work through a coherent convincing visual language that offers more than words. For the majority of the New Yorker’s audience, illustration has an affectionate, unsophisticated association with successive stages of development, starting in childhood. From early picture books to comics, graphic novels, music and lifestyle, illustrated communication allows interpretation and relatability. Illustration can be successful in performing the elusive act of being inclusive and appealingly anonymous. The New Yorker recognizes that diversity in content is reliant on the real-life experience of its artists. Since the 1930s when most journalists and illustrators were male and white, the magazine has sought to make a weekly visual statement of the contemporary by prioritising images that represent the diversity of New York. There is a disposable deal in buying a magazine—it is not designed to be a keeper. Certain images of “a moment” can later become the visual signature of an age, though it may not always be apparent at the time. The early consistency of New Yorker art deco covers expressed both wonderful visual ideas and a graphic language for modernity. The skyscrapers, bridges and lights of the quintessential modern metropolis are beautifully shown in Adolph Kronengold’s cover from March 1938. Barry Blitt’s 2008 “politics of fear” cover, showing Barack Obama in Muslim clothing and Michelle Obama in combats with a gun slung over her back, expressed much more than portraits in an American presidential campaign. It provocatively articulated media exaggeration and control, forces that dominate today. And then there are the images that transcend a stylistic era and which are elevated above beyond specific facts in a way that helps us see the world in a new way, like Saul Steinberg’s “view of the world from 9th Avenue” cover from 1976. The viewpoint is literally floating above the street, not so high that local details are unrecognisable, yet just beyond the Hudson are diminishing deserts and prairies and over the Pacific ocean you can see Japan. A wonderful satire on the attitude of global centrality and specifically a New Yorker’s idea of their own importance, the image has been copied and referenced ever since its publication. The completely black cover by Art Spiegelman and New Yorker art director Françoise Mouly for September 24 2001 achieved the impossible task of visualising the feeling of loss following the world trade centre attacks. Mouly has been the art director since 1993 and possesses a supreme visual intelligence that has driven the success of the pictorial cover for more than three decades. She maintains that artists are able to say new things about the same themes year after year—something AI cannot do as it refers only to the past. The present, however, is elusive and the province of the artist gathering energy like a lightning conductor. Plus, crucially, AI doesn’t doodle. New Yorker artists are people who can present a dilemma, an issue, a moment or a spectacle visually, not abstracted, but through emotional empathy. The covers are non-linear but require “reading”. The multiple layers of meaning are often open to interpretion. The beauty of the New Yorker cover lies in not equating it with a written description, but rather in prompting an emotional response to what it is to be alive in that moment, whether good times or bad. That’s a pretty wonderful objective and guiding principle for a weekly publication. Geoff Grandfield is an associate professor at the Illustration Animation Department at Kingston University. This article is republished from The Conversation under a Creative Commons license. Read the original article. View the full article

Search group’s chief makes rare criticism of China’s generative artificial intelligence darlingView the full article

Increase before announcement of The President tariffs was propelled by clothing and outdoor shopsView the full article

This post was written by Alison Green and published on Ask a Manager. First, a housekeeping note: Comments will be turned off for a while on Friday while the site moves to a new server. They’ll be turned back on once it’s complete. It’s four answers to four questions. Here we go… 1. Supervisor is flirting with my wife I am a woman, 41 years old, who has been married to my wife for a year. We work together in different departments. She had a thing with one of her male supervisors before me, and he has become an issue. I’ve seen things that have made me question their relationship. In the beginning, when he found out about her and me, he began being nasty with me at work … closing doors behind him as I’m coming, dirty looks. He would also hug my wife (girlfriend at the time) as I would pass by and get very close to her to speak. Now, recently, he’s been telling her how good she looks and that she must have had a good Easter after he saw a few bruises on her arm, making it seem like something dirty. I’ve asked my wife to speak to him and let him know his comments and his compliments are not welcomed and that their relationship should only be on a professional level. She said she spoke to him and told him no more funny business. But now I keep seeing their interactions on camera at work (I’m in security) and it’s bothering me. He speaks to her and she smiles, like a smile she usually gives me when she’s shy and blushing. I don’t know what else to say to her or what to do, but it’s bothering me more now because when I’m not around, I’m home overthinking everything. Any advice? What does she say? Is she uncomfortable with how he interacts with her? If so, then the only appropriate role for you to play here is to support her in figuring out how she wants to handle it. If she’s not uncomfortable with it, then the question for you is whether you trust her to operate with integrity within the terms of your marriage. If you’ve let her know you’re uncomfortable with her hugging this dude and allowing him to think she’s welcoming his attention and it’s continuing anyway, there’s an issue within your marriage to work out: it could be that you’re seeing something suspicious where there’s nothing there (in which case your not trusting your wife would be the biggest issue) or it could be that she’s being disrespectful of reasonable feelings on your side (in which case there’s a different marital issue for you to decide how you feel about). Ultimately, you can’t control other people (and attempts to do that within a marriage tend to fail in one way or another), but you can talk openly with your wife and try to reach a resolution you’re both comfortable with (or, through that open conversation, conclude that there’s a larger issue beneath this). 2. When and how to tell clients I’m closing my business I am a self-employed language tutor who works in the homes of my clients. I work primarily with children and teens, so my most profitable months are during the school year, although I do have some adult students who have class year-round. I have been doing this for five years, and I’ve decided that the time has come to move on (I will hopefully be going back to school in the fall). My intention is to close at the end of the second quarter, to simplify my tax paperwork and coincide with the end of the school year. I am struggling with how and when to communicate this decision to my clients. My main concern is that some of the more proactive parents are already asking me about scheduling for the next school year; beyond that, I want to give my adult students enough time to look for someone else and maintain continuity in their learning, but not tell them so soon that my income drops dramatically in the last few months. Lastly, I don’t want to burn any bridges in case I need to pick up a few hours here and there to make ends meet while I’m studying. Maybe I’m overthinking it, but in the end this is an intimate job — I have watched children grow up and been in these people’s homes weekly, for several years in some cases — and I don’t want to leave anyone feeling shortchanged after years of relationship building. I feel it would be easier if I were able to tell them what, exactly, I’m moving on to, but the application for the program I’m interested in doesn’t even open until a few weeks after the end of the school year! So I won’t know anything by the time I need to tell them. I’m currently thinking I should tell them at the end of May (school year ends June 20 here), and simply state that I’ve enjoyed working with them and will be going back to school next year, even though that may not be true in the end. If you have any suggestions on wording or timing, they’d be greatly appreciated. It seems reasonable to tell parents in late May that you won’t be tutoring anymore after this school year ends. If people ask about scheduling for the next school year before you’ve officially announced, is there any harm in telling those people, “I’m not positive I’ll be continuing after this school year but I’ll let you know either way by late May”? Or even just telling them at that point that you won’t be continuing after June? I’m guessing they’d be unlikely to switch tutors mid-semester over that, but if that’s a worry, then go with the first, vaguer statement instead. For your adult learners who may need to find a new tutor for the summer, is your sense that about a month’s notice is enough for them to do that? (I have no idea what that landscape looks like, but you probably do.) If it’s not, it’s still not unreasonable to provide a month of notice — but in that case, you might feel better about it if you gave them more (and if it will in fact take more than a month for them to find someone new, then presumably that cancels out some of the worry about them switching early and affecting your income). As for the wording itself, I do think you’re over-thinking it! “I’ve loved working with you, but I will be shutting down my tutoring business after this semester” is perfectly fine. You can also say you’re going back to school if you want; besides, some people will probably ask what you’re doing next even if you don’t offer it. Some will probably ask where you’re enrolling, and it’s fine to just say “I’ve applied at a few places” or “I’ve applied at Taco Night School” or whatever you feel like sharing. Last, if you’re able to recommend another tutor for them to contact, that’s a bonus (although it’s okay if you can’t). 3. My boss doesn’t want me to say “my team” I got some feedback on one of my evaluations and it’s been bothering me. It pops into my head every once in a while, but it’s so low stakes that I don’t think its worth it to bring up to my boss. Could you give me a sanity check? My boss, Sammy, wrote in my yearly evaluation that I shouldn’t refer to the team as “my team” but I should say “Sammy’s team.” I didn’t ask her to elaborate at the time because I found it so weird. I’m not trying to imply ownership of the team when I say “my team uses this tool frequently.” It’s my team, the team I am part of. Constantly saying “Sammy’s team uses this tool frequently” is awkward if the person doesn’t know Sammy or that I am on Sammy’s team. Am I off-base here? How do other people refer to their teams in conversation? No, your boss is being really weird. It’s completely normal to say “my team,” just like it’s normal to say “my sister,” “my coworker,” or “my company.” You’re not implying ownership of your sister, your coworker, or your company when you say that. And wanting you to say “Sammy’s team” adds an especially egotistical twist on top of it; everyone must know that she is your liege! I’m curious if she’d also object to you saying “our team”; it would be harder to argue against that, but I wonder if she would. Anyway, no, you are not off-base; she is. It’s probably not worth it to put any capital into pushing back on it, but it’s definitely worth taking it as interesting information about her. 4. Should my resume include the job I was fired from after five months? I started a new job in October. Unfortunately, it ended up being a bad match and, after working hard to adjust with a PIP, I was let go at the beginning of March. Now, I am job hunting and obviously it is very competitive. I was in my previous role for four years and the one before that for two years, so I’m not a job-hopper. I’ve been getting a lot of fast rejections from applications, which makes me think I’m getting screened out by automated systems. The short tenure at my previous job is the best explanation; my resume is otherwise very strong. Do you think it would be better to leave the short job off my resume? A five-month employment gap looks bad, but I’m wondering if a five-month job looks worse. If I do leave it off, would it be acceptable to offer this explanation in an interview? Different hiring managers will have different takes on this, but a five-month job (that wasn’t intended to be short-term) can definitely raise more concerns than a five-month employment gap. Try taking it off and see if your results change. Hell, you could even A/B test it and send some resumes with it and some without and see if you can track any differences in response. If you do leave it off, you don’t need to proactively explain it in interviews, although if it does come up, you can just say that you left your previous job for one that you thought would be a good match but wasn’t. (Don’t explain that you left it off because you thought it looked bad; that’s too insider-baseball.) All that said, I wouldn’t assume this is causing you to be screened out by automatic systems. It’s just a very tight job market right now and you could be getting the same number of rejections even if you were still employed at the last job. (Also, a single short tenure isn’t that kind of thing that automatic screening generally looks at anyway — specific qualifications, yes; length of time at last job, no.) Related: should you include a short-term job on your resume? should I include a job I was fired from on my resume? View the full article

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Gas prices across the U.S. ticked up this week, according to a new report from AAA. The national average price for a gallon of regular gasoline rose to $3.17, up slightly from $3.167 one week ago and 5 cents higher than one month ago. The moderate increase in gas prices is being attributed to rising demand as warmer spring weather encourages more drivers to hit the road. Despite the bump, prices remain significantly lower than this time last year, when the national average stood at $3.66 per gallon. A key factor keeping prices in check is the lower cost of crude oil, currently around $62 per barrel, down from $82 per barrel at this time in 2024. Fuel Supply and Demand Trends According to data from the U.S. Energy Information Administration (EIA), gasoline demand climbed from 8.46 million barrels per day (b/d) last week to 9.41 million b/d this week. At the same time, domestic gasoline supply declined from 234.0 million barrels to 229.5 million barrels. Gasoline production increased during the same period, with output averaging 10.1 million b/d. In the oil market, West Texas Intermediate (WTI) crude closed Wednesday’s trading session down $1.40, settling at $62.27 per barrel. Crude oil inventories rose by 0.2 million barrels to a total of 443.1 million barrels. According to the EIA, this level is about 5% below the five-year average for this time of year. Electric Vehicle Charging Costs Hold Steady The average national cost for charging an electric vehicle (EV) at public stations remained steady over the past week at 34 cents per kilowatt hour. State-by-State Price Highlights The most expensive states for gasoline are: California: $4.80 Hawaii: $4.51 Washington: $4.28 Oregon: $3.92 Nevada: $3.87 Alaska: $3.64 Illinois: $3.42 Arizona: $3.37 Pennsylvania: $3.35 Idaho: $3.32 Conversely, the least expensive states for gasoline are: Mississippi: $2.68 Oklahoma: $2.71 Texas: $2.74 Louisiana: $2.75 Alabama: $2.78 Tennessee: $2.79 South Carolina: $2.80 Arkansas: $2.80 Kentucky: $2.83 Kansas: $2.83 For EV public charging, the states with the highest average cost per kilowatt hour are: Hawaii: 55 cents Alaska: 47 cents West Virginia: 47 cents Montana: 45 cents South Carolina: 44 cents Tennessee: 43 cents Kentucky: 42 cents Idaho: 42 cents Louisiana: 41 cents Georgia: 40 cents The most affordable states for public EV charging include: Kansas: 22 cents Missouri: 25 cents Iowa: 27 cents Delaware: 28 cents Nebraska: 28 cents Utah: 29 cents Texas: 30 cents Maryland: 30 cents Vermont: 31 cents North Carolina: 31 cents Image: AAA This article, "Gas Prices Rise Slightly Nationwide as Demand Increases" was first published on Small Business Trends View the full article

Gas prices across the U.S. ticked up this week, according to a new report from AAA. The national average price for a gallon of regular gasoline rose to $3.17, up slightly from $3.167 one week ago and 5 cents higher than one month ago. The moderate increase in gas prices is being attributed to rising demand as warmer spring weather encourages more drivers to hit the road. Despite the bump, prices remain significantly lower than this time last year, when the national average stood at $3.66 per gallon. A key factor keeping prices in check is the lower cost of crude oil, currently around $62 per barrel, down from $82 per barrel at this time in 2024. Fuel Supply and Demand Trends According to data from the U.S. Energy Information Administration (EIA), gasoline demand climbed from 8.46 million barrels per day (b/d) last week to 9.41 million b/d this week. At the same time, domestic gasoline supply declined from 234.0 million barrels to 229.5 million barrels. Gasoline production increased during the same period, with output averaging 10.1 million b/d. In the oil market, West Texas Intermediate (WTI) crude closed Wednesday’s trading session down $1.40, settling at $62.27 per barrel. Crude oil inventories rose by 0.2 million barrels to a total of 443.1 million barrels. According to the EIA, this level is about 5% below the five-year average for this time of year. Electric Vehicle Charging Costs Hold Steady The average national cost for charging an electric vehicle (EV) at public stations remained steady over the past week at 34 cents per kilowatt hour. State-by-State Price Highlights The most expensive states for gasoline are: California: $4.80 Hawaii: $4.51 Washington: $4.28 Oregon: $3.92 Nevada: $3.87 Alaska: $3.64 Illinois: $3.42 Arizona: $3.37 Pennsylvania: $3.35 Idaho: $3.32 Conversely, the least expensive states for gasoline are: Mississippi: $2.68 Oklahoma: $2.71 Texas: $2.74 Louisiana: $2.75 Alabama: $2.78 Tennessee: $2.79 South Carolina: $2.80 Arkansas: $2.80 Kentucky: $2.83 Kansas: $2.83 For EV public charging, the states with the highest average cost per kilowatt hour are: Hawaii: 55 cents Alaska: 47 cents West Virginia: 47 cents Montana: 45 cents South Carolina: 44 cents Tennessee: 43 cents Kentucky: 42 cents Idaho: 42 cents Louisiana: 41 cents Georgia: 40 cents The most affordable states for public EV charging include: Kansas: 22 cents Missouri: 25 cents Iowa: 27 cents Delaware: 28 cents Nebraska: 28 cents Utah: 29 cents Texas: 30 cents Maryland: 30 cents Vermont: 31 cents North Carolina: 31 cents Image: AAA This article, "Gas Prices Rise Slightly Nationwide as Demand Increases" was first published on Small Business Trends View the full article

Meta has released Edits, a new video creation app designed to support creators through every step of the video-making process. Now available for mobile users, Edits allows creators to produce, edit, and share high-quality videos directly from their phones. According to Meta, Edits is aimed at streamlining video production by bringing powerful tools and features into a single platform. The app supports longer camera capture, up to 10 minutes, and provides project management capabilities. Videos can be shared directly to Instagram and Facebook or exported for use on other platforms without watermarks. The app includes a frame-accurate timeline with clip-level editing, auto-enhancement features, green screen support, and transitions. It also delivers real-time, data-driven insights such as skip rate metrics to help creators understand performance and optimize their content. Meta stated, “Since last year, we’ve collaborated with a number of creators, tested different concepts and incorporated their feedback along the way.” The company said it would continue to evolve Edits based on community feedback. The launch is part of Meta’s broader strategy to support creators not only on Instagram and Facebook but also across other platforms. “Our goal is to build the most compelling creative tools to help creators express themselves freely in all the ways they can imagine, not just on Instagram and Facebook, but on any platform out there,” the company announced. Edits was built in partnership with creators who were given early access to the app and contributed input throughout development. Meta plans to introduce additional features in the coming months, including keyframes for precise control over timing and motion, AI-powered video modification tools, and collaboration tools for draft sharing and co-creation. Future updates will also include more creative options such as fonts, text animations, transitions, voice effects, filters, and music, including royalty-free tracks. To begin using Edits, creators can download the app and sign in with their Instagram account. This article, "Meta Launches Edits: A New Mobile App for Video Creators" was first published on Small Business Trends View the full article

Meta has released Edits, a new video creation app designed to support creators through every step of the video-making process. Now available for mobile users, Edits allows creators to produce, edit, and share high-quality videos directly from their phones. According to Meta, Edits is aimed at streamlining video production by bringing powerful tools and features into a single platform. The app supports longer camera capture, up to 10 minutes, and provides project management capabilities. Videos can be shared directly to Instagram and Facebook or exported for use on other platforms without watermarks. The app includes a frame-accurate timeline with clip-level editing, auto-enhancement features, green screen support, and transitions. It also delivers real-time, data-driven insights such as skip rate metrics to help creators understand performance and optimize their content. Meta stated, “Since last year, we’ve collaborated with a number of creators, tested different concepts and incorporated their feedback along the way.” The company said it would continue to evolve Edits based on community feedback. The launch is part of Meta’s broader strategy to support creators not only on Instagram and Facebook but also across other platforms. “Our goal is to build the most compelling creative tools to help creators express themselves freely in all the ways they can imagine, not just on Instagram and Facebook, but on any platform out there,” the company announced. Edits was built in partnership with creators who were given early access to the app and contributed input throughout development. Meta plans to introduce additional features in the coming months, including keyframes for precise control over timing and motion, AI-powered video modification tools, and collaboration tools for draft sharing and co-creation. Future updates will also include more creative options such as fonts, text animations, transitions, voice effects, filters, and music, including royalty-free tracks. To begin using Edits, creators can download the app and sign in with their Instagram account. This article, "Meta Launches Edits: A New Mobile App for Video Creators" was first published on Small Business Trends View the full article

Key Takeaways Understanding Employment Forms is Essential: Mastering various employment forms is crucial for both job seekers and employers, ensuring a seamless hiring process and compliance with legal standards. Types of Employment Forms: Recognize the different forms associated with full-time, part-time, and temporary positions, such as Form I-9, W-4, and employee information forms, to effectively manage diverse workforce needs. Importance of Accurate Documentation: Properly filled employment forms provide important details that minimize errors in payroll and employee benefits, thereby fostering a positive work environment and enhancing employee satisfaction. Key Elements to Include: Ensure employment forms capture essential personal information, job details, and compensation/benefits options adequately, as these elements are critical in attracting and retaining quality talent. Legal Compliance is Critical: Familiarize yourself with compliance requirements related to employment forms to avoid potential legal issues, emphasizing the importance of documentation like Form I-9 for verification and tax compliance. Fostering Employee Trust: Transparent communication regarding employee rights and benefits, as detailed in employment forms, helps build trust within your team, contributing to improved motivation and retention. Navigating the world of employment forms can feel overwhelming. Whether you’re a job seeker or an employer, understanding these essential documents is crucial for a smooth hiring process. From applications to tax forms, each piece plays a vital role in establishing a successful employment relationship. You might wonder why these forms matter so much. They not only help protect your rights but also ensure compliance with legal requirements. Knowing how to fill them out correctly can save you time and headaches down the line. Let’s dive into the different types of employment forms and discover how they impact your professional journey. Overview of Employment Forms Employment forms play a crucial role in the hiring process for small businesses. These forms streamline the recruitment and onboarding phases, ensuring compliance with labor laws and protecting your organization. Definition of Employment Forms Employment forms encompass various documents necessary for hiring and managing employees. These include job applications, tax forms, and contracts. In small businesses, these forms facilitate accurate record-keeping and meet legal requirements, contributing to efficient employee management. Importance of Employment Forms Understanding employment forms is vital for effective workforce planning. Accurate forms enhance the recruitment process by providing necessary details about job candidates, such as their skill set and experience. Proper documentation helps in managing employee benefits and payroll, reducing errors that could lead to legal complications. Employment forms also play a role in employee retention and satisfaction. By ensuring transparency in employment policies, you foster an engaged workplace culture. When forms reflect your commitment to compliance and employee welfare, you build trust among your team members, which contributes to overall employee motivation. Types of Employment Forms Understanding the various types of employment forms plays a critical role in the hiring process for small businesses. These forms streamline recruitment and onboarding, while ensuring compliance with labor laws. Full-Time Employment Forms Full-time employees contribute significantly to your business’s success. Key forms for full-time employment include: Form I-9: This verifies the identity and eligibility of full-time employees to work in the U.S., ensuring compliance and minimizing legal risks. W-4: This form helps determine the federal income tax withholding from your employees’ salaries. Accurately completing this form aids in payroll management and fosters employee satisfaction. Employee Information Forms: These capture detailed personal information and emergency contacts, essential for effective employee management and engagement. Part-Time Employment Forms For part-time employees, specific forms ensure smooth integration into your workforce. Important forms include: W-4: Like full-time employees, part-time employees complete this to establish the appropriate tax withholding. This maintains compliance and simplifies payroll operations. Compensation Forms: These detail payment methods, such as direct deposit, which is crucial for maintaining employee motivation and satisfaction. Employee Information Forms: Gathering personal details from part-time employees helps establish effective team dynamics and support effective performance reviews. Temporary Employment Forms Temporary staff often require different forms to suit their unique employment conditions. Critical forms for temporary positions include: Form I-9: Verification for temporary employees also applies here, ensuring they meet eligibility requirements for the job market. W-4: This form provides the necessary tax withholding information for temporary staff, which simplifies payroll processes. Employee Information Forms: Capturing essential information facilitates coordination with staffing agencies and contributes to streamlined onboarding processes. By utilizing the appropriate employment forms for full-time, part-time, and temporary employees, you enhance your small business staffing strategy. These forms not only support legal compliance but also contribute to effective recruitment and team building, ultimately promoting a positive workplace culture. Common Elements in Employment Forms Understanding the common elements in employment forms is crucial for effective small business staffing. These forms capture essential information, ensuring compliance and streamlining the hiring process. Personal Information Include basic contact details on employment forms. List the employee’s name, address, phone number, and email address. Identification documents, like a driver’s license or U.S. Passport, confirm identity during the onboarding process, especially for Form I-9 compliance. Collect demographic details, such as date of birth and sex, to support workforce planning and diversity hiring initiatives. Job Details Clearly outline job details on employment forms. Provide a specific job title and a detailed job description that highlights responsibilities and expectations. This clarity helps attract suitable candidates and aligns their skill sets with your staffing requirements. Ensure that the job posting reflects the needs of your small business and aids in the recruitment strategy by emphasizing essential duties and workplace culture. Compensation and Benefits Detail compensation and benefits in the employment forms. Clearly state the salary, pay rate, and pay schedule to avoid misunderstandings regarding payroll. Include information on employee benefits, such as health insurance and retirement plans, which influence employee retention and satisfaction. Highlighting benefits can enhance your ability to attract top talent in a competitive job market, contributing to a motivated and engaged workforce. Legal Considerations Understanding legal considerations for employment forms is essential to your small business staffing strategy. Compliance with federal, state, and local labor laws impacts your hiring process and employee management. Compliance Requirements You must follow specific compliance requirements when utilizing employment forms. Ensure every employee completes Form I-9 for identity verification. This form confirms eligibility to work in the United States and includes documentation from both List A and a combination of Lists B and C. Additionally, complete W-4 forms for tax withholding to guarantee correct payroll processing. Failure to comply with these requirements may lead to legal issues, fines, and disruptions in your recruitment process. Employee Rights You must recognize employee rights as part of your hiring and employee management practices. Employment forms provide clarity on employee benefits and job descriptions. Communicate at-will employment status and conditions clearly to minimize misunderstandings. Make sure to include information on work-life balance, employee wellness, and performance expectations. By fostering a transparent workplace culture, you can enhance employee satisfaction and retention, contributing to a more engaged workforce. Conclusion Understanding employment forms is crucial for both you and your business. By mastering these documents you can streamline your hiring process and ensure compliance with labor laws. This knowledge not only protects your rights but also fosters a positive workplace culture. As you navigate through different types of employment forms remember that each plays a vital role in recruitment and employee management. Filling them out accurately can prevent future complications and enhance employee satisfaction. Investing time in understanding and utilizing these forms effectively will pay off in the long run. You’ll create a more organized and compliant hiring process that contributes to a motivated workforce. Embrace the significance of employment forms to set the foundation for a successful professional journey. Frequently Asked Questions What are employment forms and why are they important? Employment forms are documents used in the hiring process, including job applications, tax forms, and contracts. They are important for protecting employee rights, ensuring legal compliance, and streamlining recruitment and onboarding for employers. What types of employment forms should I be aware of? There are three main types of employment forms: full-time, part-time, and temporary. Each type requires specific forms like Form I-9 for identity verification, W-4 for tax withholding, and compensation forms tailored to their employment status. How do employment forms benefit small businesses? Employment forms help small businesses streamline their hiring process, ensure compliance with labor laws, and maintain accurate records. They aid in attracting suitable candidates and enhance employee retention by providing clarity on policies and expectations. What legal considerations should I keep in mind regarding employment forms? Employers must ensure compliance with federal, state, and local labor laws when using employment forms. This includes proper completion of Form I-9 for identity verification and W-4 for tax withholding to avoid legal issues and recruitment disruptions. How do I fill out employment forms correctly? To fill out employment forms correctly, ensure that you provide accurate personal information, understand the job specifics, and review required sections thoroughly. If unsure, seek guidance from HR or refer to instructions associated with the forms for clarity. Image Via Envato This article, "Essential Guide to Understanding Employment Forms for Job Seekers and Employers" was first published on Small Business Trends View the full article

Key Takeaways Understanding Employment Forms is Essential: Mastering various employment forms is crucial for both job seekers and employers, ensuring a seamless hiring process and compliance with legal standards. Types of Employment Forms: Recognize the different forms associated with full-time, part-time, and temporary positions, such as Form I-9, W-4, and employee information forms, to effectively manage diverse workforce needs. Importance of Accurate Documentation: Properly filled employment forms provide important details that minimize errors in payroll and employee benefits, thereby fostering a positive work environment and enhancing employee satisfaction. Key Elements to Include: Ensure employment forms capture essential personal information, job details, and compensation/benefits options adequately, as these elements are critical in attracting and retaining quality talent. Legal Compliance is Critical: Familiarize yourself with compliance requirements related to employment forms to avoid potential legal issues, emphasizing the importance of documentation like Form I-9 for verification and tax compliance. Fostering Employee Trust: Transparent communication regarding employee rights and benefits, as detailed in employment forms, helps build trust within your team, contributing to improved motivation and retention. Navigating the world of employment forms can feel overwhelming. Whether you’re a job seeker or an employer, understanding these essential documents is crucial for a smooth hiring process. From applications to tax forms, each piece plays a vital role in establishing a successful employment relationship. You might wonder why these forms matter so much. They not only help protect your rights but also ensure compliance with legal requirements. Knowing how to fill them out correctly can save you time and headaches down the line. Let’s dive into the different types of employment forms and discover how they impact your professional journey. Overview of Employment Forms Employment forms play a crucial role in the hiring process for small businesses. These forms streamline the recruitment and onboarding phases, ensuring compliance with labor laws and protecting your organization. Definition of Employment Forms Employment forms encompass various documents necessary for hiring and managing employees. These include job applications, tax forms, and contracts. In small businesses, these forms facilitate accurate record-keeping and meet legal requirements, contributing to efficient employee management. Importance of Employment Forms Understanding employment forms is vital for effective workforce planning. Accurate forms enhance the recruitment process by providing necessary details about job candidates, such as their skill set and experience. Proper documentation helps in managing employee benefits and payroll, reducing errors that could lead to legal complications. Employment forms also play a role in employee retention and satisfaction. By ensuring transparency in employment policies, you foster an engaged workplace culture. When forms reflect your commitment to compliance and employee welfare, you build trust among your team members, which contributes to overall employee motivation. Types of Employment Forms Understanding the various types of employment forms plays a critical role in the hiring process for small businesses. These forms streamline recruitment and onboarding, while ensuring compliance with labor laws. Full-Time Employment Forms Full-time employees contribute significantly to your business’s success. Key forms for full-time employment include: Form I-9: This verifies the identity and eligibility of full-time employees to work in the U.S., ensuring compliance and minimizing legal risks. W-4: This form helps determine the federal income tax withholding from your employees’ salaries. Accurately completing this form aids in payroll management and fosters employee satisfaction. Employee Information Forms: These capture detailed personal information and emergency contacts, essential for effective employee management and engagement. Part-Time Employment Forms For part-time employees, specific forms ensure smooth integration into your workforce. Important forms include: W-4: Like full-time employees, part-time employees complete this to establish the appropriate tax withholding. This maintains compliance and simplifies payroll operations. Compensation Forms: These detail payment methods, such as direct deposit, which is crucial for maintaining employee motivation and satisfaction. Employee Information Forms: Gathering personal details from part-time employees helps establish effective team dynamics and support effective performance reviews. Temporary Employment Forms Temporary staff often require different forms to suit their unique employment conditions. Critical forms for temporary positions include: Form I-9: Verification for temporary employees also applies here, ensuring they meet eligibility requirements for the job market. W-4: This form provides the necessary tax withholding information for temporary staff, which simplifies payroll processes. Employee Information Forms: Capturing essential information facilitates coordination with staffing agencies and contributes to streamlined onboarding processes. By utilizing the appropriate employment forms for full-time, part-time, and temporary employees, you enhance your small business staffing strategy. These forms not only support legal compliance but also contribute to effective recruitment and team building, ultimately promoting a positive workplace culture. Common Elements in Employment Forms Understanding the common elements in employment forms is crucial for effective small business staffing. These forms capture essential information, ensuring compliance and streamlining the hiring process. Personal Information Include basic contact details on employment forms. List the employee’s name, address, phone number, and email address. Identification documents, like a driver’s license or U.S. Passport, confirm identity during the onboarding process, especially for Form I-9 compliance. Collect demographic details, such as date of birth and sex, to support workforce planning and diversity hiring initiatives. Job Details Clearly outline job details on employment forms. Provide a specific job title and a detailed job description that highlights responsibilities and expectations. This clarity helps attract suitable candidates and aligns their skill sets with your staffing requirements. Ensure that the job posting reflects the needs of your small business and aids in the recruitment strategy by emphasizing essential duties and workplace culture. Compensation and Benefits Detail compensation and benefits in the employment forms. Clearly state the salary, pay rate, and pay schedule to avoid misunderstandings regarding payroll. Include information on employee benefits, such as health insurance and retirement plans, which influence employee retention and satisfaction. Highlighting benefits can enhance your ability to attract top talent in a competitive job market, contributing to a motivated and engaged workforce. Legal Considerations Understanding legal considerations for employment forms is essential to your small business staffing strategy. Compliance with federal, state, and local labor laws impacts your hiring process and employee management. Compliance Requirements You must follow specific compliance requirements when utilizing employment forms. Ensure every employee completes Form I-9 for identity verification. This form confirms eligibility to work in the United States and includes documentation from both List A and a combination of Lists B and C. Additionally, complete W-4 forms for tax withholding to guarantee correct payroll processing. Failure to comply with these requirements may lead to legal issues, fines, and disruptions in your recruitment process. Employee Rights You must recognize employee rights as part of your hiring and employee management practices. Employment forms provide clarity on employee benefits and job descriptions. Communicate at-will employment status and conditions clearly to minimize misunderstandings. Make sure to include information on work-life balance, employee wellness, and performance expectations. By fostering a transparent workplace culture, you can enhance employee satisfaction and retention, contributing to a more engaged workforce. Conclusion Understanding employment forms is crucial for both you and your business. By mastering these documents you can streamline your hiring process and ensure compliance with labor laws. This knowledge not only protects your rights but also fosters a positive workplace culture. As you navigate through different types of employment forms remember that each plays a vital role in recruitment and employee management. Filling them out accurately can prevent future complications and enhance employee satisfaction. Investing time in understanding and utilizing these forms effectively will pay off in the long run. You’ll create a more organized and compliant hiring process that contributes to a motivated workforce. Embrace the significance of employment forms to set the foundation for a successful professional journey. Frequently Asked Questions What are employment forms and why are they important? Employment forms are documents used in the hiring process, including job applications, tax forms, and contracts. They are important for protecting employee rights, ensuring legal compliance, and streamlining recruitment and onboarding for employers. What types of employment forms should I be aware of? There are three main types of employment forms: full-time, part-time, and temporary. Each type requires specific forms like Form I-9 for identity verification, W-4 for tax withholding, and compensation forms tailored to their employment status. How do employment forms benefit small businesses? Employment forms help small businesses streamline their hiring process, ensure compliance with labor laws, and maintain accurate records. They aid in attracting suitable candidates and enhance employee retention by providing clarity on policies and expectations. What legal considerations should I keep in mind regarding employment forms? Employers must ensure compliance with federal, state, and local labor laws when using employment forms. This includes proper completion of Form I-9 for identity verification and W-4 for tax withholding to avoid legal issues and recruitment disruptions. How do I fill out employment forms correctly? To fill out employment forms correctly, ensure that you provide accurate personal information, understand the job specifics, and review required sections thoroughly. If unsure, seek guidance from HR or refer to instructions associated with the forms for clarity. Image Via Envato This article, "Essential Guide to Understanding Employment Forms for Job Seekers and Employers" was first published on Small Business Trends View the full article

A new auto startup is launching with a made-in-America EV that with federal tax credits will cost just $20,000. Backed by Jeff Bezos and Eric Schmidt, Slate Auto says that affordable price is possible because of its pared-down, basic model that can then be customized—and even transformed from a truck into an SUV. Slate Auto has been in stealth for almost three years, says CEO Chris Barman, who worked as a Chrysler executive until 2017. Based in Michigan, Slate spun out of Re:Build Manufacturing, a company cofounded by Jeff Wilke, former CEO of Amazon’s worldwide consumer business. Slate purports to be “rekindling American industry” with a suite of U.S. industrial businesses, from batteries to composite manufacturing. (Barman is employee number two at Slate; the company now has more than 400 employees.) Recently, concept vehicles wrapped in ads for fake businesses began appearing on California streets. The company is officially launching today, with refundable vehicle reservations open now for $50. In recent days, the company has put some of its prototype vehicles on California streets, showcasing the possible configurations that will be available. “When baby drives you crazy, we drive them to sleep,” read one ad for a faux company called CryShare, wrapped around a two-door, boxy SUV. The included website, rockabyerides.com, went to a sign-up page that read “What’s a Slate? Be the first to find out.” Another vehicle with a hatchback cap was covered in ads for cat therapy sessions, and a third, a pickup truck, with ads for a fake human taxidermy service. The unique marketing campaign was meant to be unlike any traditional vehicle unveiling. “We want to look at things very differently than what traditional automotive has done and what traditional automotive is providing to a consumer,” Barman says. That ethos also applies to the design of the Slate Truck, intended as a basic platform that can be accessorized by any customer. A blank slate The Slate Truck will begin as a two-door, two-seat electric pickup, with crank windows and no infotainment system. New cars today can come with lots of built-in features—large screens, heated seats, and so on—but to design Slate, Barman says, it was about “What are really the essentials that should go into a vehicle in order to bring it down to a price point that is affordable?” Customers will be able to be pick from more than 100 accessories to add on for an extra cost—everything from cup holders to a center console to a single roof crossbar to power windows. Since many people use their phones for music and navigation, the company eliminated the infotainment system to cut costs. Instead, there’s an accompanying app (at no charge) that drivers will be able to use when in the vehicle. If someone wants a radio in their Slate, it’s been designed so that one could be easily installed. Barman says Slate wants to change the typical process in which a buyer goes to a new- or used-car lot and picks a car, and then has to accept—and pay for—all the features it comes with. “We’ve decoupled that and said to the owner of the vehicle: ‘You choose. You choose if you want a radio. You choose if you want to have heated seats. You choose what you want the color to be,’” she says. “We are putting the power back into the hands of the consumer, so we give them this blank slate, and then they decide.” The Slate Truck will have exterior panels that are composite, rather than sheet metal. When using sheet metal, companies must have machines that stamp out the pieces; Slate’s composite panels will be made using injection molds. That means the company doesn’t have to invest in a stamping operation or a paint shop—which can run $400 million or more for automakers, Barman says. It also means the EV isn’t limited to a few colorways. Instead, drivers could put a wrap on it in any color they want. Slate envisions offering customers a wrap kit of die-cut pieces as well as instructional videos so they will be able to do it themselves (the Slate Truck was also designed without any external hardware so that wraps can be applied more easily). Or, the company will offer to prewrap the vehicle before delivery; it plans to have a network of partners in neighborhoods across the country that will be able to perform the installation for customers. (The wrapped vehicles that appeared with fake ads were a nod to this customization element.) Slate will offer two EV battery options: The standard comes with a range of 150 miles, but customers will be able to upgrade to a battery with an estimated 240 miles of range. The body of the EV will also be alterable, going from a two-door pickup to a five-seat SUV, with upgrades. Barman notes that customers could even do those changes over time, rather than when they first purchase the vehicle. “Maybe when [someone] first buys it, they’re single or just married, and after a few years they have a family, they can convert it,” she says. “And in doing that, it would cost them maybe $5,000 to make that change. But they don’t have to sell their vehicle and buy a completely new one. It’s a very cost-effective way to allow the vehicle to grow with them as their life changes.” Offering an affordable EV made in AmericaThose upgrades would add to the EV’s price. If a customer wants a longer-range battery, a wrap, and to turn the truck into an SUV, those adjustments would cost roughly $10,000. The basic version of the Slate Truck, after the federal EV tax credits are applied, comes to $20,000. “Our passion is this mission to bring an affordable vehicle to the market for the many people who felt that they didn’t have an alternative,” Barman says. Slate Auto raised at least $111 million in a Series A funding round in 2023 (under the name Re:Car), according to a Securities and Exchange Commission filing. Bezos was among 16 investors in that round, TechCrunch previously reported, adding that Slate closed a Series B funding round last year but has yet to file the paperwork. Slate told Fast Company that the Walter Group, led by Mark Walter, CEO of Guggenheim Partners, is also an investor. The EV tax credits offer a total of $7,500 back for vehicles that meet specific requirements like being manufactured in the U.S. Though President The President has said he wants to get rid of the EV tax credits, they are currently still in place. Barman says Slate hopes they remain available to allow more individuals access to its EV. But if the federal credits do go away, she says, “We have a very affordable vehicle priced in the mid $20,000s, so it’s attractive and very competitive at that price point.” The average price of a new car purchased in the U.S. is above $49,000, according to Kelley Blue Book. The average price of a new EV is even higher, at $55,500. While markets like China have been able to build ultra-affordable EVs, some as low as $10,000, those options haven’t been available for car buyers in the U.S. (though automakers have said that they’re working on affordable options). With a $50,000 new car, consumers can expect a monthly payment of around $900, Barman says. Even used vehicles, at an average $27,000, can come with monthly payments that exceed $500. Consumers should aim to spend no more than 10% of their monthly take-home pay on car expenses, per Market Watch, but for a new $48,000 car, that means making at least $96,000 a year to afford the $800 monthly payment. In 2023, only 40% of U.S. households made more than $100,000. Barman says monthly payments for a Slate Truck will average $300 to $400. Slate Auto will build a factory somewhere in the Midwest, in order to be located near the automotive supply center, but it’s still assessing specific locations. “We really are focused on reindustrializing America,” Barman says. (Some car parts will still have to be purchased from abroad because they are not made domestically at all—like the manual window cranks.) Slate will sell direct to consumer through its website, and the truck will be delivered near customers’ homes; the company plans to set up a nationwide service network as well. Slate plans to bring its EV to market and into consumer hands by the fourth quarter of 2026. View the full article

Key Takeaways Understanding Business Dissolution: Business dissolution is a formal, legal process that terminates a business’s existence, involving critical steps for compliance and smooth transition. Types of Dissolution: There are various types of business dissolution, including voluntary, involuntary, administrative, and judicial, each with unique implications and processes. Essential Steps: Key steps in the dissolution process include obtaining stakeholder approval, filing necessary dissolution documents, and notifying customers and employees to ensure transparency. Legal Compliance: Adhering to state laws during dissolution is crucial to avoid penalties; necessary filings and paying outstanding debts and obligations must be prioritized. Avoiding Common Pitfalls: Small business owners should navigate potential challenges, such as neglecting legal requirements and failing to communicate effectively with stakeholders, to prevent complications during dissolution. Managing Disputes: Clear communication, legal advice, and fair exit strategies are essential for resolving conflicts among owners, ensuring a smoother dissolution process. Deciding to dissolve a business can be one of the toughest choices you’ll face as an entrepreneur. Whether it’s due to financial struggles, shifting market conditions, or personal reasons, understanding the business dissolution process is crucial. It’s not just about closing the doors; it involves a series of steps that can impact your finances, reputation, and future ventures. Navigating this complex process requires careful planning and attention to detail. From settling debts to distributing remaining assets, each step plays a pivotal role in ensuring a smooth transition. By familiarizing yourself with the necessary procedures, you can minimize potential pitfalls and protect your interests. Let’s explore what you need to know about effectively dissolving your business. Understanding Business Dissolution Process Business dissolution involves formal steps to close a business entity, requiring attention to legal and financial obligations. You must navigate several essential phases to ensure a smooth cessation of operations. Definition of Business Dissolution Business dissolution is the legal process that terminates a business’s existence. This process applies to various business structures, including LLCs, sole proprietorships, partnerships, and corporations. You initiate dissolution by filing the appropriate documents with your state, which officially recognizes the end of your business. Key activities include settling taxes, notifying creditors, and addressing employee matters. Types of Business Dissolution Dissolution can occur through different means, each with unique implications. You can choose from these types: Voluntary Dissolution You decide to dissolve the business due to personal reasons or financial issues. This often involves a formal vote among the owners or shareholders. Involuntary Dissolution The state may dissolve your business for failure to comply with regulatory requirements, such as not filing annual reports or not maintaining necessary permits. Administrative Dissolution This occurs when the state takes action to dissolve a business due to legal non-compliance, typically after multiple warnings. Judicial Dissolution A court can order dissolution, often in disputes between partners or shareholders. This process typically requires legal representation to navigate. Understanding these types helps you evaluate your options, making informed decisions during the dissolution process. Steps Involved in the Business Dissolution Process The business dissolution process consists of several essential steps to ensure legal compliance and minimize complications. Following these steps helps you navigate this challenging decision effectively. Preparing for Dissolution Preparing for dissolution involves acquiring approval from stakeholders. For corporations, a shareholder vote is necessary, often requiring a majority or two-thirds approval based on state laws and company bylaws. For LLCs, refer to the operating agreement or state LLC laws if no agreement exists. Additionally, notifying customers and employees about the impending closure is critical. Communicate a timeline for business operations’ cessation and address any outstanding accounts or projects. This approach helps maintain transparency and trust during the transition. Filing the Necessary Documents Filing the necessary documents signifies the formal end of your business entity. Start by completing dissolution forms specific to your state’s requirements. Corporations typically file Articles of Dissolution, while LLCs complete a similar form. Ensure you also settle all outstanding obligations, including taxes and fees, before submitting these documents. After state approval, it’s essential to notify stakeholders, such as creditors and suppliers, about your business’s dissolution. Proper documentation and compliance reduce the risk of legal issues, protecting your interests even after the business ends. Legal Considerations in the Business Dissolution Process Understanding the legal considerations in the business dissolution process is essential for small business owners. Maintaining compliance ensures a smoother transition when terminating your business structure. Compliance with State Laws You must comply with state laws during the dissolution process. Each state has specific requirements for dissolving different business structures, such as LLCs, sole proprietorships, partnerships, and corporations. Often, you’ll need to file Articles of Dissolution or similar documents with the state. Deadlines and fees can vary significantly, so thorough research on state regulations is crucial. Consult a legal advisor familiar with local laws to ensure proper adherence. Handling Business Debts and Obligations You must address all outstanding debts and obligations before completing the dissolution. Settle unpaid taxes, outstanding loans, and any other liabilities to avoid potential legal issues. Notifying creditors provides transparency and allows you to negotiate repayment plans or settle debts. Document all agreements made to maintain accurate records. Ensuring proper financial management during this phase protects your interests and assists in minimizing negative repercussions for you and your stakeholders. Challenges in the Business Dissolution Process The business dissolution process presents several challenges that small business owners must navigate carefully to ensure a successful transition. Mismanagement or oversight during this phase can lead to complications that affect not only the business but also the owners and stakeholders involved. Common Pitfalls to Avoid Neglecting Legal Requirements Ensure you understand and comply with state laws regarding business dissolution. Each state has specific requirements for LLCs, corporations, and other legal structures. Ignoring these can lead to administrative penalties. Overlooking Outstanding Debts Settle all outstanding debts before proceeding with dissolution. Failing to address obligations, such as taxes or vendor payments, can result in legal repercussions that complicate the process. Inadequate Notification of Stakeholders Communicate effectively with customers, employees, and creditors. Notifying stakeholders of the impending closure helps facilitate smoother transactions and maintain transparency, reducing the risk of disputes. Improper Documentation Submit accurate and complete documents for dissolution, such as Articles of Dissolution. Errors or omissions can lead to delays and additional costs during the closing process. Dealing with Disputes Among Owners Disputes among owners pose a significant challenge during dissolution, particularly in partnerships or corporations. Address conflicts promptly to avoid prolonging the process. Establish Clear Communication Hold open discussions among partners or stakeholders to express concerns and reach agreements. Clear dialogue promotes resolution and helps avoid misunderstandings. Seek Legal Advice Consult with a business attorney to navigate disputes effectively. Legal expertise can provide strategies for conflict resolution and ensure compliance with the law during the dissolution process. Develop a Fair Exit Strategy Create an exit strategy that addresses each owner’s interests. Ensuring fairness in asset distribution and debt settlement minimizes resentment and fosters a smoother closure. Consider Mediation Mediation can help facilitate negotiations among disputing owners. A neutral third-party mediator guides discussions, aiming for a consensus without prolonged conflict. By recognizing these challenges and addressing them proactively, you’ll navigate the business dissolution process more effectively, protecting your interests while achieving a clear, final resolution. Conclusion Dissolving a business is never an easy choice but understanding the process can make it more manageable. By following the necessary steps and ensuring compliance with state laws you can minimize complications and protect your interests. Clear communication with stakeholders and addressing all outstanding obligations are vital to a smooth transition. Remember that seeking legal advice can provide valuable guidance tailored to your specific situation. With careful planning and attention to detail you can navigate the dissolution process effectively and achieve a resolution that respects your hard work and investment. Frequently Asked Questions What are common reasons for business dissolution? Business dissolution can occur due to various reasons, including financial difficulties, personal circumstances, lack of demand for products or services, or disagreements among owners. Understanding these factors can help entrepreneurs make informed decisions about closing their business. How does the business dissolution process work? The business dissolution process involves several key steps: obtaining stakeholder approval, notifying employees and customers, settling debts, filing necessary documents with the state, and distributing remaining assets. Each step is crucial to ensure compliance and a smooth transition. What types of business dissolution exist? There are four main types of business dissolution: voluntary dissolution (chosen by owners), involuntary dissolution (initiated by the state), administrative dissolution (due to legal non-compliance), and judicial dissolution (ordered by a court due to disputes). Each type has specific implications for business owners. Do I need legal help when dissolving my business? While it’s possible to dissolve a business without legal help, it’s often advisable to consult with a lawyer. Legal professionals can provide guidance on state-specific requirements, ensure compliance, and help address any potential disputes or complications. What are the crucial steps to take before filing for dissolution? Before filing for dissolution, it’s essential to settle all debts and obligations, notify stakeholders such as employees and creditors, and obtain any necessary approvals from shareholders or partners. Proper documentation is vital to minimize legal issues and ensure a smooth process. How can I protect my interests during the dissolution process? To protect your interests, ensure compliance with state laws, settle all outstanding debts, communicate transparently with stakeholders, and keep thorough records. Seeking legal advice can also help navigate challenges and avoid potential pitfalls during dissolution. What are the legal implications of business dissolution? Dissolving a business involves legal responsibilities, including filing dissolution documents with the state, settling taxes and liabilities, and complying with any contractual obligations. Understanding these legal implications is crucial to minimize future liabilities and protect stakeholders’ interests. Image Via Envato This article, "Understanding the Business Dissolution Process: Essential Steps for a Smooth Transition" was first published on Small Business Trends View the full article